The hiring process is a high-stakes experience for both candidates and employers. For job seekers, it’s the hope of finding a role that’s both rewarding and a step forward in their career. For employers, it’s about finding someone who not only brings the right skills but also fits well within the company culture and has the potential to grow with the team. Yet, hiring mistakes are costly: according to a 2016 study from the Society of Human Resource Management (SHRM), the average cost to onboard a new employee is over $4,000 $4,129. Adjusted for inflation, this can now range between $7,500 and $28,000 per new hire, depending on the role.
With this much on the line, it’s essential for interviewers to ask the right questions to uncover whether a candidate has the skills, mindset, and compatibility for the position. Here are ten critical questions every recruiter or hiring manager should ask to find the best fit for their team.
“Why Do You Want To Work For This Company?”
This may seem like a straightforward question, but it’s an easy way to weed out candidates who are simply looking for “any” job rather than an opportunity to create a career path. Unfortunately, desperate job seekers or people who rely on a batch and blast application strategy usually won’t bother to research a company before agreeing to an interview. These candidates may struggle to explain how the role aligns with their career goals, signaling they may not be the right fit.
“Tell Me About Your Current Role.”
This is an open-ended question that allows interviewers to identify similarities between a candidate’s current position and the one they’re applying for. Ideally, job seekers should be able to provide more details on their current role than what’s shared in their resume, giving interviewers a better sense of how experienced a candidate may be for a certain position.
“Do You Work Best Alone Or In A Team?”
Depending on a company’s office culture and workflow, there may not be a wrong answer here. Thanks to COVID-19, many companies support remote or hybrid work arrangements. Additionally, evidence proves that sitting in an office for eight hours daily doesn’t guarantee productivity. This means that someone who prefers to work alone would do well in a remote environment if they can meet deadlines or be virtually available for essential team meetings.
“Tell Me About A Time When You Experienced Conflict In The Office Or Had To Handle A Difficult Project.”
Anyone can excel in a role when they never have to face adversity. Whether it’s an interoffice conflict with coworkers or a tough project that requires all hands on deck, how an applicant addresses the difficult times says a lot about their ability to weather the storm. More importantly, anyone applying for a leadership position should be able to directly point to how they maintained calm in a bad situation, rallied the troops, and still achieved success.
“Why Are You Leaving Your Current Job?”
Understandably, money is a primary motivator for choosing to look elsewhere. However, most candidates know that however true this might be, saying they were severely underpaid and looking for greener pastures is a turn-off. Still, the other reasons a person decides to leave are important, too. Everything from toxic work environments to limited growth opportunities is a valid reason to browse a job board. But pay attention to how a candidate describes the catalyst for their exit.
“What Skills and Strengths Can You Bring To The New Position?”
This question allows candidates to highlight how their background aligns with the company’s needs. Candidates using a “batch and blast” application strategy may struggle here, as they may not have considered how their experience aligns with the role.
“Do You Have A Five-Year Plan?”
The days of an employee joining a company after graduating college and staying until retirement age are virtually a thing of the past. According to the Bureau of Labor Statistics, the average employee tenure in January 2024 was 4.2 years for men and 3.6 for women. Still, employers need to be reassured that a prospective employee isn’t using their company as a temporary waiting room until something better comes along. People who cite growth and advancement as core goals are stronger candidates than those who flounder when answering this question.
“Do You Have Any Questions For Me?”
An interview is as much about the candidate vetting the company as it is about the interviewer vetting the candidate. Questions about compensation, team structure, and work culture are fair game and can indicate the candidate’s priorities.
“Tell Me About Your Strengths and Weaknesses.”
Most candidates find it easy to discuss their strengths, but their approach to describing weaknesses can reveal a lot. Candidates who provide an honest assessment demonstrate self-awareness and a willingness to improve.
“What Is Your Proudest Professional Achievement?”
Depending on a candidate’s experience, this question may vary in relevance. Someone who’s just starting out on their career path may not have much to refer to — and should be given grace if the response refers back to an internship, summer job, or high school position they held. However, for even junior applicants with a few years of experience under their belt, there should at least be one highlight that makes them proud.
Use the Interview Process Wisely
Regardless of market conditions, an interview should determine whether an applicant’s qualifications align with the role. Respect people’s time, avoid irrelevant questions, and don’t probe for sensitive information. Likewise, remember that candidates also evaluate the company. They may be assessing how respectful, relevant, and professional the interview process feels.
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