Interviewers are often tight for time and need to understand the candidates before them. There are a number of questions you should always ask.
When you're holding interviews, there are certain questions you should ask every time if you really want to get to know the candidate that's sitting opposite you. People can be hard to read, so getting to the core of their personality and what motivates them is crucial if you're to pick the best applicant for the vacancy.
Firstly, you want to know why they applied in the first place. Asking what attracted them to the role can tell you how much of the job description they actually read and whether they know what the role entails. If they don't really understand, then you could be in danger of replacing them soon after hiring them.
Secondly, ask about their weaknesses. The best candidates will have already anticipated this question and have asked themselves the same thing in preparation. Those with no answer are probably over-confident in their abilities, and overconfidence almost always equates to substandard performance.
Thirdly, throw them a curveball. Ask them if they could take one career decision back, what would it be? It's not a question most candidates will be expecting, and those who can think on their feet show real potential. As with acknowledging they have weaknesses, this will make them really delve into what they need to work on and can demonstrate their motivation to improve.
Candidates who can provide detailed and specific examples are always worth pursuing. Those who come up with vague answers or – worse still – no answer at all are definitely not worth inviting back. You want to bring out the best in people, and these three questions are designed to do just that.
Why did you apply for this role in particular?
What are your weaknesses?
If you could take back one career decision, what would it be?
