Are you tired of sifting through endless resumes, searching for the ideal candidate? Look no further! Discover the ultimate interviewing arsenal with MSN’s best 5 interview questions that will unveil the true potential of your future employees. From cultural fit to conflict resolution, each question holds the key to unlocking valuable insights about your candidates. Join us as we decode the secrets hidden within these essential queries and revolutionize the way you build your dream team.
According to the MSN blog, “5 Best Interview Questions To Ask Potential Employees – And What Their Answers Reveal,” these are the 5 best interview questions to ask potential employees and what their answers reveal.
Cultural fit
“A good cultural fit means recruiting employees whose values and shared behaviors align with your company’s. As the saying goes, fitting a square peg in a round hole is tricky. So why force it if it’s not a good match?
During the interview or a video-based pre-interview, be sure to ask a few questions that dive a bit deeper into the candidate’s past experience navigating other work environments.
Ask: Can you tell me about a time when your workplace had a great culture? What did management do to foster that? Now, tell me about a time when the workplace was toxic? What do you think management did wrong?
By posing two contracting cultural scenarios, you will better understand what the candidate believes makes a good work environment and what breeds disharmony.
Management style
Whether you’re hiring someone in a junior-level or management role, it’s helpful to understand how they prefer to be managed. Some employees like the autonomous, hands-off approach, while others thrive with clear objectives and guidelines.
Ask: How do you best like to be managed? Describe the ideal manager for your personality style.
The answer will help determine if the candidate will get along with the specific manager or department. For example, if they prefer a results-based manager who doesn’t care how they do their work as long as they get it done, they may not fit with someone who is more hands-on.
Self-awareness
Introspection is a vital skill for any employee because it reveals an ability to be honest about one’s strengths and weaknesses—and helps them make better decisions. For example, if an employee knows they struggle with public speaking, they might improve those skills or delegate the task to another employee.
Ask: If you had to weigh in on your challenges, what areas would you want to work on to improve?
The answer reveals several important things: It helps you determine if a candidate can self-reflect, and it gives you some insight into their strengths and weaknesses. Beware of the candidate who says they have no challenges. Everyone has room to improve, and people who don’t think so are probably not being honest with themselves.
Conflict resolution
Unless you’re working in Barbieland, there will always be challenges in the workplace. How an employee deals with these hurdles can be the difference between harmonious conflict resolution and a train wreck. During the interview, hone in on specific challenges the candidate has encountered and what they did to resolve them.
Ask: Tell me about a conflict you faced at work and how you dealt with it.
Listen for clues on how they relied on their skillset to resolve the issue. Did they take a conscientious and considerate look at the situation first? Did they manage to stay calm? Did they collaborate with others to find a solution? These are some of the C’s you want to look out for.
Detail oriented
Employees who pay attention to the details tend to produce work more aligned with your needs and require less supervision and hand-holding. There’s an old standby question, a classic but a goodie, that can help you determine right off the bat if they’re detail-oriented.
Ask: Why do you want to work for our company?
When you ask this question, you get a better understanding of how well the candidate prepped for their interview. Their answer tells you if they’ve researched your company and what product or service you sell. If they’ve done their homework, it’s a good indicator that they pay attention to details.” (MSN)
In the realm of talent acquisition, the art of asking the right questions can make all the difference. As you navigate the intricate terrain of interviews, remember this: the right question has the power to unveil potential, passion, and purpose. These five curated queries are not merely tools for assessment, but gateways to discovering the perfect fit for your team. Embrace the challenge, elevate your hiring process, and witness as your organization transcends ordinary boundaries to achieve extraordinary success. Ask wisely, hire strategically, and witness your workforce flourish beyond imagination.
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