MOST COMMON MUST HAVE QUESTIONS DURING THE INTERVIEW

When starting the process of interviewing most of the HR managers are starting creating a list of questions, which are essential for the job. Some of the companies may create their own list, omitting from there the information that they don’t need for the hiring process. Some others may include information that they don’t need to have (like some trainings or certifications) but still include. In other words, every company and HR decides what their company needs and form the list of questions accordingly.

However, there are some must-have questions knowing the answers of which will help you create a general idea of the employee.

1. Know the period of time the employee worked at the last job

This is an important question to know how long did the employee stay at the last job. Was that a week, a month or longer than a year? For each question there is an explanation. If it was a month, ask the second question: why? Was that because of the company? Try to know the exact reason for that.

2. What was the school – favorite subject

Ask this question and see what reaction the employee gives. From the answer you will understand the love or hate to school, the love to studying or self-educating. You will also understand the point of view to the education and school systems.

3. Your weakness and strength

Ask the question and let them mention only one (or up to 3) weakness and strength. See if they know themselves enough to present. Learn which is their strength and whether you need that in your sphere. You will also learn which is their weakness, which again will show whether you will need that employee or not. If you are going to hire a sales manager, and the weak point of the applicant is communication skills, you may think twice before hiring that exact person.

4. Let them tell about themselves.

This can be either the beginning or the continuation of the 3^rd point. It will again help you know many things about the applicant. However, what is important here not the name of the school etc., but what does the applicant prioritize while telling about himself. Is he first mentioning the family status, or the education, or some hobbies maybe? Having said that, if the applicant is starting right from the family status, this means he is giving more priority to the family– well, obviously this isn’t that bad. However, if he started telling about himself from the experience at the job etc., that would be more professional. So, pay attention to all of these details and the ways applicants tell about themselves.

5. Pass to the situational questions

Situational questions are amazing. They help you in many ways, letting you create a vivid idea of how he/she will work. Of course, during asking the questions you should also take into account that the applicant may be nervous, as he is being interviewed. That is to say, a couple of minutes thinking about the situation shouldn’t be the reason to make a complete conclusion. Be more concentrated on the actual answer that the applicant gives. Some of the situational questions must include:

• Knowing their exact steps in this or that situations
• Ask about a team member and a job he did – will he let you know whenever sees a team member is not doing his responsibilities properly?
• Give him more practical questions: for example, a customer whom you are responding is telling negative things about the company and the services you provide –what will you do? Which will be your steps? How will you react?
• Ask some exact questions, like: which is latest book you have read, which is the last technological thing you have learnt etc.

Those questions seem to be very simple or common, however, they do give you a common idea about the applicants and their thoughts. If you wish to, you can add more exact questions from the field you are in. If you are searching for a sales manager, ask more questions from that field. Learn the previous experience, give the situational questions right from the sales sphere. This may include more relations and responding to customers etc. After having all of this list ready you will finish up the interview knowing exactly whom you want to see in your team and with your company.