Recruitment is a show: everyone wants to make the best impression possible. Recruitment is a test and testing of strength, a meeting of the so-called chemical. There are two parties involved in the show, and each of them wants to make the greatest impression possible with their acting.
Employer: present your company and its working conditions as almost perfect
Candidate: charm absolutely everyone, starting with the receptionist/staff.
The stakes are high: employment on the best possible terms, acquisition and investment in the candidate.
In most cases, during recruitment, one and the same, long-practiced questions arise, such as:
- What is your greatest success?
- What is your weakest point?
- Please tell us something about yourself?
- Where do you see yourself in 5/10 years?
These questions, in my opinion, will not bring much, and they certainly will not help you get to know the candidate and, more importantly, verify the truthfulness of what he is talking about.
Below is a list of inspiring questions and some tips on what to pay attention to during the recruitment process for both recruiters and candidates:
- Why did you decide to become… (question about internal motivation)
- How long have you been working as X and what good practices can you share? (a question about whether the candidate can draw conclusions and reflections, and whether he is ready to share knowledge)
- What is the most bothersome thing for you in your job, e.g. when you work under pressure? (question about the level of tolerance, flexibility and reactivity)
- What do you like least about your job? (question checking truthfulness. Everyone doesn't like something 😊)
- Tell me about your most problematic client and how you dealt with it? (question about coping with stress and emotions)
- How much time do you spend writing a report? (a question about efficiency and logical thinking. The candidate should not generalize. A logical candidate will ask clarifying questions, e.g. what kind of report, or describe the types of reports he or she prepares)
- What do you consider when setting priority tasks for the team? (question about effectiveness, delegation and ability to prioritize tasks)
- How do you verify the progress of your team's work? (question about supervision, vigilance, reaction and observation skills)
- How do you verify the development of competences in your team? (question about people management skills)
- When you see that a project/work is not going well, but your employees do not turn to you for support - how long does the team have to struggle on their own before you step in? (a question about whether the candidate does not replace people, does not take on issues when there is a fire and whether he is able to observe and react in time, but also give the team the opportunity to act)
- How do you conduct discipline conversations? (question about communication skills, limits of assertiveness, consistency and reaction to stress: may avoid)
- What words do you think make employees/co-workers angry and irritated? (question about interpersonal skills, conflict management, communication skills, intuition)
- What would be the most severe punishment you could impose for failure to comply with the order? (a question about the limits of what the candidate is capable of)
- What lessons have you learned from your failures? (question about the ability to draw conclusions)
- What people's behavior can upset you? (question about tolerance to stress and unfavorable working conditions, and truthfulness - everyone has factors that have a destructive effect on them)
- What will your references evaluate as your strongest point? (a question about the candidate's self-image, suggestive, directing and objective)
- What types of (…) programs do you use and what do you recommend?
- In what minimum time did you outsource the forwarding of an external company?
- How do you check the reliability and references of subcontractors?
- How would you feel if you found out that the project your team had been preparing for a year would not be implemented?
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