Advice for Hiring Managers: 4 Key Candidate Questions

Every new hire will bring change to your company. It’s inevitable. And it’s up to you whether the change will be positive or negative. We have compiled a list of non-traditional questions that often get overlooked for the more standard questions. Below are four things that should be considered during the hiring process:

1. Is the candidate a good person? Look for character.

Of course, it’s easy for the candidate to portray a squeaky clean image during a 45 minute interview, so try to ask the candidate some preliminary character-identifying questions is the first step to determine if they have the right attitude for your company.

An interesting unorthodox question that is suggested by HR Mogul Suzanne Lucas, to see the true character of an individual is to ask: “When is the last time you paid for someone else’s lunch?” The response to this question can provide a lot of information on the individual’s true personality.

If further information is required, a true character test can be conducted by researching the candidate’s social media platforms, it has never been easier to “stalk” someone anonymously, use it to your advantage, see the kind of photos and posts they share, it can be very telling about an individual’s true colours.

2. Will they help drive the office culture that you want to promote?

Protecting and maintaining a company culture should be the top priority of any hiring manager. Staff often drive the culture, so with every new candidate, it’s important to think about whether this person will promote or reject the culture. Are they passionate about your companies cause? Will they go above and beyond to find a solution to an issue? If there are any doubts, perhaps they won’t be able to go far with the company in question.

3. Are they competent enough to get the nitty-gritty jobs done?

A common recruiting mistake happens when companies place value on instant competency. By expecting too much too soon, there is a risk of overlooking promising candidates in the process. Initiative and agility are far more important than competence. An inexperienced candidate with a drive to learn is sometimes a better long-term investment than someone more skilled. Competency can be taught, however agility and initiative can’t. Find someone you can train and the company will reap the rewards for many years to come.

4. Would you spend time with this individual outside of work?

Is it important that members of your team meet up outside the office? Of course, as a good environment and chemistry in the workplace shapes productivity. So many hours are spent with our colleagues, if there is no chemistry, work becomes arduous and less gets completed. When team members enjoy each other’s company, it allows for unified collaboration and creativeness rather than running out of the door when its home time.