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The principle of asking questions during recruitment is to allow prospective candidates to provide suitable facts to make the selection decision easy. This gives the interviewees the chance to reveal their analytical abilities and job knowledge.
The questions posed should reveal critical insights into their values, goals and aspirations. Therefore, the interviewer must expect to hear more from the candidates.
A candidate's assessment usually focuses on the emotional and functional aspects. Before attending the interview, candidates must be well prepared and have researched about the company, roles and responsibilities and compensation. The only factors which they cannot gauge from outside are the company culture, mission and vision, values, and leadership and working styles. In this scenario, it is better that the recruiter asks the candidates the following questions: How would you define corporate culture? How good are your leadership skills?
To gauge each candidate's professional accomplishments, the interviewer should ask: How long have you been with your company? What initially attracted you to work? This type of approach will create a scenario for the candidate to express accomplishments and contributions. Create a setting that allows you to measure the candidate's interest level in your company by clearly observing his responses.
For instance, you may also ask: Give us some tips to make the company unique. What do you feel accounts for your company's success? Are employees stimulated to assume tasks beyond their job descriptions? Do you expect them to follow adherence to the work instructions? What type of mentoring programme prevails in your company?
There are obviously a lot of ''emotional'' questions to ask potential hires that can get them engaged during the interview and for them to gain a more accurate picture of your company.
• Hire people who share the same values as your company
• Determine the candidate's purpose that fits your business
• Ensure to check candidates' qualifications and experience
Here are some common recruitment traps to avoid
Source: Dr. Pon Mohaideen Pitchai, Special to Jobs & Careers
The writer is a Dubai-based HR and Management Consultant