Minimizing employee turnover is always a top concern for employers. How can you ask interview questions to identify candidates who have long-term career development plans with your company?
5 QUESTIONS TO EASILY DETERMINE A CANDIDATE'S COMMITMENT POTENTIAL
1. WHAT DO YOU KNOW ABOUT OUR COMPANY?
Not all candidates will take the time to research your company, even if most of the information is easily found online. Therefore, ask this question at the beginning of the interview to determine if they are genuinely interested in your business.
A detailed answer providing background information about the company's history, products/services, core values, or competitors will reflect the candidate's careful preparation for the interview. Conversely, if they give a general answer that fails to provide any useful information, it's clear they aren't interested enough in the position to have taken the time to learn about it.
You can always ask more questions, such as comments on the company's website or the quality of its products/services, to determine what your candidate has prepared.
2. WHY DO YOU THINK THIS JOB WILL BE BETTER THAN YOUR PREVIOUS JOB?
There's always a reason why they leave their old job, and there are also one or more outstanding factors that make them think the position at your company is a better choice. This could be about finances, the work environment, learning opportunities, or advancement.
If they can't give a convincing answer to this question, it's likely they're applying for every position related to their previous experience, and you're just one of the recruiters who have contacted them.
3. WHAT IS YOUR IDEAL WORK ENVIRONMENT?
Work culture fit is a crucial factor in determining whether a candidate will stay with your company long-term. Don't forget to ask about this, as their answers will help you determine if they feel comfortable with your company culture and work environment.
If you have a busy office with an open space, a candidate who prefers a private and quiet workspace will find it difficult to adapt. Similarly, a candidate who tends to focus solely on work will find it hard to integrate into after-work activities or events.
4. WHAT IS YOUR PERSONAL WORKING STYLE?
Understand their individual work style to ensure they can adapt to your current workflow. Hiring a candidate who values independence can create challenges in a team that is typically collaborative. Furthermore, if your candidate prefers specialized work and stability, they may struggle to thrive in a startup company that demands flexibility and multitasking.
5. Do you have any questions for us?
This question may be old, but it's still incredibly effective in an interview. A candidate who truly loves the position will ask many questions to learn more about the job details. These questions might relate to their responsibilities, department, company culture, and the company's future development direction.
On the other hand, the answer will also reflect the candidate's primary concern. Are they curious about their suitability for the job, or are they only interested in the salary, bonuses, and benefits?
Besides questions to assess the candidate's professional skills and suitability, don't forget to ask the questions above to ensure you have the necessary information to help you make the best decision after the interview.
Source: adecco
