Choose your language:
August 7, 2017
By Lisa Dare
So, you’re interviewing a candidate tomorrow morning (or maybe right after lunch) and you're looking for a few good questions to ask. Like most people, you probably search online for questions that resonate with you. But after you process your notes from the interview, you find you still don’t know everything you want to know about the candidate.
You can avoid this by knowing what you want to find out ahead of time—a framework for evaluating the candidate instead of a series of discrete questions.
Here’s a suggestion for where to start:
1. Does the candidate have the knowledge and experience to perform this position with a reasonable amount of training?
Generally, an adaptable candidate who likes to learn and can figure things out should be given more latitude if they don’t have the precise set of technical skills you seek. Here are some questions for evaluating technical skills and ability to learn:
2. Do they have the right soft skills?
The job functions will determine how to weight different soft skills, such as writing abilities, persuasiveness, innovative mindset, flexibility, detail orientation, and comfort with ambiguity or structure. Skilled interviewers often use behavioral questions to evaluate soft skills. Here are a couple of examples:
3. Will they be a good fit for our corporate and team culture?
Culture fit is a major reason candidates thrive or wither in a job. But you should be careful to evaluate culture fit with your intellect, not your gut. Your instincts are likely to steer you to choose people the most like you, not the ones with the most to offer.
4. Are they excited about this opportunity or just looking for the job?
Since an engaged worker will stay longer and work more productively, it’s important to gauge how the candidate feels about your opportunity.
5. And a bonus: Does the candidate bring something extra to the table?
Some useful online resources for role-specific questions: