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how to interview someone for a job

How To Interview Someone For A Job (Part 3) | Sample Interview Questions

how to interview someone for a job

During an interview you are attempting to gain knowledge about the candidate’s career growth, stability, achievements, interpersonal skills and interest in the position. In this article we look at what topics to cover and the questions you need to ask.

 

Topics to Cover:

 

Work Experience

Compare the duties and responsibilities, supervision and the candidate’s likes and dislikes of past and present positions with the position you are seeking to fill. Question the candidate on his or her progress and salary increases. Also find out the candidate’s reasons for leaving their past or current job.

 

Relevance of Education

A person’s educational choices can reveal important aspects of his or her personality, motivation, character and interests. Key areas include: subjects studied, academic performance, positions held (e.g. class captain) and work experience while in school/college.

 

Outside Interests

When relevant to the job, outside interests, such as organisation and association memberships, and volunteer work, may be revealing.

 

Sample Interview Questions

 

General

  • What do you know about our company?
  • Why do you want to move to our company?
  • What role are your applying for?
  • What will you be doing on a day to day basis in this role?

 

Influencing or Persuading Others

  • Tell me about a time when you were able to change someone’s viewpoint significantly.
  • Tell me about a time when you were asked to do something that you disagreed with.

 

Interpersonal and Team Skills

  • What skills and personal qualities have you contributed to the teams you have been part of?
  • What qualities do you admire most in others?

 

Communication Skills

  • Tell me about a time when someone misunderstood what you were attempting to communicate to them.
  • Tell me about a time when you worked with people from a culture unlike your own. What did you do to overcome any perceived barriers to communication?
  • Have you ever dealt with customers that are in the wrong? Give me a specific example and the outcome?
  • What do you think that the company’s customers want?

 

Personal Adaptability, Energy and Resilience

  • Tell me about a time when your work or an idea was criticised.
  • Tell me about a time when you felt frustrated by your work.
  • Describe something creative that you’ve done.
  • What has been your most satisfying/ disappointing experience?
  • What are your strengths?
  • What are your weaknesses?
  • Tell me about a time when things were particularly hectic? How did you feel?
  • What steps did you take to deal with the pressure?

 

Self-management, Self-motivation and Self-knowledge

  • What have you done that shows initiative and willingness to work?
  • What are the two most significant accomplishments in your career so far?
  • What do you expect to be earning in 5 years?
  • In the past year, what have you been dissatisfied about in your performance?
  • What motivates you to put forth your greatest effort?

 

Administrative Skills

  • Tell me how you organise your work and schedule your time.

 

Problem Solving and Decision Making

  • Tell me about a difficult decision that you have made.
  • Tell me about a time when you had conflicting priorities and what you did to resolve them.

 

Conflict Management and Ethics

  • Tell me about a difficult customer or a customer complaint that you have dealt with.
  • How do you resolve conflict in the groups or teams that you have membership of?

 

Personal and Career Objectives

  • What are your short and long-term goals?
  • When and why did you establish these goals and how are you preparing yourself to achieve them?
  • What do you see yourself doing 5 years from now?

 

Knowledge of the Organisation and Role

  • What skills and personal qualities are essential for success in this role?
  • Why did you apply for this position?
  • What do you know about our industry?
  • What do you know about our organisation?

 

Ability, Competence and Achievement

  • What two or three accomplishments have given you the most satisfaction? Why?
  • Tell us about a time when you had more to do than you could complete in the time allocated: tell us what you did about it and what the outcome was.
  • What are your strengths?
  • What are your weaknesses?

 

Stress Questions

  • Describe a time you failed.
  • How do you react to stress?

 

Ending

  • What is your notice period and salary expectations?
  • Are you looking at other roles at present?
  • What questions do you have for us?

Posted by Recruitment Consultant, Sigmar on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”