Interview Questions List

For an employer, having an interview questions list to work from makes good sense. This strategy can help to select the best candidate for an available position.

Ask the right questions to get the best employee.

When you get to the stage where you are interviewing candidates for an opening in your company, you will be meeting a number of people. All of them have stood out from the pack when their resumes were reviewed as part of the initial screening process. You want to give each candidate an equal chance to impress you with their answers when you sit down for a face-to-face meeting, and having a standard interview questions list is a way to do so.

When each person who you are interviewing is asked the same series of questions, reviewing and evaluating each candidate is a much easier process once the interviews have been completed. Be sure to make notes as the candidate answers or take a few minutes immediately following the interview to jot down your impressions of the person and how well they responded to the questions on your list. If you have a number of candidates to interview, it may be difficult to recall each person distinctly. Your notes will help you remember each person and help make the selection process easier.

Its a good idea to make up a separate interview questions list for each position you are trying to fill in your organization. Some questions will likely be general in nature, while you will want to be sure to ask the candidate some that are more focused as well. When you are writing interview questions, look at the job ad for the position to get some ideas for topics that you want to cover.

Here are some topics you will want to cover in your interview questions:

• General information about the candidat: This gives you the opportunity to listen to not only what the person is saying but how they present themselves. You are looking for a person who answers your questions thoughtfully and with confidence.

• Previous employment: One of the things you want to find out from the candidate is details about their employment history. Advertising available positions, hiring and training new employees is a costly investment for companies, and you want to find someone who is able to commit to a position for some time rather than changing jobs frequently.

• Strengths and weaknesses: A person shouldn't have too much trouble telling you the traits that they consider to be strengths, but listen carefully to how they describe their weaknesses. A person who claims not to have any is not being realistic. The candidate who has acknowledged areas where they can improve and taken steps to overcome them or developed strategies to compensate for them is someone that is worth considering as an employee.

• Interpersonal skills: Having the right education and experience to perform the duties of the job is only part of the equation when you are trying to hire someone. The candidate's ability to take direction and interact with supervisors, coworkers, and possibly the public also play a part in your decision. Make sure you ask questions that will give you some insight into the person's ability to communicate effectively.

• Job Related Questions: Some of the entries on your interview questions list should be about the specifics of the position you are interviewing for. If the job ad describes your "wish list" for the position, you want to ask questions that will help to determine how close the candidate comes to having all the skills and experience that you are looking for.

Job-related interview questions can include asking specifically whether the candidate has knowledge or experience in a certain area. You can also ask an open-ended question that requires the candidate to describe how they responded to an issue on the job to get an idea of the person's resourcefulness and ability to deal with situations calmly and rationally.

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