What is the point of the interviewing process? It may be slightly different depending on whether you are the hiring authority representing the company or the candidate exploring a new opportunity. In general, the goal of the company is to assess competency, fit and motivation. On the other hand, a candidate is interested in uncovering if the opportunity is one that fits with their career aspirations and if they can be truly successful with this organization.
Whether you are the one doing the interviewing or sitting on the other side of the desk as a candidate, you know how monotonous the hiring process can be. Bringing a fresh approach to the interview is done simply by asking new/different questions. Questions that are not only interesting and unique, but also seek to draw out valuable answers. I have compiled a short list of some of my favorite questions that you might consider using the next time you find yourself in an interview.
Questions to ask Candidates:
- What motivates you? (people, career growth, competition, money, etc.,)
- Who has inspired you most in your life? And why?
- What is your most significant career accomplishment?
- If I gave you $1mm and told you to start your own business, what would it be?
- If a genie gave you the wish of having the perfect career five years from now what would that look like?
Questions for Candidates to ask:
- How do you define “success” for this job?
- Do you see any reason why I might not be a good fit for this role?
- What is the most important thing I can accomplish in the first 30 days (90 days)?
- Why did YOU choose this company?
- If you and I are heading into my review a year from now and you give me a great rating for a job well done for the past year, what things would I have accomplished for you?
Feel free to borrow the ones you love and mix it up next time you are in an interviewing situation. The person sitting across from you will surely appreciate something other than the stock questions they have heard over and over again. Another quick point that I want to share, whenever possible, whether candidate or company, try to shift the paradigm from career growth to compensation maximization. It will pay off in the long run for both sides.
If there are any other questions that you’ve come across and like to use, I’d love to hear them!