Talent acquisition is an ongoing process for any business. For that reason you need to make sure that you have the right team and processes in place to find and hire highly qualified candidates.
While it can seem straightforward to interview potential employees, you may not be asking the right questions.
Here are some questions you should focus on and why they can yield desirable results.
Professional Strengths and Knowledge
A significant part of talent acquisition is making sure that candidates are qualified for the position. Resumes can only give you part of the whole picture. You also need to dig deeper to see how well a person understands the business and the role he or she will perform.
Here are some sample questions to use:
- What are some of the current trends in our industry right now?
- What are five things you learned while working at your last company?
- What have you learned in your previous role that could be helpful here?
- Do you have any insights on how your role here could be effective?
Overall, the goal here is to see not only how much a candidate knows right now, but how far he or she has come along. Also, candidates that are enthusiastic about learning new skills are going to be much better for long-term employment.
As the saying goes, “the best-laid plans always go awry.” Although failure and setbacks are inevitable, you need employees that can adapt to changing situations.
This next set of questions can help you separate candidates that can overcome challenges and those who will crumble under pressure.
- What were the biggest challenges you faced at your last job and how did you adapt?
- Name a time that you failed in your previous position and how you overcame the situation.
- Describe a time that you had to find a creative solution to a problem, either professionally or personally.
Qualifications can only address one side of a potential candidate. No matter how skilled a person is, you need to be sure that he or she will fit in with everyone else at the company.
Talent is the primary goal of talent acquisition, while personality is the secondary objective.
- How would your co-workers describe your work ethic?
- Did you ever get into an argument with co-workers at a previous job? What happened?
- What are some things you didn’t like about your co-workers at your last job?
- What expectations do you have from both co-workers and supervisors?
Build Your A-Team with Ease
Talent acquisition is more than getting people on the roster. It’s about building a championship-level team. The secrets to building yours can be found in our free resource The Ultimate Guide to Talent Acquisition. Get your free copy here >>