Change is the only constant and as your company changes or employees switch, it’s vital to find ways to fill the vacancies created with the best fit in as little time as possible. But in an overcompetitive hiring market, wooing qualified applicants can be a task too tiring.
If the quantity or quality of applicants for your company’s open roles leaves you asking for more, it may be time to go back to the drawing board and rewrite your job descriptions and postings. With plenty of factors to consider before you make a candidate an offer, arriving at the best job fit interview questions is paramount for hiring teams. It is essential to ask the right questions about experience and qualifications, however ascertaining whether candidate will be happy working for your company is also needed.
Its only human for people to maintain a proactive and healthy attitude day in and day out if their environment is not conducive enough. This will begin with people trying to escape their situation, and gradually result in high levels of absenteeism in the workplace. As a hiring manager your challenge is not only facilitating candidate’s long term happiness at work but you also have to ensure that co-ordination is smooth and harmony is maintained between your existing staff and the new appointee.
Sadly, there are no guiding principals or structures that can be adhered to when compiling job fit interview questions for your job positions. Let’s examine pieces of a good job postings, as well as some interview strategies to help you gain productive mileage and exhibit it as an Amazing Workplace.
In a job posting you need to ensure following
- Provide complete information: The job description may be an applicant’s first interaction with your company, so it’s important to start with an exact job title
- Mention all the basics: make sure you portray your company positively and accurately, and that it covers all the important parts of the job.
- Explain the requirements: Consider what attributes make an employee a successful fit in your company’s culture.
- Project your benefits: Some applicants might find it helpful to have a mental picture of an average day on the job.
- Make it easy for them to apply: Use headers and bullet points where applicable to make your job posting easy to skim.
- Take it to the next level: Get a second (and third) opinion let other people too in your organization look over your description
Once you are done with the job posting bit, we will now focus on making your interview process more straightforward. Again remember experience and qualifications are far easier to determine than motivational and cultural fit
Asking open-ended questions will help you finding the right fit. Close ended questions that allow for a “yes” or “no” answers will not provide any insight into the person. Using the STAR interview technique to establish motivational and cultural fit is an excellent path to follow.
The STAR method is a technique that helps job candidates prepare for interview questions. STAR stands for: situation, task, action, result.
Compiling and analyzing the job fit interview questions properly will give you a peek into the person behind that candidate. Each member of a hiring team will have their take on the answers to the questions listed, and that allows for broader decision parameters.
The list of job fit interview questions below is not intended to be a template, but rather a guide to get you thinking. Collaborative hiring produces the best results, so work together as a team on the questions before the interview process launches. After each interview, compare notes to establish each team member’s interpretation of the candidate’s responses.
Hiring managers ask behavioral interview questions to determine whether a candidate is the right fit for a job. By using this strategy, you can make sure you’re fully addressing the interviewer’s question while also demonstrating how you were able to overcome previous challenges and be successful.
Nailing job postings is a crucial step to start the hiring process off on the right foot on paper. The interview process comprises different evaluation aspects to establish which candidate is the most suitable for the job. No single part must be the sole deciding factor. That’s why collaborative hiring leads to fairness and transparency when it comes to the final decision.
1. Describe the best job you’ve had so far: Here you’ll learn is what the candidate likes to do. It also gives you the opportunity to compare their likes with what your job requires and how your company functions.
2. What you consider as an ideal working environment: Hypothetical or real environment, you’ll know about personal preferences. Identify what factors make this an ideal working environment, and then weigh on those factors
3. Have you ever missed a deadline/made a costly mistake: It will help you assess two things: is the candidate willing to be honest and vulnerable? Do they judge failure as a learning curve or shift blame?
4. What do you have to say about the previous companies you worked for: Gives cues about candidate’s attitude. People who praise past employers are still loyal, so they were most likely loyal and productive employees.
5. What will you put first delivering on your responsibilities or getting on well with your colleagues?: Depending on the type of position, this gives an insight into whether the candidate is a team player, a leader or someone who wants to please.
The interview process entails different evaluation aspects to bring forth which candidate is the most suitable for the job. No single part must be the sole deciding factor. That’s why collaborative hiring leads to fairness and transparency when it comes to the final decision. Ensure that final decision is arrived only after analyzing and considering every level of the interview process. And last but not the least never ignore the value of diversity in the workplace. You might just uncover superhero waiting in wings who’ll take the job to new heights!
