Connecting...

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

Related Content

W1siziisijiwmjevmdevmtmvmtmvndgvndgvmzezzta1nwytnwflzs00ntc3ltllytmtzmfmztixmmy0ntgxl0luiepvynmgmi5wbmcixsxbinailcj0ahvtyiisijqwmhgynjajil1d

IT Jobs Market 2021

IT Jobs Market 2021

2020 was an interesting year for Ireland’s IT jobs market with the initial impact of Covid causing some companies to reassess their recruitment practices - either pausing or freezing completely. However, most sectors have bounced back since March and we even saw some companies take advantage of a less competitive market and increased their hiring plans. In 2021, we expect to see a release of this “pent-up demand” for candidates as businesses begin to move back towards BAU models. Digital Transformation Digital transformation projects that typically would have taken years to plan happened practically overnight or over a few weeks as COVID-19 restrictions forced companies to speed up their digital adaptions in what became an “adapt or die” environment. 2021 will see a further increase in demand for individuals with digital transformation experience as companies accelerate further the digitisation of their customer and supply chain interactions and of their internal operations.   Companies who failed to innovate or tweak their processes to suit the demand of the market felt a larger impact than companies who remained agile and changed quickly depending on the market demands. Consumers have moved dramatically toward online channels during the pandemic, so companies are having to create digital or digitally enhanced offerings in response. Cybersecurity Unsurprisingly with the adoption of remote work and the planning for transition to the next “normal”, we have seen huge demand for infrastructure and security professionals which we foresee continuing in 2021. As organisations pivoted to work from home models, security engineers rushed to establish secure connections and prevent network threats that targeted remote workers. At the same time, with the surge in online shopping and e-commerce transactions, they had to bolster their organisation’s e-commerce platforms. 2021 will see organisations continue to increase their spend on cybersecurity as companies look to how they will operate in a post-pandemic world. With many organisations such as Google planning for a “Hybrid” work-from-home model, i.e. employees working a few days in the office and a few at home, network security will be a priority. MedTech, Life Sciences and Healthcare Given how health has never been more in focus than it has been in the past year, it is perhaps no surprise that there has been a huge demand for IT professionals in the wider health industry. MedTech and Life Sciences companies are continually developing new and innovative treatments and consequentially developing technologies to enable this. We have seen an increase in demand of more “hybrid roles” such as IT professionals with experience working specifically within class 1 medical devices fields. Biotech and digital transformation within gene cell therapy in particular is set to be a large growth area for 2021. Connected health is set to be a large growth area for 2021 also, as medical practices are forced to digitize and with telehealth being forecast to grow exponentially. Candidate-led Market Despite the initial dip in March 2020, the market very much remains candidate driven. Particularly now as candidates are no longer bound to jobs within commuting distance of the office. Regional talent pools have flourished as candidates who would have worked in major cities, now have the opportunity to work remotely meaning they can move to their preferred location and still do the same job on the same salary as before. Regional companies also benefited as they are now able to tap into larger talent pools due to remote working practices. Perhaps what has been most surprising about 2020, is that salaries have stayed relatively stable, but candidates have been seeking increases in their packages over base. With the increase in remote working opportunities, candidates are no longer distracted by “bells and whistles” (free food, ping pong tables etc.) and instead are more interested in actual projects, technologies being used and career growth and progression. Therefore, our advice to employers is consider how you are marketing your positions. Contractors We saw in our 2020 Q3 survey findings that many businesses looked to Contractors to fill gaps in their teams while coping with the uncertainty in the market due to COVID-19. From recent discussions with our clients this trend is likely to continue in 2021. We particularly foresee an increase in demand of contract roles for Frontend/Fullstack Developers, DevOps Engineers and Data Analysts. As a result of the increase in demand, contract rates have been on the rise. With many large and SME organisations reverting to remote work this has opened the market up to all areas of Ireland. A big trend is seeing Contractors based in the regions now being able to work for the large organisations in the cities and receive the same rates of those based in the cities. Therefore, rates in the regional areas of Ireland have increased due to the remote access of new roles in the industry. All-in-all, we are optimistic about the IT jobs market in 2021 with plentiful opportunities across digital transformation, cybersecurity, MedTech, pharma etc. The roll-out of the vaccine should increase confidence and create further opportunities as the year progresses. Download our IT Salary Guide Ireland 2021 (PDF)

W1siziisijiwmjavmtivmjevmtyvntkvntyvzwqzmjq3ngqtoda3mc00ytnhlweyzjcty2flyjq4owmymdm0l0fkb2jlu3rvy2tfmzi2nte2odi1icgxks5qcgvnil0swyjwiiwidgh1bwiilci0mdb4mjywiyjdxq

Salary Guide 2021

Salary Guide 2021

  Download - Salary Guide Ireland 2021 (PDF)     Executive Summary From Adie McGennis, CEO   We thought we had seen it all! If someone said in January; that most of us would fundamentally change the way we work (possibly forever), that some markets would be down over 80%, that we’d all feel awkward when not wearing a mask, that we couldn’t meet any clients or candidates for most of the year, that international travel would be nearly impossible, and that in Ireland record levels of employment would turn to record levels of unemployment in a few weeks; you would probably expect a more volatile salary comparison guide at the end of 2020. Indeed, the personal and health toll for many puts business considerations in context, so we wish everyone well, good health and wellbeing.   Obviously, some areas suffered more than others and many areas even thrived, but overall, the stability in professional salaries may be the remarkable aspect of 2020! Generally, in volatile times temporary and contract work increases and this was very much the case in 2020. Many companies had to deal with a rapidly changing landscape in terms of their market, remote work, government supports and varying degrees of lockdown. Progressive companies hired professionals on a temporary or contract basis, and even on a remote basis, so demand and rates did increase for contractors in areas such as IT. We see this continuing even as the rate of change is slowing and hopefully stabilising. For some years now, we have been talking about career plans being fluid and dynamic, and flexibility and contracting increasing. This definitely took a leap forward in 2020.   Sector wise, life sciences, including pharmaceutical got increasingly busy throughout the year and from R&D to manufacturing to distribution, this looks set to continue growing for the next few years. Financial Services was more challenging, as their market and way of work changed so quickly. Certainly, towards the end of the year it seems to be stabilising. At the end of 2020 Brexit is again looming and Dublin’s and London’s financial services will experience change and opportunity as well as challenges, for at least the next few years. Construction really slowed in 2020, but again steadily picking up in last few months, as general demand returns but also the way construction sites work has evolved.   As a group generally SMEs in Ireland handled the craziness really well. Agility, pivoting and bootstrapping seemed like management school concepts until out of necessity, many businesses changed their model, their cost base, their strategy, and their mentality very quickly to go from Survive to Thrive in a few months. So many inspirational stories. They deserve the opportunities that we hope an improving landscape will present.   So, our outlook for Ireland in 2021 is positive. There will be more challenges in coming months, but we are optimistic that the general picture will improve. From a national perspective the short-term funding required will necessitate strong budget management in coming years to enable businesses to grow back. Ireland still carries a lot of debt and politically there may be pressure to increase public expenditure beyond sustainable rates. But as long as we get this right, we have every reason to be optimistic and put 2020 down to learning experience.     Download Salary Guide Ireland 2021 (PDF)     Salary Guide 2021 by department Accountancy & Finance  Construction & Property Services  Financial Services HR Insurance IT Legal & Compliance Life Sciences Manufacturing & Engineering Marketing Multilingual Office Support Sales Supply Chain  

W1siziisijiwmjavmtivmdcvmtavndmvmduvndk5l0jlcnrpzsbcdtawmjygum9illboryjdlfsiccisinrodw1iiiwindawedi2mcmixv0

BCIBC CEO event with former Taoisigh John Bruton and Bertie Ahern

BCIBC CEO event with former Taoisigh John Bruton and Bertie Ahern

Sigmar CCO Robert Mac Giolla Phadraig interviewed former Taoiseach Bertie Ahern as part of the "Boston College Ireland Business Council Global Leadership Symposium" which took place on Dec 3rd. This was followed by an interview with former Taoiseach John Bruton, by Dr.Robert Mauro from Global Leadership Institute at Boston College. Both former leaders shared their thoughts on their term in office as well on the current political and economic landscape on issues such as Brexit and the US elections. This exclusive event was attended virtually by over 200 CEOs from both sides of the Atlantic and was the first time the event was held virtually. Born from partnerships formed during Boston College's college football game in Dublin in 2016, the BCIBC has grown to become a key business artery between Ireland and the US. The BCIBC is seen as the EU chapter of Boston College’s CEO Club, the second largest CEO forum in the world, next to WEF in Davos. This is the 6th instalment in our Global Leadership series and to date, we have welcomed over 2000 global CEOs to our bi-annual symposia. Previous speakers have included former heads of state, Ministers, Congressmen; Dermot Desmond, Willie Walsh (CEO of IAG); Denis O'Brien; Mike Mahoney, CEO of Boston Scientific; Pat Ryan, Chairman of AON; Andy McKenna, Chairman of McDonalds, Siobhan Talbot, CEO of Glanbia and Paul Coulson, Chairman of the Ardagh Group. Find our more: www.bostoncollegeirelandbusinesscouncil.com