Sample Interview Questions
All interview questions must be able to answer three key concerns that are HR’s job to address regarding applicant suitability. Skills Can the applicant do the job? Does the applicant possess the skills required to fulfill the job role, and to become a productive employee within a reasonable timeframe? Has the applicant demonstrated that they have done these same job duties before? Was the applicant successful at this other job? What types of problems did the applicant encounter at previous employers, and did the applicant demonstrate problem-solving abilities and/or acquire new skills to resolve the issue? If the applicant has not performed this job or job duties elsewhere, can he/she prove that he/she has the necessary skills to succeed in this role?
Personal Characteristics Is the applicant motivated to perform the role well? Does the applicant seem genuinely interested by the available position? Does the applicant possess the drive and self-confidence to do the job? Is the applicant likely to remain with the company long enough to provide a return on the investment of time, energy, and money spent by the company on recruiting and training this individual? Does the applicant seem like a good “fit” for the company’s culture, values, attitudes, work style, etc.? Is the applicant a team player? Does the applicant appear as though he/she will be a positive influence on his/her co-workers, or at worst, not a complainer? Does the applicant take direction well and communicate clearly and efficiently? Will the applicant be easy to manage? Will the applicant attempt to undermine the authority of his/her manager? Will the applicant adapt well to the company’s existing management hierarchy and management style? Will the applicant adhere to and support all organizational policies and procedures?
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Remuneration Can the organization afford the applicant? Is the salary range in keeping with the applicant’s salary history? Will the benefits package meet the applicant’s needs?
Applicants will also have some key concerns that they will want addressed. HR professionals must be prepared to answer the following questions: What can you tell me about the position that wasn’t in the job ad? What type of person do you think would be successful in this role? What is the department like in which the job role exists? What is the vision for the department over the next few years? What is the management style of the supervisor? What are your organization’s values and how do they influence decision-making? What is this company’s value proposition to its customers? Can you provide me with an official, written job description? What would a normal business day be like working this job? What would be considered exceptional performance from someone working in this job role, within the first three months? What kind of metrics are used to measure performance for this position? Who are the primary stakeholders that the position must support? How would you describe your company culture? What is your company’s mission statement? Is this position vacant because of company growth? Is this position open because it’s replacing someone? What happen