Hiring new employees is a crucial investment for any company. You want the right person for the job, someone who excels, fits the team, and contributes to the company’s success. But how do you find this needle in a haystack?

Generic interview questions like “What are your strengths?” are a dime a dozen. They produce canned responses that provide little insight. Job and competency-based questions are like a magnifying glass for an interview panel. Here is why they matter:

• Uncover Skills and Knowledge: Tailored questions that delve into specific job duties ensure a candidate has the necessary skills and knowledge to perform well.
• Assess Problem-Solving: Scenario-based questions that ask them to navigate challenges reveal a candidate’s problem-solving abilities and how they approach obstacles.
• Gauge Cultural Fit: Questions about teamwork, work ethic, and values give you a sense of whether the candidate aligns with your company culture – a vital factor in retention.
• Predict Job Performance: Behavioral questions that ask about past experiences in similar situations can be a strong indicator of how they might perform in your role.

By crafting a strategic set of questions, you go beyond a resume and delve into a candidate’s true potential. Investing time in creating good interview questions is an investment in your company’s future, ensuring you hire the right people to propel your success.

The Employer Group can help you identify the right types of screening questions and understand how the answers will relate to job performance and cultural fit.

 

 

This information does not constitute legal advice.