The most important questions to ask when hiring

When filling a role at your company or small business, you generally have a limited amount of time to get to know candidates. Indeed suggests doing between 2-3 interviews before settling on a candidate. During the time of the interview, or a series of interviews, you need to maximize the value of that time by asking the right questions to judge whether a person is the right fit for the role. The following are questions you should always ask a candidate.

What do you know about our company and why are you interested in this job?
Here's a quick way to determine whether someone has done their homework. Not only that, but you'll be able to find out whether they're going to be thorough and prepared in their job based off of this. Perhaps they're not an expert on your business, but they should have some idea of what you do. If they are in fact well versed on it already, well then you know you've found someone who goes above and beyond. This is a good sign you might want them on your team if the rest of the pieces fit.

Why they're interested in the job is another facet of this question that will open your eyes to more than it seems at surface level. Are they passionate about the field you're in? Are they looking to change careers? You'll see quickly how much they looked into the position based on their response.

Tell me about your current job and why you're looking to leave?
This is another multifaceted question. You'll learn about their current responsibilities and what they're capable of. But listen further. What kind of tone do they use when they're discussing their current job? Do they brush it off with an eye roll or call it toxic? Are they upset they need to be on time or stick to a schedule? Too overwhelmed with assignments? Or do they "hate their boss?" It's alright for them to be honest, and this answer should be taken with a grain of salt (considering you likely haven't met their boss or worked where they do), and it could be telling of a larger issue. However, if they say they're looking for growth opportunities, to make a positive change for their mental health or work life balance, or a better sense of company culture, this is a good indicator that even if their current work situation isn't the best they can keep things professional and not talk poorly about their employer.

Can you tell me about a time you didn't agree with a manager or colleague and how did you handle that?
This should give you an idea of how the employee handles conflict at work. Plus, you'll learn if someone might be too agreeable. This may sound counterintuitive, but in most roles you want someone who isn't afraid to speak up and share opinions. Having a "yes man" can lead you and your business down the wrong path because there is limited perspective. Certainly you don't want constant arguments, but depending on the way they answer this question, you should be able to tell if that would be the case. You want someone who is willing to push back in a respectful manner to provide potentially valuable ideas, and someone who can handle conflict in a professional way.

Do you have any questions for me?
Unless they were asking questions throughout the interview, it's unlikely that someone who is engaged, listening and interested doesn't have any questions. A good conversationalist will be able to come up with some, even if you covered the ones they were prepared for.

Some other interesting hypothetical questions suggested by recruiting company Robert Half are "If you noticed a decline in employee morale, what would you do to improve things?", "If you were the hiring manager for this position, what skills would you be looking for in a candidate?", and "If you had an opportunity to revise your early career path, what would you do differently?".

You'll also need to ask questions specific to the role you're hiring for, but these more general questions should give you an idea of a candidate's attitude toward work.

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