What Questions Should You be Asking During the Interview Process to Learn More About a Candidate?

You can never learn enough about the candidates you’re hiring. Whether you’re looking for job related skills, company fit, how long they’ll stay, their ability to handle conflict, or something else, there’s always more to learn in order to make the best hiring decision possible. However, some interview questions can be less commonly thought of than others. In order to learn some critical but lesser thought of aspects of a candidate, try asking these four questions during the interview process and gauge their responses.

4 Uncommon Questions to Ask a Potential Employee During an Interview to Make the Best Hiring Decision

‘Where do you see the industry headed?”

In 2006, Twitter was just a novel alternative to text messaging. Now it’s become one of the fastest growing customer service points in the world. As the world changes, industries change with them. And as they change, your employees must be prepared to adapt to these changes. There is no better way to find employees who can handle various types of evolution in the industry than by asking them where they see the industry is headed. So, for example, if you’re interviewing for a contact center you may want to ask a candidate where customer service centers are headed and keep an eye out for answers surrounding text messages, social media, and live chat options as it’s shown that customers are starting to prefer these written-based support options.

‘What don’t you like to do?”

This question can serve two purposes: the first is to identify culture fit. As FurstPerson previously reviewed, understanding how a candidate would fit culturally into a company is both beneficial to long term health of company as well as retention. Finding out what a candidate doesn’t like doing can be revealing to how we’ll they’ll fit into company culture. However, this question can also be used to see if candidates don’t like things that could be directly related to the position they apply for. Having a candidate say “I don’t enjoy talking to a lot of people” could be fine’unless they’re applying to be a call center agent. Understanding of a candidate doesn’t like something that’s related to the job can help save your company from having to replace that candidate down the line later on.

‘What about your last job did you like before you started working it?”

Anyone can share their likes and dislikes of a job they’ve had during an interview, but what about what they expected the job to be? Having a candidate share what they liked about a job before they took it can provide some valuable insight in how a candidate views a position, as well as what they prioritize in their employments. It also gives the interviewer the added bonus of highlighting some things about their company that the candidate might get excited about. For example, if a candidate cites healthcare benefits as something they liked before they started their previous job, then that could be an opportunity to talk about any healthcare packages offered by the company.

‘What’s the most satisfied you’ve ever been in your life?”

Like the previous question, this one works both on a culture fit as well as a job fit. Learning when a person is most content in their life gives you an idea of what a candidate needs to come in without bringing negativity into the office ” are they only content when everything is 100% perfect, or are they easygoing and satisfied more often than not in their lives? You can also direct this line of questioning to job specific experiences ” what does a candidate need to be satisfied in the work life? Do they require unattainable things to be positive, or are they able to create their own satisfaction through the work they perform?

For tips on what to do once you’ve selected a candidate after the interview process, download FurstPerson’s white paper on developing a quality of hire report card for A+ results below: