Three Effective Interview Questions Article - PrincetonOne

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each job listed on an individual's resume. Below are those three questions and what managers should be listening for wit
The One Source Human Capital News and Information Three Effective Interview Questions Filling an open position can be a long and daunting task, especially when there are a number of great applicants available. Interviewers need to be able to get the most out of each conversation without having to pick through irrelevant information to find what’s significant. By choosing the best possible questions to ask a candidate, hiring authorities have the ability to lead conversations down constructive paths It’s a given that interview questions vary depending on the type of position a company is looking to fill, but there are three core questions that all interviewers should be asking during the initial interview about each job listed on an individual’s resume. Below are those three questions and what managers should be listening for with candidates’ answers. 1. By what means did you find the position? There are many different avenues candidates can take to find jobs, including LinkedIn, networking, career fairs and recruiters. Imagine if a candidate said that he or she found each of his or her positions through job boards. At first, it might not seem like a red flag, as many people start off their careers with positions found this way. However, it could mean that the individual was just looking for a job, any job, without really knowing what kind of position he or she wanted. It could also mean that the individual isn’t very good at building relationships with coworkers, employers or clients, especially if the person has never been referred to or recommended for a job. 2. What initially attracted you to the position? Knowing what a candidate looks for in a job could paint a clearer picture of whether or not he or she is right for a company’s open position. Candidates that use generic, one-sentence answers and do not provide in-depth explanations when responding to this question may not have the enthusiasm and drive a manager is seeking. Individuals who can explain specific tasks they were drawn to and environments that appeal to them may know more about what they’re looking for in a new position. Additionally, if what attracted the person to other positions applies to the opening he or she is interviewing for, it could mean that the individual did the necessary research to make sure it would be an enjoyable job. 3. Why did you leave the position? The reasons behind leaving a position can tell a lot about a potential employee. For example, if someone left a company for a job that paid more money, it could be a sign that money is an important factor for that individual. In the same manner, someone who left because of a dislike for a manager or coworker might have issues with authority or teamwork. It’s important to hear the potential employee’s explanation for leaving each position on his or her resume. Keep in mind that when the candidate gives the same answer for each position held, it may be an indication that the individual is a weak link. Hiring authorities have a better chance of understanding a candidate’s thought process, loyalty, teamwork, ambition, motivators, etc. through the use of these questions than by asking the candidate to simply explain his or her past roles. Once there is a better understanding of what led the candidate to where he or she is now, the interviewer can decide to either continue with more detailed questions or close the interview.

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