Let’s admit it, if you’re on the outside of the hiring process it might look like the work of finding work is overly complex, confusing and arbitrary. And you know what? You’re right! Luckily, the questions candidates want to know are easy for you as the hiring manager to prepare for.
The process can be confusing to candidates and even hiring managers themselves. It requires more engagement, clearer expectations and improved communications between employers and candidates. In order to land the best candidate, the hiring manager needs to do their homework too. Although candidates should be prepared to answer the tough questions from you, we've curated a few questions great candidates want to know during the hiring process.
1. What do you enjoy most about the company?
Believe it or not many candidates want to know what their day to day life would be like at your company. Not all young candidates are looking to job-hop. In fact, many young recruits are looking for a long-term career and company but often feel it turns out to be the wrong fit, or they are overlooked for growth.
Asking this question can help candidates see if they would fit the company culture. If you want to land a great candidate, when you’re asked this question you need to answer honestly, with a reason that truly means something to you personally. “Companies, like job candidates, are putting their best foot forward during the interview process, often highlighting all of their corporate perks. By asking every person you interview with what they like best about working at the company you’ll get a better sense of the perks that people regularly experience versus the perks that live only on paper,” explains Sherry Dixon, a senior vice president at Adecco Staffing US.
“If the interviewer responds that they love how they can make their yoga class each night and log back into work from home if needed, then you know the company takes work-life balance seriously,” she explains. All of this translates into giving the candidate a sneak peek into your company culture.
Helping candidates understand the positives could give them some really interesting insight into the company, how they treat their employees and a taste of what motivates the people who work there. Plus, it shows that they have done their research (which is always an impressive sign)!
2. Why did the last person leave? "Do you see any reason I might not be a good fit for this position?”
Another way candidates can assess their own fit is finding out why you're hiring them in the first place. It's ok to not give every detail of why an employee didn't work out. Maybe it was culture fit, timing, or an array of reasons. The takeaway here is to practice transparency. It helps candidates understand a company's values and what they want from their employees.
It may seem counterintuitive to inquire about potential flaws during an interview, but it’s actually a great thing to bring up at the end of the interview. This gives the candidate an opportunity to know that the interviewer is thinking and gives them a last chance to clarify any misconceptions they may have or elaborate further on an important point that might have been missed.
This question shows that your candidate is not afraid of critical feedback -- in fact, they welcome it. Interviewers tend to make note of red flags -- whether it be something on a resume or something a candidate said. This question gives the green light to ask about any of the things that are holding you back from being 100% on board with hiring them.
3. What tools and communication will I be using in this position?
Candidates not only want to know what their day to day life will entail but also if they will be considered an investment by the company. Oftentimes employees want to continue to excel and help the company grow. It’s important that the company has properly invested in the work someone is being hired to do. Investing in the right tools and training can seem like a lot up front but can provide long-term benefits to the individual and company.
Going through the normal routine and process for projects with a candidate will be helpful. It helps give them insight into the small details of company culture and how they will be expected to communicate and conduct themselves. Whether it's emailing, text, phone calls, meetings, or video conference, how someone answers this question says a lot about their style and how they run their department. If two people have very different styles of communicating they may not be a good fit to work together.
4. Newsworthy Topics from The Media
An interviewer/hiring manager and anyone in-between should be aware of any buzz that’s going on about their company and be prepared to speak to specific comments. You need to be prepared to address negative comments in the interview with ease and confidence in order to quell any negative feelings from the candidate.
5. What was the biggest challenge in this job?
If you’re asked this question, it’s important to be as transparent as you can be with candidates, after all, if they end up being hired, they will be experiencing these struggles to some degree. If the previous person left the position because it was a challenging situation or there were difficult personalities involved, it’s better to be upfront with the person you’re interviewing. In the end, candidates are going to have a better experience knowing whether a job is right for them if you can be transparent with them, and it will also help you to figure out whether you have a good match for the role.
For candidates, a question like this indicates that they are already envisioning themselves in the role and thinking through a plan of attack, should they land the gig. It's also a sign that they are well aware that no job comes free of roadblocks. It shows that not only are they not afraid to deal with those challenges, but also well prepared for them. The response a candidate receives should help them better understand some of the less-than-ideal aspects of the job -- difficult colleagues, bureaucratic processes, internal politics, and so on.
When the employer is able to answer these questions smoothly and easily it makes finding the right candidate that much easier. It also helps candidates feel at ease because there is a level of transparency and values can be seen.
Rather than going through the normal interview routine try preparing for these questions during your next interview. If you're looking for even more tips during hiring season subscribe to our newsletter. If you want to know to hire the right fit and increase employee retention, schedule a time to chat with a ProSky expert. We want to take your company to the next level with ease!