What to Ask an Applicant in a Job Interview

The second interview: it’s a critical time in your search for the perfect new member of your team. If your company is like many, the first interview you go through with a candidate will likely be filled with polite formalities, an explanation of the role and all of the necessary introductions.

The second interview can be more personal, and much more enlightening for both parties. When you approach it the right way, you can determine what qualities an applicant will contribute to your culture, and if the applicant has the required aptitudes to succeed in the role and stay around long-term.

To do this, you need to know what to ask an applicant in a job interview.

In this post, I’ll share a list of questions you can use that will help to really drill down and get to know a candidate. These questions are organized by the categories of qualities you’ll want to discover about your candidates. Ready for round two? 

The Candidate’s Long-Term Goals

Questions like these get to the heart of a candidate’s long-term goals, which can help you make a great match for an open position. If a candidate is excited about your industry, is enthusiastic about the job and wants to grow and learn within the company, you’re more likely to be able to keep them with you longer, making the hire a stronger investment for your company. 

• What do you know about this industry? (Or if they’ve been in the industry for a while: What do you like about this industry?) 
• How do you stay up to date with what’s going on in this industry/field? 
• How do you imagine your career progressing over the next few years? 
• What are you seeking to learn in your next role? 

RELATED: Don't Hire Another Employee Without Asking These Questions 

The Candidate’s Demonstrated Strengths

During the second interview, it’s a great idea to pepper in a few questions about a potential employee’s demonstrated strengths. While past successes are never a surefire indicator of future performance, getting a feel for where a candidate has been able to shine in previous roles can help you determine whether they have the natural ability to succeed in a particular role going forward.

Give these questions a try: 

• What would your previous supervisors say about you? 
• Tell me what you accomplished in your last role that you’re most proud of. 
• What did you enjoy the most about your last role, and what did you find the least enjoyable? 
• What skills do you have that are unique? 

The Candidate’s People Skills

Even if a role isn’t customer-facing, it will likely still require the employee to interact with others—if only just coworkers and supervisors. Knowing that an applicant can communicate professionally and is able to build a good rapport with others can save you a lot of heartache in the future.

To assess the candidate’s people skills, ask one of the following questions: 

• What do you think is the best way to deliver constructive criticism? 
• Can you share a story about a time when you helped resolve a miscommunication, whether with a customer or with colleagues? 
• What do you think makes someone a strong team player? 
• How would you handle a situation where you felt your voice was not being heard? 
• Have you ever felt like a colleague was falling behind in their role? How did you handle it? 

RELATED: How to Use Your Business' Core Values to Determine Culture Fit >>

The Candidate’s Potential for Growth and Leadership

If the position you’re hiring for is one with a defined career progression, you’ll want to consider the applicant’s potential for future growth, as well as their natural leadership tendencies. Even when making an entry-level hire, the following questions can help you parse out which candidates are interested in becoming high-value employees, and which are just here to clock in and clock out. 

• After reaching success in this role, what would your ideal next step be? 
• Can you share a story about a time when you voluntarily took the lead on a project? What drove you to step up? 
• Tell me about your experience with mentorship. Have you ever mentored anyone, or would you be interested in doing so one day? 
• Can you share a story about a time when you’ve taken the initiative to improve a process? How did it work out? 

The Candidate’s Values and, Perhaps Most Importantly, How Those Values Fit with Your Organization

Many employers are of the belief that if you can get a good, hard-working person in a role, you can teach them just about anything. If you know the candidate has the experience and technical skills needed to hit the ground running, the only thing left to do is evaluate whether they are someone you’ll want to work with— someone whose values align with the organization.  

To find out, consider asking the following: 

• How would you describe the culture of your last employer? What did you like, and what would you change? 
• How do you do your part to ensure a positive interpersonal dynamic within your team? 
• Were you able to maintain a healthy work-life balance in your last role? If so, how? If not, why? 
• Have you ever faced a situation where your values conflicted with the goals of your team or your employer? How did you handle it? 
• Do you have any questions for us? 

RELATED: How to Avoid Unconscious Bias in the Interview Process >>

Axcet HR Solutions: Your Partner for the Perfect Interview 

Are you making some new hires within your organization? It could be the perfect time to bring a certified professional employer organization on board. Axcet HR Solutions can help you evaluate your hiring needs, conduct a compliant interview, implement a thorough onboarding process and so much more.

For small businesses and lean startups, Axcet takes the guesswork out of HR. Reach out to our experts today to see how we can help simplify your business' human resources duties and concerns.