Reducing employee turnover rate is always among the key concerns of every employer. The best scenario is hiring talents who have long-term plans to grow with your company. However, how can you identify these committed candidates?
5 key interview questions to get a hint at a candidate’s level of commitment and make better hiring decisions:
“What do you know about our company?”
Here’s a truth: – not all applicants will spend time learning about your company, even when they can find almost everything on the Internet. Hence, ask this question at the beginning of your interview to easily point out who is truly interested in your business.
A detailed answer about your company basic information, such as history, products/services, core values or competitors, reflects the candidate’s careful preparation for your interview. However, if they are being generic and can’t really give you any useful information, it’s obvious that they do not passionate about the job enough to spend time researching it.
You can always follow up with more questions about your company website or product/service quality to define the amount of preparation your candidate has done.
“Why do you think this job would be better than your latest one?”
There's must be a reason for their leaving, and there's also something standing out at your company that makes them think it would be better for them. It could be about money, working environment, promotion, or learning opportunities.
If they can’t give you a persuasive answer, probably, they just apply for any positions related to the previous experience and you just one of some recruiters who contact them.
“What would be your ideal working environment?”
Cultural fit is important for the long run, so don’t skip this question. The candidates’ answer will help you determine if they would feel comfortable with your company culture and working environment.
For example, if you have a bustling, high-energy office with open space, a candidate who prefers a quiet setting and private workspace may not be a good fit. Similarly, a task-oriented candidate will likely find the extra activities or after-hours events a bit daunting.
“What is your personal working style?”
It’s important to ask about their working style to ensure that they are able to work with your existing procedure. Employed a lone wolf could cause some discord. Meanwhile, if your candidates prefer specialized and predictability tasks, they may not adapt to a start-up team that requires multi-tasking and flexibility.
“Do you have any questions for me?”
This question is old but gold. A passionate candidate who possibly dedicated to the position will give you several analytical questions at the end of your interview. They are likely to ascertain the details about their duties, the team, the culture, and the business’s future orientation.
On the other hands, the answer will indicate the candidate’s main concerns. Are they curious about how well they will fit the position, or only ask about compensation and benefits?
While there are plenty of interview questions to test the candidate’s qualifications and suitability, you should keep your handy prompt around while interviewing to get all valuable and needed information after the conversation.
For more interview and recruitment advice, visit the Adecco Knowledge Center now!