Questions to ask the candidate during the recruitment
Recruitment can be stressful not only for job applicants, but also for recruiting people, especially if they do not deal with it on a daily basis. If we are assigned such a task, it is worth knowing what the recruitment looks like - questions for the candidate or prohibited topics. What to ask? Which of them are considered difficult? We give advice in this article!
Recruitment - questions for the candidate that should not be asked
Before we move on to the questions that are worth asking candidates, it is important to raise the issue of what cannot be discussed.
First of all, we should not ask about the private life of employees. It often has no effect on work, and many of us want to keep privacy separate from work, and we have every right to do so. Therefore, it is not possible to ask about marital status, plans related to it or, in the case of women, about the relationship to motherhood and having children and about possible pregnancy, unless pregnancy is not recommended for a given position.
We also do not talk about ethnicity, religion, orientation or political views. These are very private issues that can evoke emotions but do not affect the quality of the work at all.
If there is no legal basis for this, we cannot ask for no criminal record either. It is allowed in a certain group of professions, if we want to require it, we must justify it.
It is worth bearing in mind that the employee not only does not have to answer these questions, but also sue us and demand compensation.
What to ask?
So we already know what we cannot ask. However, there are a lot of questions that can be asked that are not privacy related and can tell us a lot about the candidate. Some of them are considered difficult, but this is a very individual matter. What is impassable for one person may be very easy for another.
It also happens that we ask unusual, creative questions to check how the candidate thinks, whether he is inventive, whether he can get out of any situation.
And although the choice really depends only on us, it cannot be denied that the questions are repeated in many interviews, which does not mean that they still cannot tell us much about the candidate. What to ask? We advise!
tell me something about yourself
It's obvious that we want a person who is as fit as possible to join the team. Therefore, not only hard but also soft skills, including communication skills, are important. A good way to get to know an employee better is to ask them to say something about themselves.
Thanks to this, we will find out whether he is aware of his successes, creates clear messages, knows how to adjust the statement to the interlocutor and whether he can advertise himself well.
What are your strengths and weaknesses?
Asking about strengths and weaknesses, especially the latter, is often considered difficult. It is much easier to talk about your advantages, but sometimes you can have a problem with balancing words so as not to write yourself a card. We would like to keep our faults to ourselves.
However, it is worth asking this question to find out if the employee knows what he is really good at and what he needs to fix, whether he is fighting and aware of his weaknesses.
Why do you want to work with us?
This is a great question to check if the employee is prepared for the interview. It is obvious that we care about candidates who really want to work for us, are not looking for something for a while. By asking about the reasons for sending a CV, we will find out if a potential employee knows anything about our company, has read the available information.
Where do you see yourself in 5 years?
Asking about the future will allow us to answer the question of what professional goals are set by the employee. Having them is important because they are engaging and motivating. When we have a goal, we know what we are striving for, we often work more efficiently, we are able to set priorities, we know that we cannot be lazy.
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What does your work style look like?
As we have already mentioned, we are looking for employees who match the team and who get along well with others. Therefore, it is worth asking how the candidate works, what is most important to him, how he performs his tasks. Thanks to this, we will find out if he will find a common language with the group and join the team without any problems.
How do you deal with stress?
There is a lot of stress in professional life, but sometimes it cannot be avoided. That is why it is worth asking the employee how he is dealing with it, whether he has proven methods and is able to overcome it. Its excess may deprive you of motivation and strength to work.
What motivates you to work?
The company should care about an appropriate incentive system. Even the most dedicated employee needs factors that motivate him to work. Therefore, at this stage, it is worth asking which of them work on the candidate, which makes him work more willingly and more efficiently.
When preparing for the interview, it is worth choosing such questions for the candidate that will allow us to learn as much as possible about him. The list goes on and on, and as long as we don't violate the employee's privacy, we have a wide choice and complete freedom.