Tips for Interviewing Job Candidates

Answering the Questions No One Wants to Ask

                               

Before an interview, what you know about job seekers is mostly what’s on paper. And that doesn’t always match up exactly with reality, which is why the interview process exists. Have you ever realized that what most job seekers know about your company before the interview is mostly what’s on paper as well? In fact, job seekers are interviewing you just as much as you’re interviewing them. They want to make sure this job will fit their skills, needs, and career goals just as much as you do. No one wants to be in a job that’s not a good fit.

               

So, how can you make sure that you’re using the interview process to make sure both you and the job seeker are finding a great fit? One great way is to answer the questions no one wants to ask. Not sure where to start? Check out these five questions and how to answer them even when no one asks.

               

1) What’s the salary? Money is a big factor to job candidates. So address up front how much the position pays. Don’t wait until you extend an offer. If a candidate has more than one position on the table, they’ll be more likely to go with a sure thing than hold out for an unknown number. Many employers stay away from discussing salary in the first interview since it can be a touchy subject, and they lose great candidates this way. If you’re looking to negotiate a salary with high-profile candidates, consider naming a range and stating that the position has room for salary advancement built in. Or, start by naming your starting point, and let the candidate take – or leave – the negotiation process from there.

               

2) Is this a dead-end  job? The real question here is whether there’s room for advancement in a position or organization. Most job seekers won’t ask straight up if it’s a dead-end job, but some will ask you what career opportunities they might have at your company. You can answer this question best by being honest about how the process works at your organization. Some jobs don’t have career advancement built in, but many times, people change departments when they are ready for career growth. Try getting the point across by telling the story of someone’s career path within the company or within your department so job candidates know what sort of future they could have. 

               

3) Are the people  nice? The people someone will work with every day have a huge impact on their attitude, which impacts motivation and productivity. Unfortunately, most people don’t learn until after they’re on the job who they will be working with. One way to answer this question is to have a roundtable part of your interview, where you invite some members of your team to meet the candidate and ask them questions. This tactic helps job seekers get a feel for the type of people they will be working with and where they would fit in on the team.

               

4) What’s the real  job description? Job descriptions often do a poor job describing what the actual position entails. Sometimes, they are too broad and give employees the impression they’ll be doing virtually everything, when in actuality, their turf is not that big. Other times, they are too narrow and leave out important details – like the fun parts or hidden perks of the job. So, tell employees not just what projects and tasks the job covers, but try to help them understand what the job is like day-to-day. Some employers even let job seekers shadow employees in other similar positions for an hour or day to give them a real feel for the position.

               

5) What are the drawbacks? Let’s face it, most jobs have elements to them that people don’t enjoy. But usually, they’re not that bad in the grand scheme of things. Answer this question by describing all the functions a job requires, including the not-so-fun parts, so that the person you hire doesn’t end up resenting you for forgetting to mention they would be responsible for the morning coffee run or speaking in front of people. When people are prepared to enter a job knowing the whole picture, they are better equipped and you’ll get a better fit. 

               

It’s important to realize that answering tough-to-ask interview questions doesn’t mean your interview should take on a negative tone. In fact, most job seekers won’t see these topics as negative at all – it’s just tough to gather up the courage to ask. So, be proactive and answer these questions even if they’re left unsaid. While you’re at it, show your enthusiasm for adding someone new to the team with a positive attitude, and make sure to give job seekers time to ask questions of their own. You never know what they might ask, but you can be sure that the right candidate for the job will appreciate when you answer with honesty.

Comments

[Bernadette]

Article offers great advice to interviewers

[Paul]

Great Tips! Thanks!