Top 5 Questions Hiring Manger Must Ask
With these 5 questions you will be able understand whether the candidate will fit your team or not.
As a hiring manager, it is important to evaluate a candidate from technical aspect. This will give you confidence that the hired candidate can perform the day-to-day activities.
It is also important to understand a candidate’s perspective about the work and the environment preferred for working.
This will help you to understand whether the candidate will be able to work with other team members and whether the candidate will be able to adjust to the DNA of the organisation.
If you like to view the video version of this blog, here is the link. Otherwise you could continue to read.
Q1: Why are you looking for a change?
As a hiring manager it is important to understand why the candidate is looking for a change.
If the candidate is clear about this, then the candidate will be able to give a convincing response. Otherwise it will be all over the place.
If the response is not convincing, further probing will help.
Q2: What details in the job description appealed to you before you applied?
As a hiring manager, how can you check whether the candidate is meticulous or not? This is the best question to ask.
For instance, if the candidate has read job description in detail, there will be no question on what technology the organisation uses, as the candidate would have read in the job description. There could be questions around how it is used, rather than what technologies are used.
You could also introduce sentences in the job description that could attract candidate attention. If there are questions about those sentences then, you could assume that the candidate has read the job description in detail.
Q3: When HR talked about organisation, what made you agree for an interview?
In my opinion this is a tricky question to candidate who would have not listened to what HR would have spoken in the introduction call.
This will help you understand whether the candidate is just looking around for opportunities or the candidate is serious about choosing the next organisation. If the candidate is serious then he will paraphrase at least couple of points from that discussion.
Better to consider a candidate who is serious about the next organisation. Those candidate will come with enthusiasm towards work.
Q4: What are you looking forward in your next organisation?
This is an open ended question. Each candidate can interpret this question differently.
A good way to understand what are the thoughts of the candidates about the next organisation. If the candidate has thought through it, then there will be a response without hesitation, otherwise, you will observe the candidate struggling.
This is for you to understand about the candidate more. But you could use this question however the situation arise.
Q5: What kind of organisation culture you work best?
This question is a follow up from the previous one. This is about the culture about the organisation that the candidate prefers to work.
Many times candidates are not sure so they tend to talk about the culture in the current organisation which they dislike.
This will give you an idea in what kind of environment the candidate is working currently. The question is open ended, so hiring manager can use it as the situation arise in the discussion.
I generally ask these questions at the end of the discussion. Whether you want to ask at the beginning or at the end, it is up to you.
Hope these questions will help you to choose better candidates.
If you would like to know about recruitment strategy in 2023, here is the link to my blog, which provides the strategies for building a high performing team.
