Are you prepared to answer questions from your candidates? Here are 6 you may get.

 In Attracting Talent, Onboarding, Recruitment

Now more than ever, candidates are interviewing employers in the same way, employers are interviewing candidates. 

How employers respond, will determine whether a candidate chooses to work for your Company. 

Top talent can make a significant difference to your business so you don’t want to lose them because you can’t answer these questions, dismiss them or fumble your way through them.

1. Tell me about your culture. How would you describe it?

This is a question that the potential employee asks to ascertain whether it sounds like a good fit. It’s the “why is your company a great place to work” question.

So, why is your company a good place to work? Besides potential financial benefits, what motivates your current employees? What is the work-life balance (and how does the company help)?

Who is a good fit and who is not? 

2. What is your vision? Where do you see the company in five years?

Obviously this is a question that you hopefully already know the answer to.

But even if you don’t have a vision for the next five years, it’s a great time to put together a plan—or at least a good answer.

You want to be able to answer this in a succinct way, i.e., our vision in the next 5 years is to … (less than 3 minutes). 

So think about how you can succinctly get the message across to create excitement, direction and clarity in a short time frame.

Hint: You may choose to bring a diagram or one page strategic plan and reference during interview or subject to confidentiality, even share it with the candidate.

3. What are the critical success factors for this position for the first 6 months? 

For you to be super happy with your new hire, what they have achieved in the first 6 months. 

This is so important to cover early with a candidate so they know what they are signing up for.

4. Why are you recruiting for this position or why did the last person leave? 

If the previous person did not leave well, you need to be prepared to answer this question. Don’t forget to look in the mirror here if it did not go well (ie you hired them, did you select correctly, train properly and/or set the person up for success). 

Alternatively, if it is a new position, the candidate will want to know that both you and the team are clear on what the role needs to achieve and are prepared to do what it takes to set the new role up for success. 

5. What are the possible career prospects and professional development opportunities? 

I know that some Employers hate this question and maybe thinking, just get into the role and learn that role first. But…talented employees are generally looking at their career with your company and hopefully are thinking a little longer term and so understanding potentially opportunities to grow and develop will be on their mind and can be a motivating or demotivating point for them. 

6. What do you love about the Company and why your company? 

It is so important that any new potential candidate hear how passionate you are about the Company. This is not just about what you say but your BODY LANGUAGE and tone of voice as well. Are you excited to be in your company? 

That is why it is so important when you are recruiting to throw your ENTIRE SELF in and not be distracted with phone or other things going on in the office as it can send the wrong message to your candidate. For the time they are with you, pay them the courtesy of your attention. 

 

Have you ever been caught off guard by a candidate’s question? Where you ever asked a question that you were not prepared for?

 

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Paulette Kolarz

Customer Support

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