Regardless of whether you are the interviewer or the candidate, the process of the interview can be nerve-wracking. There a number of popular interview questions which, more often than not, will be asked or encountered at some point in every professional’s career. Even if you are the candidate who is being asked these questions, while you cannot possibly know every question the interviewer will ask, reviewing the potential questions that might be asked is a great way to prepare and increase your confidence going into the interview. As the interviewer, it is necessary to select the right questions you want to ask so that you extract the information you need about your candidate.
Ask the Candidate for Their Idea of an Ideal Supervisor
Essentially, the interview is not entirely about the candidate as an individual. That aspect is obviously important, but more often than not, every single employee will need to have a supervisor with whom they can have a healthy relationship. It’s a partnership. It’s up to the interviewer to determine if the candidate not only meets the requirements on paper for the job, but if the individual is a good fit for the department, their potential co-workers, and their supervisor. Asking the candidate to volunteer their definition of a good boss will give you an idea of whether or not they will fit in with their peers.
Likes and Dislikes About Previous Jobs
This is a great open-ended question which gives the candidate a chance to tell you what type of atmosphere is conducive to their work style and what could prove to be a problem. How the candidate chooses to answer the question could also tell you something about their personality. If they address the likes first, it may indicate their positive nature. Addressing their dislikes first may mean that they are practical or unafraid of unpleasantness.
Ask for Major Challenges Encountered at Previous Jobs and How They Were Handled
Asking this question of the candidate will reveal how they function when under stress. When a person is under duress, each individual handles it differently. The manner in which the candidate operates when they are uncomfortable will tell you how they will react and cooperate with their colleagues. Try to encourage the candidate to give specifics. Details regarding how a solution was achieved will also say how strong the candidate’s skills are in mediation, cooperation, and problem-solving.
Reasons for Resigning or for a Career Change
This is always a standard question when it’s apparent that the reason for the candidate’s job search is not because of a layoff or downsizing. If a candidate is leaving their organization voluntarily, the interviewer will almost always ask for the reason. The answer given can be a great source of information. If the reason is looking for new opportunities for growth, the candidate has a lot of ambition, which can be a good thing. If it’s because of conflict in the workplace, the interviewer should be listening carefully to discern whether the conflict is based within the candidate’s attitude and bad habits or if there are legitimate issues occurring in their current situation.
The interview process can be a challenge. For the interviewer, the challenge is obviously selecting the right candidate for the position. It can be hard to discern which candidate is the best one, but the decision can be made easier if you ask the right questions, in the right manner, with the right candidate. Also equally challenging is sitting in the seat of the candidate, answering the questions you are given to the best of your abilities. Remember that the interview is just as much about you interviewing the interviewer, to see if the job is the right fit for you, as well as the organization. Reviewing popular interview questions can help prepare you for the interview itself, as well as having the great side effect of raising your confidence.
4 Most Frequently Asked Interview Questions