Financial Data
Updated 21 Feb 2020


Sweating buckets in the interview hot-seat

If you’re ready to start hiring staff, ask these five questions to really get to know your candidates.


14 February 2014  Share  0 comments  Print


All the answers to your unique business lifestage questions

So you’re ready to grow your business and that means you’re going to need to hire people. We’ve heard of weird and wonderful questions to ask in interviews, such as Google’s “How would you weigh your head?” as a way to test lateral thinking.

But the truth is, you need to ask great questions to really determine whether your pick is the right one. The wrong one won’t just cost you money; it could crippled your business growth.

Here are five meaty questions to ask job candidates:

  1. What is an example of a client challenge you recently faced? Why this is a good question is because it will reveal your candidate’s true experience. Whether they’re fresh to the work world or have 10 years’ experience, how they answer the question will help you determine if they’ve got the right people skills, conflict management skills, and problem solving skills. 
  2. Where do you see the company going in the next 10 years? Sure this question can be a bit of a blind-sider, but it should give you a sense of how much research the candidate has put into understanding your company before they even get to the interview. Have the applied because they’re desperate for a job, or are have the applied because they really believe they fit the criteria and can help grow the company.
  3. Would you be prepared to work in our call center for a few weeks? The point of this question isn’t to see how low they’re prepared to go to get a foot in the door, but to determine whether they’re prepared to do a job that isn’t what they applied for in order to get a better understanding of client needs and challenges. If they say no, ask them why. Sure they’ll squirm, but you need to know who you’re hiring and the attitude they’re bringing with them.
  4. What’s the question you really want to ask me but haven’t? This will take some serious courage on the candidate’s part to answer as it’s a risky move, but the aim is to determine transparency and honesty. Do you want someone working in a growing business that won’t voice their concerns or grievances because it’s uncomfortable and/or risky?
  5. What impact on the business do you think you’ll have? This question is a great one for seeing your candidates aspirations and drive for achieving goals. If they’re spending too much time um-ing and ah-ing, maybe they’re not the right fit for the business as they can’t see themselves in it in the first place. You need someone who has a plan in their head of how their skills and experience can be used to best effect to benefit the business.
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