Previously, we have written about interview questions to show candidates you company values employees, intelligence questions to ask cleared candidates, and more technical / software engineering specific interview questions. These interview questions serve as a great jumping off point, especially for a greener recruiter who is just starting to screen and interview talent.
However, from a bird’s eye point of view, the interview doesn’t need to be a technical assessment to see if a candidate has the skills to perform the job – their resume and references will be able to note that. The interview should be a place where you get to know the candidate on a more personal level to see if they will thrive within your company culture, add to your organization’s mission, and ultimately work well with the team they are interviewing for.
An older Forbes article, shared a different perspective from recruiters, narrowing the list down to only three interview questions recruiters should be asking candidates: Can you do the job? Will you love the job? Can we tolerate working with you?
Just like humans are unpredictable and dynamic, your interview questions should not be just a boilerplate list you ask each candidate. What is incredibly crucial are the follow-up questions. Those are the questions recruiters actually need. If you are unsatisfied with a candidate response, ask three more follow-up questions. The amount of information you will gain in the follow up will be helpful in your decision making to hire for both positive answers and the not so positive ones.
Someone once said that interviewing should be equated to speaking with a toddler: continue to ask “why”. So, if a candidate says they left their company to pursue better opportunities. Ask “why?” They will likely answer with something like “because I didn’t feel I was being utilized.” Another “why?” If a candidate responds with because they felt unappreciated, another feeler may lead to them talking about a toxic work environment, helping to allude how they work within a team, or perhaps shed light that they were not performing well on a project, and you should pass.
The follow-up questions or simply asking “why?” just may be the only interview question(s) you will ever need.
THE CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.