As with other things in life, we sometimes do something because it’s the norm. But how is it actually helping us move towards our goal? Human Resource departments have been using roughly the same set of questions for most interviews, especially when it comes to behavioural/situational questions. But it is important to choose the right questions for an interview by understanding exactly what skills the candidate needs to possess in order to excel in that specific role or position.

Quality of Hire

The quality of hire is completely dependant upon the quality of questions which is asked. Quality is a chain process and the heart of the chain comes from the way you prepare questions. Companies such as Tophyre prepares questions dynamically from the community, furthermore these questions are vetted by the community, thus ensuring your company has a strong hiring ability and consistent top quality.Human resource personnel might not choose the correct questions to find top quality because there are just too many different kinds of positions and roles that no person can be an expert in all of them. The ability to readily have pre-built questions from the community, each being an expect in his or her own field, makes these interview questions an important tool that can be used to find quality candidates.

What does your company need?

Why are you looking for a candidate? What exactly does your company require? Once you completely understand what you are looking for ask questions specific to that. For example, if your company requires a personal assistant who should be proficient in MS Office. Ask the question, “how well do you know MS Office?”. Do not ask “What software’s are you familiar with?” If you are curious to know more about the candidate’s abilities outside of the job specs ask such questions towards the end of the interview just before wrapping up.

Candidate’s loyalty towards the company.

In this day and age, it is not often that a skilled employee stays at one company for more than 10 years. Don’t question the candidate’s loyalty before they even enter the company because they will just give a generic answer. Questions that probe the candidate’s loyalty becomes a waste of time for both you and the candidate.

Relevant Situational/Behavioural Questions

In the recruitment and hiring industry situational/behavioural questions have always been a part of the recruitment process. But ensure you ask the relevant ones. For example, a question such as “what do you hope to achieve in your career in 10 years?” cannot be asked to a fresher because they probably do not know most of the positions or opportunities available.

Generic answers

Candidates have become accustomed to providing generic answers. For example, the age-old question “what is your weakness?” will almost always be given a generic answer such as “Being a perfectionist” or “Always double checking my work” etc. Top tip: Figure out what would be a weakness for the specific role or position. For example, if the role requires the person to have attention to detail. Ask the question “Do you have the habit of double checking your work” or “How often do you pay attention to detail” or something along those lines. We hope this article has helped you to streamline and optimise your recruitment and hiring processes. For more information and for help in finding the 10% percent of talent for your company connect with

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