Interviewing may seem like a no-brainer–you simply ask whatever comes to mind as the most relevant question to the position or your company.
But in reality, interviewing is much more than going off the cuff or worse, reading off of a list of generic interview questions. Interviewing requires you to keep up to date with the values and needs of the employees you are looking for, as not doing so can result in a bad hire, which can cause a lot of trouble for you and your company.
So to get you thinking about updating your interview questions, here are 3 questions you should be asking yourself when it comes to the interviewing process:
1. When was the last time you updated your interview questions?
First things first, if you aren’t asking yourself this question regularly, then you ought to start doing so.
Sure, some interview questions are classics, such as “What do you know about our company so far?,” or “What questions do you have for me?” But beyond that, your interview questions should be updated frequently. If you’re still looking at that word document for Gen X’s from Windows 95 or before, then it’s probably time you start considering questions for recruiting Millenials, or even the up and coming Generation Z.
2. Are you asking about social media and technology?
If your company is now heavily relying on technology or has the made the jump into social media, your interview questions should reflect that. Consider asking questions like:
- “Have you used social media in your current job? If so, how?“
- What kind of social media policies do you expect from the company you work for?”
You may even want to consider preparing yourself to answer a few of the interviewee’s questions about social media.
3. Are you asking for specifics?
Asking about specifics is certainly not new. But as your questions begin to get outdated, they also are likely becoming more generic as your company evolves.
Here’s what you can do:
- Ask questions that require the candidate to specifically state how a certain job experience can transition well with your company. Such as: “Give me a specific example of how you have excelled as a team player.“
- Assess cultural fit. Ask questions that help you gauge specifically what a candidate is looking for in your company. Such as: “Describe the work environment or culture in which you are most productive and happy.“
- Don’t forget to explain your cultural fit, and most importantly, don’t wing it.
Asking yourself these questions can do a lot to make sure that you are getting the right people and the best talent around. If you have any questions or comments, connect with us on Facebook or Twitter. We’re always happy to hear from you!