Partner Article

Nine killer questions to ask at interviews

It is undoubtedly a buoyant time for the UK job market with unemployment plummeting to 1.86 million and average earnings rising 1.7% in the last quarter of 2014 compared to the previous year.

The fact that just 5.7% of the working population are jobless bodes well for employees – but does not necessarily make easier for bosses to find top talent.

With companies still facing a deluge of applications for each job vacancy, it is necessary to sort the wheat from the chaff. In our experience, it is more effective to begin with the end in mind by establishing the role you need - and the criteria for the position.

When preparing for interviews, think outside the box, ask the following killer questions - and don’t be afraid of ‘digging deep’ to obtain responses.

1. How can you improve my business?

The candidate should demonstrate that they can either help your company make money, save money, or boost the firm’s reputation - whether it is a manager who makes business decisions or a receptionist who creates the first impression.

2. How long would it take for you to start making a real contribution?

A good interviewee will give examples of what they have achieved in previous roles and relate them to what can be accomplished in your company.

3. What would you do in the first 100 days of your job?

More relevant to a managerial or director role, as a boss you will be seeking to hear that the person is self-sufficient, driven and committed to adding value to the business from day one.

4. What did you dislike about your last employer?

This response is particularly insightful and will reveal the type of person they are. Their response will also alert you to how they could speak about you when they move on.

5. What words would your referees use to describe you?

This is a great question for finding out how your future employee is regarded by their previous employers and peers. It is always a good idea to check their references and call their referees.

6. What gets you out of bed in the morning?

You are looking for the things that make them tick and will be able to assess how this fits in with your long term vision or the role.

7. What can we offer you that is better than your currently role?

The candidate’s response will help you to know what drives them – whether it be money, ambition or a need to feel more fulfilled and to be acknowledged.

8. How do you stay up to date with industry developments?

You want to hear that the applicant is knowledgeable about your industry and sector and its trends, and that they pro-actively attend workshops and conferences - or take part in online tutorials.

9. What questions do you have for me?

This will determine how much research the potential employee has conducted – and that they are hungry for the role because they are thinking ahead about the job and the company.

Including team members who will be working with the employee is essential in the interview process as they could pick up things you may have missed such as personality traits and technical strengths or weaknesses.

When recruiting, never underestimate the importance of developing and retaining your existing team who are your champions and sing the company’s praises to potential employees.

Julie Pickersgill, Operations Director, Advanced Digital Dynamics Ltd

This was posted in Bdaily's Members' News section by Julie Pickersgill .