Asking this question can allow you gauge not only which previous projects are at the front of the candidates mind, but also outline how aligned their preferred projects are with what they're most likely to be working on in their current role. This is a particularly great question if you're trying to dig deeper into understanding candidate team or project preferences as a means of placing them within an existing team that is the best fit for them.
What would you do if you have a working application but a competitor comes up with a slightly better product? Here, I want to know if the candidate would recommend we switch over to the newest tool around right away. Or, if the candidate would first want to assess if the newer application is just another shiny object. A good candidate would first assess the necessity and cost of switching to the newer technology. You’ll want a competitive candidate who encourages positive change in teams. But that change needs to be viable for your organization.
When you are interviewing potential candidates for a job opening, it is important to ask the right questions to identify the best person for the position. One strategic interview question to ask candidates is “What do you think are the most important qualities needed to be successful in this job?” This is a great question to ask because it gives you an insight into the candidate’s understanding of the job and the skills and qualities they possess that make them a good fit for the role. The answer to this strategic interview question to ask candidates also provides you with information about the candidate’s self-awareness and their ability to assess their own skills and abilities in relation to the job. Additionally, it can give you an indication of how the candidate views their own strengths and weaknesses and how they plan to apply those to the job.
Hi there, My name is Linn Atiyeh, and I'm the CEO and founder of Bemana, a recruiting firm specializing in the equipment and industrial sector. As a recruiter, I'm always trying to incorporate industry trends into my interview prep. Right now, it's all about AI and how it might transform our sector in the next decade. That's why I've been including the following question: What aspect of this job would benefit most from automation? I love this question because it tells me multiple things about the applicant. For starters, I get some insight into their familiarity with current AI tech, and that's a skill I expect them to already posses. But I also discover a few other things, like what day-to-day tasks they consider rote or redundant, and likely to be eliminated in the next few years. It's about growth - how do they see this position changing in the next few years as technology updates, and where will it leave them? Linn Atiyeh Founder & CEO, Bemana https://www.bemana.us/
One strategic interview question to ask candidates is "What unique skills and qualities do you possess that make you the best candidate for this position?". This type of question allows the interviewer to gain insight into what makes each candidate special and allows them to determine which individual brings the most value to the organization. It also gives the candidate an opportunity to showcase their qualifications and strengths, allowing for more effective evaluation and decision-making. Additionally, this question can provide clarity on how the candidate's skills align with the organization’s expectations and job requirements. Asking this type of strategic question shows that you are looking for candidates who stand out among their peers as well as those who not only meet the job requirements but exceed them.
Tell me something about you that isn't on your resume. This question is intentionally vague, because it gives the candidate the opportunity to decide what they want to share. Maybe they'll tell you about a hobby or about some volunteer work. Maybe they'll have experience they've left off their resume for whatever reason. The way they choose to answer will tell you a lot about them as a purpose and what kind of fit they will be for your company.
Ask them how they feel their previous job experience prepares them for this role. This allows applicants to explain what it is that they feel makes them a good fit for the position. They may have experience in former roles that is atypical for their title. Also, as every company does things slightly differently, you may not be able to anticipate their skillset just from looking at their resume. It also shows interviewers what the candidate sees as the main duties of the existing job. While it's a very classic interview question, it has remained one for a reason.
“Who has been one of your biggest inspirations?” is an excellent interview question for any candidate. Their answer can reveal a great deal about what drives an individual, and if their own core values align with those of the company. It also allows for some personality to shine into an otherwise business-heavy dialogue too.
This can be a good way to gauge how well a candidate can assess themselves from a perspective other than their own. Furthermore, this could lead to a different answer than asking about their strengths and weaknesses, since you will get a better understanding of the candidate’s personality. Communication and comradery are two pivotal aspects of a thriving workplace, so a candidate that is easy to work with and plays well with others is more likely to succeed and contribute to the company’s culture.
An uncommon interview question to consider when interviewing candidates is, "What keeps you passionate about life?" This question helps reveal the potential hires' enthusiasm for their work and life goals, allowing employers to understand why they have chosen their particular career. Instead of the typical questions that assess skills or experience, this deeper inquiry has the power to gauge an individual's level of commitment and dedication. As such, it can provide insight on whether a candidate will bring a creative, driven energy to the job if hired.
“How happy are you with your work-life balance?” A crucial question to ask in today’s times, and one that can provide you with an even more vital insight into a candidate’s priorities and expectations regarding their work and professional lives, this one’s a must-have on your list. The answer to this question will tell you if your candidate has got this balance right or if they have been paying attention to it. Moreover, it will tell you how their expectations and goals align with the standards you have set and aim to maintain for your employees. If these parameters do not match, the candidate may never find your company suitable. On the other hand, this information also helps you set your own set of workplace goals as an employer or senior leader to meet the evolving needs of the workforce.
“What industry innovation out there can change the game for our brand today?“ A question that’s relevant in every setting, but more so in tech-oriented companies, this one reveals whether a candidate has their fingers on the pulse of the industry. Passionate and committed candidates will always know about the latest industry news and may even have begun preparations to adopt this innovation or at least learn more about it. In sharing this information, your candidate can cement their place on the final list because we all know how interviewers love discovering candidates who are on a constant lookout for what’s new in their role and industry. Such a candidate not only proves to be an asset but also offers you insights into industry news making headlines.
This is a great question to ask candidates during an interview, as it can provide valuable insight into their motivation and dedication. Asking what the candidate’s goals are over the next year allows you to understand how they plan on improving themselves professionally and personally. This will give you a better understanding of how self-motivated and goal-oriented the candidate is. It’ll also provide insight into how committed they are to their own professional development and growth in order to become a more valuable asset for your business.
"Can you give an example of a project or problem you solved that required unorthadox thinking or outside of the box?" By asking this question, the candidates will be able to provide a specific example of a time when they had to think creatively to solve a problem or complete a project. This will give you a better understanding of the candidate's problem-solving skills and ability to think outside of the box. Furthermore, it also helps to understand how they approach to problem-solving and whether they are able to find solutions that are different from the usual ones. This question is a great way to assess a candidate's problem-solving skills, creativity, and ability to think outside of the box. In web development, it's important to have employees who can think creatively to solve complex problems and find innovative solutions.
Every company has its own unique environment and culture. Similarly, employees have unique requirements for the values and culture of the employer they work for. This question is effective because it gives you a good opportunity to assess whether or not the candidate would be a good fit for your company culture.
I interview a lot of candidates for our marketing department. With so many applicants coming out of college, I like to gauge the marketing industry trends and newest platforms by asking candidates what's their favorite marketing tool to use. This gives me a better understanding of how they like to work and it also helps keep me current with marketing trends and platforms that I may not be aware of or that my team isn't using yet. If I see the need to implement a new marketing tool based on numerous candidates speaking about one, then I'm able to after completing the interview. It's a great way to study the industry while potentially picking up new talent for your department.
One of the best strategic questions to ask candidates in an interview is, "How would your co-workers describe you?" This question provides insight into the candidate's character, communication style, and collaboration ability. It gives the interviewer a deeper understanding of the candidate beyond their technical qualifications and allows them to gauge how well they might fit into their team or company culture. Asking this question can give the interviewer a better sense of how successful the candidate might be in their role.
If [[Previous Question]] had happened today, what would you do differently? Interview questions follow a standard process. You ask the candidate for a historic example of their competence, they then provide an overview of the context, action, and the result (the CAR acronym). However, this approach is susceptible to exaggeration, embellishment, and outright lying about the situation to paint themselves in a positive light. By asking what they would do today i.e. after years of knowledge acquisition and personal development, they should show even greater competence. However, if they fail to identify a better way of addressing the original scenario, this suggests that either: A) They haven’t undergone much professional development, or B) They made the situation up initially, and fabricated the best conclusion they could think of. Either way, this question either forces candidates to engage in higher-level critical thinking, or highlights their complacency, a win-win.
"Describe a time when you changed something at a company you worked for. This can be large or small. The reason I really like this as a strategic question to pose in an interview is that you can learn how willing people are to make bold decisions or ask bold questions, regardless of where they might sit in the business hierarchy. Even getting your paper stock changed to a more environmentally friendly one at a previous job can show that a person is willing to try and make things better at an organization, and shows a passion for wanting that business to thrive. I believe we all have a responsibility to work together to do that in an organization, and if the whole team is aiming for that the more chance you have"
One strategic interview question you can ask candidates to assess their qualifications is "How have you demonstrated sustained excellence in the workplace?" Examples of such behavior could be taking the initiative to launch projects that improved efficiency or implementing new processes that increased customer satisfaction. This question takes the candidate's answer beyond superficial responses and delves into an assessment of past accomplishments, allowing for a more accurate evaluation of skills and abilities. As a result, you gain better insight into how well suited a candidate is for the role and organization.