10 Common Must-Asked Interview Questions
10 Common Must-Asked Interview Questions
The interview is the last stage of the candidate screening process. As an employer and hiring manager, this is also your last chance to assess your candidates by knowing things about them. Then, you can determine if they could be the best for the job post. The interview is a simple question and answer portion, where you get a clear overview of your future employee. This is the moment you validate their intelligence, skills, and experience through a conversation.
Conducting an interview is not just knowing the candidates but it is also assessing them once again as your goal is to hire the professionally and culturally fit candidate in the pool. During the interview, you can see the personality of the candidate and you will be able to know how they think and respond critically under pressure, skills which are essential for the company.
We compiled here the top 10 most common yet must-asked interview questions to achieve all the objectives of the interview during the hiring process. These questions are divided into four categories namely: general interview questions, behavioral questions, career development questions, and brainteaser questions.
- What is your best accomplishment in your career?
Hiring a competent professional who can do well is the default consideration. Aside from this, it is better to hire someone who works hard to be proud of their work. By asking this, you will know what is the fulfillment of the applicant as well as in what things he is good at. You will be able to bridge his skills in the job post.
- Tell me something about yourself.
Although job seekers come with a carefully tailored resume and CVs, it is still a glimpse of who they are. To know them more, you need to ask them again who are they and what they do. By this, you will foresee what things a job seeker is comfortable with sharing. This is purposely to give employers an idea of what kind of employee they would be.
What is the good answer to this question, check this video:
- Why did you apply to our company?
When you asked this, you can identify who is interested enough and researched the profile of the company and who just applied because he needs a job and there is a vacancy. This is an essential question that reveals how dedicated a job seeker is to the job he is applying for. As employers, we prefer employees that love what they do compare to employees who just work because they are paid.
- Why did you resign or leave your former job or employer?
This is one of the most uncomfortable questions to answer for a job seeker, especially if they left their previous job with an issue. Pay attention to how they answer and how they describe their former employer. Regardless of the reasons, what we are pointing here is there reaction and acceptance of their former job and employer. In this question, we will see the values of the job seeker in terms of respect, civility, and professionalism at work as these are important attributes in any job.
- Have you experienced doing a heavy workload and how did you manage it?
If you want to know and gage the managerial, organizational, and time management skills of the candidate, ask this question. You will be able to know how good he is in problem-solving and coming up with initiatives. This will reveal if your candidate is a natural leader or a team player. Listen closely to how he resolves heavy workloads, how he overcomes challenges at work, and how he will work with others to finish the task.
- How do you manage different personalities at work?
A workplace is a diverse place where everybody has their way of doing things. Thus, you need to find a candidate that adapts well in a changing environment. An employee must work well with his colleagues toward a common goal. This question gives you an idea of how the candidate compromise, collaborate, and communicate with people of different personality. You can also assess how good their intrapersonal and problem-solving skills are.
Being able to work well with others is an important part of nearly every job. This question gives the candidate a chance to show off their teamwork, interpersonal and problem-solving skills, including how they compromise, communicate, and collaborate to achieve a goal or task. It can also give you deeper insight into their personality and work style.
Navigate different personalities here:
Career development questions
- What are your long-term career goals?
Long-term career goal matters and as an employer you need to know how high are the dreams and ambitions of your candidate. Being a dreamer or having something to look forward to in the future is great motivation to do well at work. Knowing their long-term career goals, you will know if this candidate has a plan to stay in the company. Also, you will know if the job you are offering is aligned with their long-term goals.
- How do you see yourself one year from now in our company?
This is one of the best career development questions to ask because you will see how a candidate improves for his professional development. By asking this, you will know if your candidate is willing to invest in her growth as a professional and as a person as a whole. You can also see here their weaknesses and insecurities they want to overcome at work. Lastly, what is best about this is you will now what they can contribute towards the success of the company.
- How do you want your glass, half-full, or half-empty?
Brainteaser questions vary from job to job. If it is for a marketing position you can ask them to demonstrate how do they sell an item; for a designer, position asks them what advice they will give to a client to improve the visuals; for a support of customer service position, you can ask them how to assist a client. On the other hand, you can also use generic brainteaser questions to know how a candidate reacts to confronting truths where they can show their problem-solving skills, creativity, and communication skills. These skills are basic skills needed for any job, especially in frontline jobs.
Answer this question using your perspective:
- How may beans fit in the case?
This question does not need accurate answers. This question is designed to demonstrate how a person’s mind works. Hence, be keen on your candidate’s answers and reasons. As they attempt to fit in the beans, thill will also give you a glimpse of how they do things in actions. Observe their patience, critical thinking, and justifications.
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