Interviewing a candidate for a position might sound like a simple task. After all, all you have to do is make sure they have the right skill set for the job description, right?
Quite the contrary. The process of interviewing candidates today extends well beyond measuring their abilities; it also delves into the candidate’s personality, maturity level and compatibility with a company’s culture. This is especially important at the final stages of an interview, where candidates are already neck-and-neck in terms of qualifications and skills.
If you’re looking to fill senior positions, your decision can have an even bigger impact on the company as a whole. Asking the right questions when choosing between two equally qualified candidates can save the company at least 30% of the employee’s first-year earnings, which can be a significant sum for startups and smaller firms on a budget.
Interview questions reflect a company’s priorities, and these very priorities should shape the questions below for better insights into the candidates, as well as how they will fit within the organisation and existing team. In the long haul, this will have an influence on all kinds of areas, ranging from onboarding experiences and retention to productivity.
Knowing the qualities your candidates possess can make the difference between a good potential team member and a great one. Here are some questions you should include in the final interviews.