Interview questions with a difference?

Written by Kimberley Startup | April 11, 2014 |0 Comments
Group interviewsInterview questions can be phrased and positioned in many ways, some can come across a bit bizarre and others can be of direct relevance to the recruiters needs. No matter what questions are asked and arise during the interview process and their purpose should be to let the recruiting staff find out more about the potential candidate they wish to employ and what they are truly like in person – something that we can only stress here at Webrecruit Ireland (www.webrecruitireland.ie)
The importance and attention given to the interview questions plays a key role in the success of prospective employees. This is clearly evident through the various books released weekly on the subject of tough interview questions. As an interviewee this can work in your favour, as it will help you continually get smarter at providing detail and descriptive answers to the most conventional questions.
Although there is method and requirements for such standard questions on competencies and experience, there is only so much that can be learnt from such time-worn examples as, “What’s most important to you in a new position?” and “How does this position fit in with the career path you envision for yourself?”
Questions highlighted in the above still serve a degree of importance, but in reality, the employee’s traits and characteristics will be truly recognised in the case of situational type questions that are not prepared. Therefore it is essential to construct questions that force more creative responses from candidates.
Adopting various approaches during the interview can be beneficial and provide a welcome surprise to recruiters, as it can encourage a response of a more creative nature. It can also help the interviewees get rid of their nerves and feel more at ease and relaxed and likely to accept the job if they are offered it.
Recruiters may go for the more professional formalities during interviews or use the light hearted element – this must be tailored to culture of organisation and type of position being interviewed for. It can be a double edged sword but asking the candidate to tell you a joke or what their superhero power would be, can serve as a good icebreaker and help them open up and show off their personality. That said, staying in touch with the serious aspect of the interview and relating to the more relevant side of the world of work – such as “what has been the biggest challenge in your career?” remains, important.
Towards the end of the interview, many interviewers will include questions that can come across as a trick to catch the candidate off guard. This isn’t trying to ‘catch the candidate out’ but cause the candidate to reflect and be more self-critical and perhaps create a sense of doubt in their mind. Interviewers in companies trying to recruit staff will also ask candidates questions such as, how they would describe themselves in three words? These questions help open up their minds into thinking more about skills and attributes they offer.
Mistakes can be made when you choose to go the opposite direction rather than the usual route of professionally styled questioning. Any line of inquiry that has the potential to cause an upset ought to be firmly avoided – if you think it might, avoid it!
Positive and negatives can come from this approach, lessons will be learnt but the process will continually refine itself and keep improving.
Contact the recruitment experts at Webrecruit Ireland (http://www.webrecruitireland.ie) for more assistance with finding your next candidate.

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