5 interview questions to tell a great candidate from a good one.

While verifying a candidate's skills seems like the core of an interview, it's just the tip of the iceberg. Today's interviews delve into a candidate's personality, maturity, and cultural fit.

This becomes even more crucial for senior positions, where a single hire can significantly impact the entire company.  Asking the right questions during the final stages, when shortlisted candidates appear equally qualified, can make all the difference.

Beyond identifying the best person for the job, your interview questions reflect your company's values. This, in turn, influences everything from employee onboarding and retention to overall team productivity.

Here are some key questions to consider for your next final interview.

If we hire you for this job, what goals will you set for yourself?

This common question goes deeper than it seems.  It's a window into a candidate's foresight and ambition.

Their goals can tell you a lot about their potential contributions to the role and the team.  Are they motivated for the long term? Does their vision align with the company's direction for the position?

By listening closely, you can assess their drive and whether they're a good fit for your company's trajectory. 

What is the first thing you would tackle in this position?

This question is crucial for final interviews. A candidate's response reveals their grasp of the role's complexities. It also sheds light on their initial priorities and, most importantly, provides a glimpse into how they would approach the job from day one.

What isn’t on your CV that is important for me to know?

Resumes may be tailored to specific roles, but valuable skills can lurk beneath the surface.  These transferable skills, often unrelated to the exact job description, can be a goldmine for growing companies.

By looking beyond the resume checklist, smaller companies and startups can discover candidates with diverse skillsets that fuel growth during critical stages.

Can you outline an occasion when you failed to reach your goal?

This question isn't just about past mistakes; it's about finding about a candidate's level of self-awareness and whether the lessons from this failure can prevent a recurrence.

Candidates who shift blame might not have the capabilities to take on responsibilities and challenges head-on.

Rather, seek out candidates who, despite setbacks, persevered. They view failures as stepping stones, not dead ends. Their responses will reveal a growth mindset, fueled by hard work and patience.

What area are you working on to improve yourself?

Highly motivated individuals constantly seek ways to enrich themselves. For example, the pandemic's lockdown provides a unique lens into this drive. Did the candidate leverage this time for self-improvement?

Those who volunteered or acquired new skills demonstrate a proactive approach to growth. However, candidates who focused solely on leisure activities during this period indicate that they might be passive about self-improvement.

Interview questions reflect a company’s priorities, and knowing the qualities your candidates possess can make the difference between a good potential team member and a great one.

Searching for the best talent in the Building & Construction industry is not a piece of cake either. You want to find a great cultural fit for your company meanwhile also a professional with the relevant skillset and experience. We have a short guide for you on how to assess the technical competency of engineering candidate for your help!

You can also give us a call! We will help you in the search for perfect professionals for your projects!