How to identify the ideal applicant for your role.

So you’ve whittled down the pile of CVs and drawn up a shortlist of suitable candidates. They can all do they job, BUT…

It’s not just about ability and experience is it? Most of the candidates will have the same or similar qualifications, so you need to ask the right questions to reveal what makes each one different – and uncover the valuable skills they can bring to the role that maybe others can’t.

With the help of the recruitment experts at Reach, we’ve compiled the five questions you need to consider in each interview, and the tactics you can use to uncover the answers.
 

01 | What are they like as a person?

It’s perhaps a clichéd way to open an interview, but your first question should be “Tell me about yourself.” You need an insight into the candidate’s personality to understand what really makes them tick and what they value. Follow this up with questions about their personal life such as “What are your hobbies outside of work?” and “What are you motivations in life?”, to learn more about them as a person. Make it conversational as this will help to put the candidate at ease from the outset.
 

02 | Are they genuinely interested in the role?

People attend job interviews for a number of reasons and, believe it or not, it’s not always to land the role in question. There’s no need to speculate why they’re there, but you can determine if it’s for the right reason by asking “What attracted you to this role?” or similar. Answers aside, their general body language may give you an idea of how enthusiastic they really are about the opportunity.
 

03 | Have they done their research?

Linked to the previous point, if they are genuinely interested they will show evidence of research and preparation prior to the interview. Ask “What do you know about the company?” to see if they have a true understanding and awareness of what your business does. It doesn’t matter how competent and qualified they are for the role, there’s no excuse turning up to an interview unprepared for this question. “Why do you want to work here?” is more direct, but it gives the candidate a chance to show they have a good understanding of the business, while also explaining how the job aligns with their own personal goals. Check that they keep the focus on your business by explaining what they can do for you, not the other way around.
 

04 | What else can they bring to the role?

Beyond the core competencies required for the role, you need to know that the candidate will be a good fit for your team and the company culture. This is where you broach the ‘desirable’ qualities mentioned on the job description, such as how well they work in a team – and under their own initiative. Asking “What would your colleagues say are your best qualities?” is a useful way to assess their relationships with their colleagues and how they engage with other team members. In addition, asking “Tell me about a challenging situation and how you overcame it” should reveal their ability to be resilient and cope under pressure.
 

05 | Will they grow with my business?

This is very much dependant on the vacancy, but if it’s a career opportunity then you’ll want to know that the successful person has the potential and motivation to grow in the role and become invaluable to your business. Ask “Are you interested in learning new skills?”, or maybe that old classic, “Where do you see yourself in five years’ time?” It’s another interview cliché but it’s a really good way to discover their goals and ambitions, and show that they’re committed and driven.
 
 
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