Human Resources Help

The Top 5 Interview Questions For Employers To Ask

Making a decision on whom to hire during the job interview process isn’t an easy task. Finding and hiring the best candidates starts with asking the right interview questions. The five questions highlighted below are some of the top interview questions for employers to ask during an interview.

These questions can definitely help you to better assess whether the job applicant that you are interviewing is someone you’d want to hire.

1. We all make mistakes on the job. Share with me 2 mistakes that you have made in your current or past job. How did you resolve these mistake(s) and what did you learn from the mistake?

Why Ask This Question?

Even the best workers make mistakes. The question requires the job applicant being interviewed to use specific work related examples that highlight their ability to acknowledge that they have made mistakes. It also demonstrates the applicant’s ability to problem solve, fix mistakes and make decisions under stress. In some circumstances, mistakes can’t be fixed. Whether a mistake is “fixable” or not, the question also gives you the opportunity to understand what they have learned from the mistake. The answer should demonstrate that in some way, the mistake became a learning experience, which allowed the employee to do a better job when faced with a similar situation in the future.

2. Asking a Hypothetical Question: It’s been 2 years since I hired you in the (role). When you look back on your job responsibilities, in what ways would you measure your success in the role?

Why Ask This Question?

This is a “hypothetical” question that you should ask, after you have clearly explained the job responsibilities and expectations to the person being interviewed. The goal with this question is to determine how well the interviewee understands your job requirements for the role and to get the job applicant to share with you how they can specifically add value to your job based on their overall experience. You’ll also gain some insight on the level of experience the job applicant has based on their ability to apply concrete “hypothetical” accomplishments based on the requirements of the job.

3. If I were to contact your current supervisor today for a reference, what would he/she say about your work performance, attention to detail, and commitment to the job?

Why Ask This Question?

This question can give you a sense of how honest and “self aware” the candidate is about their work experience. I often use the candidates’ response as part of my reference check. For example, if the candidate states that “my current supervisor will say that I was a dedicated worker who was always on time, worked hard and excelled at all tasks”, when calling to check the actual reference, I will share the employee’s feedback with their employer and then ask that they confirm the employee’s assessment of their skills. This is also a good time to ask the reference to provide specific work related examples that support the applicant’s assessment of their job skills.

4. Share with me 3 work-related examples that support your statement that you have strong customer service skills?

Why Ask This Question?

Many applicants will tell you that they have “strong” or “excellent” customer service skills, but the “proof is in the pudding”. Asking for specific work related examples that support their statement, will give you a very clear sense of your potential hires’ interpersonal skills and how they perceive and treat customers or clients. You can interchange “customer service” with any job related task that you would like to learn more about.

5. Based on what you know about this job, what is it about your past or current work experience that makes you the most qualified person for this position?

Why Ask This Question?

This question requires the job applicant to give real life examples of their specific experience and skills sets and how this experience can be applied to the job that you are hiring for.

Preparing for the job interview in advance, including asking the best interview questions will allow you to fully assess a job applicant’s overall experience and help you to hire the best candidate for your job.

Get more tips on interviewing, hiring, managing and engaging your employees. Dianne Shaddock is the President of Easy Small Business HR, Employee Hiring and Managing Tips and the author of the eGuide, “How To Supervise: What Your Boss Never Told You Before You Took the Job“, A Step-By-Step Guide For New and Seasoned Managers.

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Telephone References Versus Written References: Pros and Cons

Transcript of ESBHR Podcast 13: Checking Telephone References Versus Written References

Listen to the audio.

It’s the first day of August as of the taping of this episode, and I’m preparing for a family reunion that we’re hosting in Massachusetts this year.

I also have several house guests, including my 8 year old niece and her Dad who flew over from Iceland to participate in the reunion.

I promised my niece that I’d play with water balloons with her as soon as I’m done recording this podcast, and although I told her that I need some quite time, she’s a bit anxious for me to come out and play!

My niece is making sure that I get some work/life balance today!

So, I’ll jump right in with a few helpful tips on the pros and cons of telephone versus written references starting with telephone references:

Telephone Reference Pros:

1. You are able to ask very direct questions and listen to and more fully assess the references’ responses to your questions. You can really learn a lot by listening to a person’s tone that you would never be aware of if you are reviewing a written reference.

2. You are able to ask follow up questions based on those responses that you may never have thought of asking before that will give you additional insight into your job candidate.

3. When speaking to someone on the phone, you can build a rapport with them; even in a short period of time.

4. You often obtain more detail when speaking to someone on the phone.

Telephone Reference Cons:

1. It’s oftentimes hard to reach people by phone. Phone calls from strangers are sometimes seen as an interruption at best.

2. If you are calling someone in a different time zone, finding a time to speak to each other can present a challenge.

3. There is no real way to verify that the person you are speaking with is really who they say that they are.

Now, onto the pros of Written References:

Written Reference Pros:

1. Many job applicants often have written references already prepared in advance of the interview so you are able to get some insight into the applicant early on in the process.

2. Many written references are often full of detailed information about the applicant.

Written References Cons:

1. Written references become dated very quickly and many candidates don’t obtain updated written references.

2. There may not be a way to verify that the reference is who they say that they are without calling to verify that person’s name and position within the company. You still have to trust that the person is who they say that they are, similar to telephone references.

In general, my preference is for telephone references. I find that it is easier to verify that I’m placing a call with a legitimate company and, I have an opportunity to ask follow up questions, as well as listen to the reference givers’ vocal expression’s during the call. I find being able to do this extremely helpful.

It doesn’t mean that you shouldn’t accept written references, but you should insist that any written references be recent, and you should verify the references with a follow up phone call. Most written references provide a telephone number encouraging people to call with any additional questions.

That’s it for today!

I’d really appreciate it if you found this podcast and others in the series helpful if you’d give me some feedback!

Feel free to send your feedback to : Feedback@easysmallbusinesshr.com.

You can also leave comments or testimonials on the easysmallbusinesshr.com website, or at iTunes at http://bit.ly/ratehr.

It’s time for my water balloon fight! Have a great day everybody!

Dianne Shaddock is the President of Easy Small Business HR, Employee Hiring and Managing Tips and the author of the ebook “How To Supervise: What Your Boss Never Told You Before You Took the Job“, A Step-By-Step Guide For New and Seasoned Managers.

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The Five Traits of Successful Supervisors– Revisited

Here’s a post from over a year ago that I’ve pulled out of the archives and dusted off for your review based on visitor requests for management tips!

I’ve worked with dozens of supervisors over the last several years and have found the five traits that follow to be consistent behaviors with those supervisors whom I considered to be the cream of the crop.

These are the leaders who consistently receive high praise and respect from their employees, even when they make decisions that their staff do not agree with. Why are they so successful when it comes to managing employees?

Check the following five traits of successful supervisors to see if you are already incorporating these best management practice tips:

1. Understands that Communication is Key. Provides Ongoing Feedback

Successful supervisors regularly communicate with their employees by offering praise and appreciation freely for a job well done. These supervisors also provide direct feedback and outline expectations to employees who aren’t performing well or who need extra guidance and support.

2. Listens to Employee Concerns

Successful supervisors have an open door policy when it comes to their interactions with employees. Yes, they are busy, but they make sure that their employees understand that their concerns are a priority.

3. Deals with Difficult Employee Issues Immediately

Great supervisors don’t put off having difficult conversations when things go wrong, regardless of the issue.

4. Acts as a Mentor

Understands the importance of giving employees the opportunity to grow and take risks. A strong leader is not afraid to provide access to career development opportunities.

5. Is Fair But Firm

The best supervisors always treat employees fairly and respectfully and never show favoritism to some employees over others. These supervisors are not afraid to make difficult decisions even if their decision makes them unpopular.

If you recognize your management style in this list of five traits, congratulations! If not, we all have areas for growth or improvement. Use this as an opportunity to grow and develop as a manager.

Dianne Shaddock is the Founder of Easy Small Business HR, Employee Hiring and Managing Tips. Through the Employee Hiring and Managing Tips podcast, blog, and weekly ‘quick tips’ e-newsletters, Dianne offers expert advice on how to make better hiring decisions, manage difficult employees, develop employee policies, motivate staff, and so much more. No stuffy, corporate HR policy lingo; but straight forward, easy to understand and implement advice for businesses just like yours. Stay ahead of the curve and go to Easy Small Business HR for more tips on how to hire and manage your staff effectively.

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ESBHR Podcast 14: The Best Reference Questions To Ask For Maximum Results

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In this episode, I’ll share with you a list of core reference questions that you should ask about your job candidate and why employment reference check questions are important.