Five MUST ASK Questions In Every Job Interview

Summary

This video offers five essential interview questions that can help you hire top talent for your business. The speaker shares lessons learned from years of interviewing, emphasizing the importance of researching the company, understanding past job responsibilities, setting clear professional goals, and aligning salary expectations. Additionally, candidates should ask insightful questions that go beyond transactional concerns. By asking these strategic questions, you can ensure a good fit for your team and foster growth. The speaker also introduces their book, which provides further insights into the hiring and onboarding process.

Takeaways

• 😀 Always ask candidates, 'What research did you do on ABC company?' to assess their preparation and commitment.
• 😀 A warm and welcoming interview atmosphere is crucial to understand the candidate's true nature and behavior.
• 😀 If a candidate doesn't do research on your company, it’s a red flag that they may not be fully invested in the role.
• 😀 When asking about past job roles, ensure the candidate gives brief, result-focused answers with clear responsibilities.
• 😀 Look for candidates who can link their past roles to specific results, not just vague descriptions of tasks.
• 😀 Asking about 5-year professional goals helps determine if a candidate aligns with your company’s mission and growth vision.
• 😀 Candidates without clear goals or who aren't interested in goal-setting may not be a good fit for a fast-growing business.
• 😀 Be transparent about salary expectations early on to ensure there’s no misalignment and prevent wasting time.
• 😀 The candidate's salary expectations should align with the role and the company's offer; excessive gaps indicate a potential mismatch.
• 😀 Ask candidates what questions they have for the company to gauge their level of curiosity and strategic thinking.
• 😀 Candidates who only ask transactional questions (e.g., about pay or time off) may lack deeper interest in the company’s long-term goals.

Q & A

What is the first interview question the speaker recommends asking every candidate?

The first interview question the speaker recommends is: 'So, tell me what research did you do on ABC company?' This question helps assess if the candidate has taken the time to research the company, showing their level of interest and preparation.

Why is it important for candidates to have researched the company before an interview?

Researching the company demonstrates the candidate’s interest, initiative, and preparation. If a candidate hasn't done any research, it could indicate a lack of commitment to understanding the company or the role they’re applying for, which is a red flag.

What should a candidate do if they are asked about their previous job responsibilities?

The candidate should provide a brief overview of their past three positions, focusing on the main responsibilities and the results achieved. This answer should be concise and highlight measurable achievements or outcomes, which demonstrate their impact in previous roles.

Why is it important for a candidate to mention specific results from their past roles?

Mentioning specific results (such as numbers or metrics) helps to validate that the candidate was genuinely responsible for those tasks and that they had a direct impact. It shows that they can deliver tangible outcomes, which is crucial when hiring for a results-driven role.

What is the most important question to ask a candidate, according to the speaker?

The most important question is: 'What are your 5-year professional goals?' This question helps determine if the candidate's goals align with the company’s mission and vision, and whether they are committed to long-term growth and success.

How does the speaker recommend integrating the company's mission and vision into the interview process?

The speaker suggests that the interviewer should clearly communicate the company’s mission and vision to the candidate before asking about their goals. This ensures alignment between the company’s objectives and the candidate’s personal career goals.

Why should a candidate’s lack of goals be considered a red flag?

If a candidate doesn't have clear professional goals, it suggests they may not be motivated or driven to contribute to the business’s growth. A candidate without goals is less likely to align with the company's objectives and may not push themselves to excel.

What role do salary expectations play in the interview process?

Salary expectations are crucial because they clarify the financial alignment between the candidate and the company. A mismatch in salary expectations could indicate that the candidate is not a good fit for the role, as the company and the candidate may not be on the same page regarding compensation.

How should a candidate approach salary expectations if they differ from the company’s budget for the role?

The candidate should openly discuss their expectations while remaining open to negotiation. If the expectations are higher than the company’s budget, there may be room for adjustments or incentives, but it's important to address this early in the interview process to avoid wasting time.

What is the significance of the candidate’s questions during the interview?

The candidate’s questions reveal their curiosity and level of interest in the company. Good candidates will ask strategic questions about the company’s culture, vision, and role expectations. A lack of questions, or only transactional questions about benefits or salary, signals a lack of engagement or fit for a growing business.