What to ask is the question

“What are your strengths or weaknesses?” “How are you fit for this role?” These are some questions that are often repeatedly used by recruiters during the hiring spree. While one out of 10 candidates might give you an answer that leaves you awestruck, mostly the answers are also as repetitive as the question. Therefore, what is the right question to ask to judge a candidate’s compatibility with the role has become the question for most recruiters.

What do you seek out of this role?

To begin with, while you may already be stating your expectations for the role, it is important to turn the table around as well. Try to understand what the candidate expects out of the role. Delve deep into his/ her aspirations and vision and explore whether they align with your expectations. Do not simply impose what the role will entail. Rather, give the candidate the room to explore what the role means to them.

How can you make the company better?

Secondly, focus on the big picture thinking. In addition to discussing the day to day operations, talk about the goals at large. Understand how the candidate can contribute to making the company better. Do not ask if you can do this or that. Let it come from the client. Ask open-ended questions to understand their vision for the company.

How do you want to see your CV in 2 years?

Finally, instead of asking where do you see yourself in 2 years, ask what would you like on your CV. It is not only the position on the leadership ladder that matters. Certifications and other activities beyond the professional realm one indulge in are equally important. Therefore, try to uncover what value they aspire to add to their CV, rather than simply interrogating their career plan.

Additionally, have more unstructured and open-ended questions to encourage the candidate to share his/her views and perspectives.

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