What are some of the popular questions asked in an interview?
Worried about what to ask candidates while taking an interview? What order to follow? Here’s a complete guide to help you.
It is a very common phenomenon for recruiters to wonder which are the most important questions to ask during an interview and what inferences to draw from them. Which pieces of information are important and which can be discarded? In what order should the questions be asked to not make the candidates feel awkward? Every recruiter tends to rely on a set of standard questions to make their jobs easier. HR managers and recruiters usually stick to some basic questions that bring out the information about the candidate and help recruiters make informed decisions.
What makes an interview question a popular one and what makes it a standard question? Those that help the recruiter find out the background information about prospective candidates, find out about their past jobs and experiences to gather contact details that can be used to rectify the furnished information. This really proves to be beneficial in the recruiting process.
Let’s discover some of the interview questions that can help hire a top-class team for recruiters
“Tell us more about yourself”
This usually tends to be the initial question in any interview and marks the beginning of the conversation. Through this, recruiters are mostly looking for some background information on the candidates, personal interests and experiences, motivations, etc. Most interviewers try to assess why the particular candidate should be the best fit for this job and therefore, are not looking for too much or too little information but just the right one.
“What are your strengths and weaknesses?”
This question asked by most employers is usually to determine how well fit and qualified the candidate is for the position and to determine what aspects set one candidate apart from the others. When recruiters ask about weaknesses, what they want to know is how a particular candidate has overcome a particular weakness and turned it into a strength to help enhance their productivity. This helps them get the idea of how well a candidate recognizes himself and works upon them.
“Why should we hire you?”
One of the most typical questions asked in almost all interview by recruiters, this is used to assess whether the candidate is the best fit for the job. The recruiter usually tries to determine whether the candidate is well qualified for the job.
“What are your salary expectations?”
Usually asked towards the end of an interview, the recruiters tend to analyze how well the candidate positions himself in the job market and what they expect to earn. This might seem like a general question to most candidates but is actually a well-defining one because it is very important to check whether candidates overprice or underprice themselves. Salary expectations become a significant factor in hiring and also helps recruiters to check their budgets and make amends.
“How do you handle stress and pressure?”
The recruiter usually wants to know how well does the candidate handle work stress and pressure and how has his performance been under such situations. This usually provides the recruiter an insight on how smoothly the candidate can work under stressful situations, his decision making, and rationale when under difficult circumstances.
“Where do you see yourself in five years?”
Most recruiters ask this question to be able to understand what are the goals of the candidate and whether or not they’re going to stick around in this job or move along as soon as they find better opportunities. Because recruiters need to think about the turnover of the company too, this helps them make an informed decision for the selection of the candidate.
“Why are you leaving the current job?”
The interviewer mostly wants to know the facts from the candidate’s previous work and why they are moving forward from their current position if any. They usually expect the right reasons and tend to make decisions based on what the candidate says. Whether they were fired or they quit, truth is always appreciated by recruiters and helps them come to conclusions.
“How do you deal with feedback and criticism?”
Feedbacks are always a part of the working environment and may not always be very friendly or appreciative of the candidate. This question enables recruiters to judge whether candidates take negative feedback too personally and hold grudges against supervisors or co-workers. How smoothly and efficiently a candidate is able to take negative feedback and use them to improve upon their own productivity is a factor to consider for recruiters.
“Why do you want to work here?”
The interviewer usually wants to know why candidates want to work for their company. What made them apply here, what they like about the company and what they expect to gain out of working for their company, everything counts.
“Do you have any questions for me?”
The best way to end any interview is to ask the candidates if they have any questions and whether they’d like to know something about the company, it’s working, and what would be added responsibilities on the candidate. It is always important to address the questions clearly as it can help both parties make informed decisions.
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