The classic way to finish an interview, this question is important for a number of reasons. Can they stand out from other candidates? 6. Good answers will cover three key bases: Candidates should articulate that they can not only do the work required, but can deliver great results, and also fit in with the team and culture. When deployed correctly, however, it can be a great one to separate the best from the rest. This might be a slightly intimidating question for candidates, so be careful about how you use it – it’s best used towards the end of an interview when you can tell a candidate is more comfortable. What’s in it for the organization? If a candidate isn’t going to add value (or can’t explain what value they might add), you shouldn’t bring them on board. The best answers focus on one or two skills, and provide direct examples of occasions where they demonstrated these skills and had a demonstrable impact on the business/project. Arrogance is never attractive, but candidates who are confident in their abilities and how they might be able to impact your organization are exactly the kind of people that you want to hire. It’s important to know the things that the candidate does well so you can understand how they might fit into your team. What are your key professional strengths? Hopefully the answer aligns with the type and level of the role you are filling. Maybe it’s the fact that you’ve just signed some big customers. It could be the fact that you’re a 2-person startup and they’re interested in increased responsibility. It might be the projects you’re working on or the direction you’re heading in. They’re likely to be a more productive and happy employee if they identify with your company in some way. We all need to pay our bills, but it’s important to check that this is not the sole motivation for a candidate. The goal is simply to find out if a candidate has put a little time in on your website and looked through online materials. Don’t dwell too long on answers to this question. In an ideal world, you just want to hire candidates that are genuinely excited about a job at your company, not just a job in general. This is simple but effective: it shows you how much research a candidate has done. However, hearing the answer directly from candidates, and spotting correlations between promotional channel and candidate quality, will give you deeper, more useful insights. It’s true that you can rely on analytics, providing you have them in place, to tell you where traffic is coming from, and that many applications have a ‘how did you hear about us’ section. For example, maybe high quality candidates all come across your brand on Twitter, suggesting you should invest more in that medium. Make a note of the answers to see whether specific trends emerge. You need to know whether the messaging your company is investing in is resonating with the right candidates. It’s important to understand what is working! Your company is probably spending significant budget every year on employer branding, advertising and candidate attraction. While seemingly innocuous, this question serves an important purpose. They’re the perfect way to ease candidates into the interview and get the background information you need. Some of these might seem boring or “obvious”, but they serve a purpose. With this in mind, we’ve put together a collection of 25 top interview questions that will show you whether any candidate is a fit for your organization. While these examples may be a little wacky, it does pay to be a little creative when you’re speaking to applicants, as you need to dig deep in order to determine skill, cultural fit, and levels of intelligence. How many golf balls can you fit in a limousine? Who would win in a fight between Batman and Superman? Who’s your favorite Disney Princess? Some of today’s hiring managers rely on some pretty unconventional questions to identify top talent.
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