Employers can make their interview process more effective by asking interview questions that are not only relevant but also challenging for job candidates.
Recruiters and interviewers have identified a set of common interview questions that are usually asked during interviews. However, using the same questions over and over again can lead to predictable and rehearsed responses from candidates.
Therefore, it’s important for interviewers to come up with fresh and insightful questions to assess the candidates’ skills and competencies.
In this regard, we have compiled a list of 14 interview questions that can help employers stand out from the crowd and get a better understanding of their potential hires.
14 Unique Interview Questions to Evaluate Potential Hires
Here are fresh interview questions to assess competencies and skills of job candidates:
1. Give me a two-minute bio – Instead of asking the candidate to tell you about themselves, ask them to give you a quick synopsis of who they are.
This question can tell you a lot about their insight, how confident they are in themselves, and what their goals and objectives are.
2. What is your experience in the field? The candidate is expected to speak confidently about any relevant experience, expertise, and skills they have that are relevant to the job.
3. What was the reason for leaving your previous job? Try to find the real reason for leaving the previous employment.
If the candidate puts a negative spin on it or talks about problems with management or supervisors, that’s a bad sign of their future performance and regular behavior.
4. Do you believe you are successful? Successful people, careerists, and confident people will always say “yes”.
See if the candidate gives a quick explanation that includes things like setting goals, achievements, steep growth career curve, etc..
5. What would your co-workers say about you? The candidate is expected to provide some quotes from co-workers.
6. In the past year, how have you improved your knowledge? This is another good question to ask to evaluate their career motivation.
What activities have they performed? Have they mentioned self-improvement, professional work classes, management courses, and any job-related activities, responsibilities, special projects?
7. Are you applying for positions with other companies? Honesty is what matters here.
If the interviewee tells you they are applying to other places, they must show that they focus on the position you are offering them.
You are not a second choice for them.
8. Why do you want to be employed by this company? Try to find sincere answers rather than prepared ones.
What is the motivation to work here? Why your company and not any other?
9. What are you looking for in salary? Is the candidate applying for the salary benefits or (also) for the job?
What are their overall pay package expectations? Are they out of range?
10. Do you consider yourself a team player? Many jobs require good communication between team members.
This is a direct question to probe the candidate’s communication skills and team play abilities. The answer should always be yes.
A good candidate will bring some examples of teamwork.
11. Have you ever had to let someone go? How did that make you feel? This is a serious question that should have a serious answer. If you hire a manager, they must be a leader with good relationships with peers and coworkers.
It mustn’t sound like it doesn’t matter to them if they have to fire people.
However, make sure that the applicant can handle this delicate task should the need arise.
12. Have you ever been fired or asked to resign? This question is asked to know the candidate’s history. Sometimes history reflects the future.
If the answer is yes, try to learn the truthful answer.
The candidate should be able to explain what happened and what they learned from the experience.
13. What can you tell me about our company? While a common question, it’s also an essential question.
Every candidate should have done their research on the company, marketing strategies implemented, the competition, and other relevant information.
14. What will you do during your first 60 days on the job? This question provides an opportunity for the interviewer to get an idea of how the candidate will approach joining a new company and a new group of coworkers.
It will give you a good idea of the candidate’s “fit.”