Specific Questions To Ask An Interviewee
For different roles that you are recruiting for, there are also different sets of interview questions to ask candidates based upon the skills, personality traits and experiences you want them to discuss.
Find out the best interview questions to ask graduate sales candidates, finance candidates, graduate developers, and creative candidates below.
How To Tell A Job Candidate ‘we’re Not Hiring You’
Managers have a lot on their plates. Goals and yardsticks and project plans get a lot of airtime. They get a lot of attention at work. Sticky human topics get the short end of the stick. They get swept under the rug.
When you post a job opening and you interview candidates, the conversations can be fun. They can be intellectually stimulating and give you lots of ideas as a hiring manager. You get good ideas even from the people you don’t end up hiring.
It’s easy to forget during the fizzy days of back-to-back interviews that most of the people you’re meeting will not get the job. You’re going to have to tell each of them “no thanks” before this process is over.
Way too many organizations do a horrible job of conveying the news “Thanks, but no thanks.”
Compounding the problem is the fact that in the middle of a job interview, the manager can be over-excited. He or she can say things out of turn. I’ve seen it and heard about it countless times. The manager says things like “I don’t know why you couldn’t do this job” or “You’re one of my top candidates” or even “I can easily see you in this job.”
These are really bad things to say, unless there’s a commitment behind the statement. What job-seekers go through is bad enough without also having to hear false-hope-raising statements like “I can easily see you in this job.”
You owe them that.
Vice President, Human Resources
OLIVER: Let’s connect on , Jane. Please send me an invitation.
Questions To Ask Hr During Interview
Before you meet the person you’d be working for, you’ll likely meet a member of HR via a phone screening.
Although this initial phone call is a standard first step for most organizations today, it’s also an opportunity for HR to take notes on you as a candidate and relay those notes to the hiring manager.
Make a good impression on HR it matters more than you think.
Here are some appropriate questions to ask at this initial stage of the recruitment process so you can put your best foot forward.
Also Check: How To Record An Interview On Iphone
Top 10 Interview Questions For Creatives
How Does The Company Promote Diversity And Inclusion
Every company should always be working toward building a diverse and inclusive work environment. If they don’t, that’s something you should know ahead of time.
Asking this question will tell you which initiatives or programs the company is involved in and what active measures they’re taking toward this mission.
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Cold Email To Passive Candidates
Everyone likes to be pursued, but its important to do so tastefully and with the candidate in mind.
- Dont Send to Their Work Email: Most people will know not to put their work email on a resume or profile, but make sure to double check before sending. You wont want to get them in trouble.
- Personalize: While sending a blanket email out to 100 names at once is easier on the clock, spend time researching the person youre emailing. Take a look at their career history to find out why a position like yours and the company you work for might be interesting to this candidate. Show interest in the candidate and ask how life is at ABC Company. Find out what their short and long-term goals are and offer up your help in making connections where needed. And make sure to use THEIR name in the email. It may be obvious, but its a shame how many people forget or just dont include it.
- Link to Job Description: Dont make them research for it. Keep it easy and quick. They are working, so dont expect them to spend much time on your email.
- Offer Help For the Future: If theyre not interested now, make sure to provide your contact info so they can reach out if another related position opens up.
Sample Recruiting Text Messages To Candidates For Different Scenarios
Job interview invitation text message
- Hi . Heres how you can get to our office for your interview tomorrow. Let me know if you need further help. Looking forward to meeting with you.
- Hi . Were looking forward to meeting you tomorrow at . Keep in mind that traffic is usually quite heavy during that time so allow 10-15 extra minutes to get here. Feel free to contact me at this number if you need any directions.
Follow up text message after an interview
- Hi . Thanks for coming in today. It was great meeting you. Keep an eye on your inbox Ill send you the assignment we talked about by the end of the week. Feel free to reach out if you have any questions. Have a nice day!
Reschedule an interview text message
- Hi . Due to , we have to reschedule tomorrows interview. Are you available on instead? Let me know if that works for you or if you prefer another day or time this week. I apologize for any inconvenience.
SMS candidates with one click, straight from the Workable mobile app.
Text message to reconnect with past applicant
- Hi . Im from . Were hosting a careers day on . Wed love to see you there to discuss our new openings. If youre interested, please let me know and I can send you some more details. Have a nice day!
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Tell Me A Bit About Yourself
Some people might think this question is too simple, but its actually a crucial part of the interview. First, it helps put the candidate at ease by giving them an easy question to answer.
Second, they may mention something related to what they want most from their next job. This can help you steer the direction of the conversation and make getting answers easier.
The best candidates have an answer prepared for this question. They should mention the skills theyve learned from their previous work experience, and how they relate to the job description.
For example, if a candidate has spent time working at a pizza place. Then he/she can say that theyre used to working with high volumes of people in a fast-paced environment.
The best answers include phrases from the job description, demonstrating that you are both aware of what is required and enthusiastic about it!
What To Do Before The Job Interview
Learn more about the interviewers. Once an interview is set in stone, you should start researching. Googling the names of the people conducting the interview can help lead to LinkedIn profiles and other social media accounts. This is a good way for applicants to find common ground between themselves and those who will be deciding who to hire.
Connect, dont stalk. Set the stage for genuine connection with your potential colleagues by showing genuine interest in them as a personwithout giving the impression that youve been stalking their social media. During your research, you may learn that you have things in common. Use that information wisely. For example, having learned that theyre a fan of your favorite sports team, you might comment on some team paraphernalia in their office. You can also show interest in the interviewer by asking general, ice-breaking questions such as, How long have you worked here? or Whats your favorite part of this job?
Practice answering interview questions. You don’t need to memorize responses, but do take a look at the most common interview questions employers ask and think about how you’d respond. That way, you’ll be prepared to ace the interview.
Also Check: How To Prepare For A Culture Fit Interview
Other Potential Problem Questions
While not illegal in all states, or explicitly illegal, there are some other questions that could land your company in hot water:
- Have you ever been arrested? This has been seen, in some cases, to lead to racial discrimination and being arrested does not mean guilty of anything.
- Can you work weekends or nights? This can be seen as a question of religious observance or a proxy way of asking about family status.
Tips For Confirming A Job Interview
A confirmation email is also an opportunity to ask logistical questions you might have .
A confirmation email also serves as a reminder to you and the hiring manager and is an excellent opportunity to reiterate your interest in the position.
Read below for more information on sending an interview acceptance email, and review examples of emails in which the writers accept and confirm a job interview. The first letter is a simple confirmation, and the second example letter asks for clarification on some interview details. The second example also reiterates the job candidate’s interest in the job.
Read Also: How To Interview A Project Manager
Greeting An Interview Panel
If there are several interviewers in the room, wait to be introduced. Smile and shake their hands confidently as you hear their names. Greet everyone.
Example:”Hello, Mrs. Young, it’s nice to meet you.”
Try to recall as many names as possible if there are no nameplates in front of them you will need to use them when you address them later.
Wait for an invitation to sit down. If the interviewer doesn’t direct you to a specific chair, you can position yourself in front of the interview board. During the meeting, keep your calm and friendly behavior. Take contact information. At the end of the interview, say clearly that you want the position you interviewed for.
Get Ready For The Call
Before the call, confirm all the details, including the date, time, and who you will be talking to. Be sure you know whether the interviewer is calling you or if you need to make the call.
If something goes wrong and you miss the call, or the recruiter doesn’t call on time, take a deep breath and try to stay calm. You should be able to get the call back on track or reschedule if need be.
Use a quiet, comfortable, and private space with no distractions so you can focus on the interview.
If you’ll be using your cellphone, make sure it’s fully charged, and you are in a spot with good reception for the call. You may also find that standing during an interview helps you sound more energetic during the call.
Also Check: How To Train Managers To Interview
Convenient For The Employer:
A telephone interview is often arranged for when the employers is not being able to be bodily present for it. Nonetheless, it takes care of all the vital things the candidates are to be judged upon. Only except for the interpersonal skills which is set aside for a face to face interview.
Often it happens that the interviewer in view of his/her prior engagements cannot offer much time to the candidate. That is why a telephone interview is a great way to make most of the the short span of time the interviewer has made him or herself available for.
The employer even asks a trusted representative to conduct the call and test the candidate on the specific set of skills crucial to the company concerned.
You Can Get To Know Them
This can be vital if you are trying to work out how the person who has applied for the job is like. Their phone manner and the way they respond to you can tell you a lot about that person without having to meet them face-to-face. But with email, most of the time you are sending your message out into the void and hoping the person is at the other end and able to pick it up.
Recommended Reading: How To Conduct A Phone Interview
Provide Guidelines For The Candidate’s Response And Close With Flexibility
As you near the end of your email, offer response guidelines for the candidate so they can reply accordingly. You may provide the chance for them to ask questions they have or ask them to confirm the receipt of your message. Giving clear guidelines in this respect can help candidates feel comfortable reaching out with clarifications and know what you expect from them.
From here, remind the candidate that they should contact you as soon as possible if the time, date or location of the interview isn’t convenient for them. It’s important to do this as it demonstrates your commitment to flexibility during the hiring processâcandidates aren’t yet employees and it’s important to provide reasonable accommodation to their schedules. Provide your contact information, including your phone number and email address, so they may reach you to reschedule the interview for a more suitable time.
Related:How To Write Professional Emails
Start With A Greeting
Start your interview call letter by thanking the applicant for taking the time to read about the job and the company. You recognise that your reader may have various job search options, and you value the time and effort they have put into applying for the job. You can elaborate on this message or keep it to a single line of text, but ensure the tone implies this one key point.
Outline What The Candidate Needs To Prepare For The Interview
It may be helpful to explain what the candidate can do to prepare for their interview. This is especially true if the candidate can expect to complete an assessment or evaluation as a part of their interview. For example, if a candidate is interviewing for a content writing position and needs to write a sample to demonstrate their ability to adhere to specific style guide requirements, you may mention this so they can review the requirements prior to the assessment.
Doing this can help ensure that candidates are as prepared as possible for the interview and can offer the best of their skills throughout. In addition, explain whether a candidate needs to bring certain materials with them to the interview, such as those items needed to conduct a background check. From here, the candidate can confirm your expectations and help you streamline the hiring process overall.
Don’t Settle For An Employee Who Is Not Your Best Choice
Additionally, as an employer, if you’ve decided that the candidate is not the right person for the job, retaining the applicant tempts you to settle for an under-qualified or less than you had hoped for, staff person. This is not a cornerstone of a successful selection process.
One caveat, if you have determined that a person is both well-qualified and a good cultural fit, call the applicant to let them know the status of their application. Tell the applicant that you are still considering them for the position, but that you also have several other qualified candidates to interview.
In this way, you have not rejected an acceptable candidate and the candidate is not left in the dark while you consider your other options. This is courteous and respectful and it may help you avoid having to restart your recruitment.
A candidate who is not updated about your process may accept a position elsewhere. By staying in touch, you continue to build a positive relationship with a potential employee and their personal and business network.
Avoid The Standard Job Interview
Use these basic principles to avoid the common pitfalls of the interview.
A typical job interview is little more than a social call with some predictable choreography. A conference-room meeting, a pristine résumé and the standard questions: Where do you want to be in five years? What do you consider your biggest failure? What are your strengths and weaknesses?
Add in some small talk maybe the candidate and the interviewer have something in common, like an alma mater or an acquaintance from an earlier job and thats largely it. The candidate seems good, and the references check out. So an offer is made, and fingers are crossed that everything works out.
Then, a month later, the new hire misses an important deadline or starts complaining about the work. Cue that sinking feeling: You start wondering if hiring this person was a mistake.
Of course theres a better way. Here are three principles that can help you hire the right person: