Hiring new employees can be a time consuming process. While you can outsource the verification of credentials and past employment to a background check services company, you still need to dig deeper into each candidate’s history and personality to make the best hiring decision. Employers usually do this over the course of one or more interviews, and extracting the information needed to determine the best person for the job takes practice and finesse. Consider the following 15 questions you should always ask.
Employment History Questions
We wrote about fictitious past employment history in a recent job post. Asking questions like these can help you identify common falsifications. If a candidate gives a vague response, refuses to answer, or provides unverifiable information, it should raise a red flag.
- What were your responsibilities on a typical day at XYZ Company?
- Why did you leave your job at XYZ Company?
- Who else, besides the given reference, can vouch for your performance at XYZ Company?
- We always conduct pre-employment screening on job applicants. Does this concern you?
How a candidate behaved in the past is often the best indication of future performance. Behavioral interview questions can help you determine how they are likely to handle typical job challenges such as coworker conflicts, constructive criticism, and opportunities for growth.
- Tell me about a mistake you made at a past job. How did you correct it and what did you learn?
- Tell me about the last time a coworker or client became angry with you. How did you handle the situation?
- Tell me about the toughest decision you had to make on the job in the last year. How did you go about it?
- Tell me about a time you knew you were right but still had to follow your supervisor’s orders. What did you do?
Personality and Culture Questions
Honesty, self-awareness, values… if a new employee is going to succeed at your company, he or she must possess them all—and the latter must mesh with your corporate culture. Asking questions like these can help you find the best fit.
- How would you describe the perfect job?
- What motivates you?
- What frustrates you?
- Have you ever worked for a really great boss? Tell me about him or her.
- When I contact your last supervisor and ask about skills you should improve upon, what will I learn?
- Where do you see yourself in five years?
- Why should we hire you?
Employment Background Checks are essential. Without them, you open your company up to the possibility of negligent hiring lawsuits—which are likely to devastate your reputation and your business bottom line. However, it’s up to you, as a hiring manager, to use the interview process to determine which job candidate is best for the position and your culture once Advanced Research Systems has uncovered any unknown facts.