In the headhunting process we get in touch with so many candidates that sometimes while interacting we tend to forgot the human essence or value. We are so convinced with the skills that we overlook how the person actually is. So to make sure that you create a balance between the right skills and right fit there is a list of 9 questions which needs to be included in every interview.
1. What are your beyond work life?
Start with a simple question where you give me an opportunity for the candidate to relax. But also this provides an insight about his or her preferences, hobbies and emotional intelligence that can add creativity and commitment to the work assigned to the candidate.
2. Currently how is the candidate’s industry placed?
It is very important to understand whether your candidate is well equipped & updated about the industry that he or she is a part. Every industry has its own dynamics and how the candidate can provide insights based on the calculation can prove beneficial to the company.
3. What have been your greatest professional achievement?
A candidate always have something to say good about professional achievement because that actually measures why the candidate is best suited for the job. Discuss on what grounds did the candidate achieved the success, what strategies were involved and the time duration involved among others.
4. What has been your biggest challenge?
Every profile has its set of challenges some are common and some are unique. Talk about them as they tell whether the candidate is equipped to handle work stress & pressure and moreover during this time whether the candidate has the ability to provide problem solving solutions. Also with what past experiences the candidate does comes with for the company.
5. What is your strength?
Understand how a candidate describes his or her strength that can add value. Check whether the internal abilities are co-relating with your job requirement and whether the candidate actually holds these strengths or not.
6. At what point of time did you go wrong?
The questions demands the candidate to be honest. This gives a recruiter the option to validate the genuine level of the candidate. Everybody deals with blunders and taking ownership & discussing these situation reflects the knowledge, acceptability and sincerity of the candidate.
7. What is your opinion about continuing skills development?
Today’s time is demanding where resilience have become the key skill. Therefore it is essential to map whether the candidate is open for flexibility, adaptability and multi-tasking. Be clear in asking what additional portfolios has the candidate handled or managed.
8. What after 5 years?
Look where your candidates sees themselves after 5 years. What goals do they hold and what plans do they have to achieve them. Although it is a very general question but this really help in understanding what future plan and commitment plan is the candidate bringing.
9. Do you have any questions?
It is very important for the candidate to ask relevant questions because this reflects (a) the enthusiasm level of the candidate towards the job & profile (b) how much the candidate is able to relate with the job and (c) how much the candidate is adaptable towards new culture and company.
