Probably important to note what NOT to ask candidates as well. Some very good feedback on here regarding questions that will help you identify the right candidate, but if you are new to handling the recruitment processes, you may want to research questions you want to steer clear from. I always throw this out there for the entrepreneur who may ask what seems the most innocent of questions that can turn into a disaster both legally an financially. Best advice from someone with HR compliance always on the brain.
One of the recent interview questions that I was asked was: "What in your experience and background has led you to believe that you're ready for a position such as this?" Now, while we may ask that exact same question in many, many ways this was the most direct way in which I have ever been asked. I liked because it provided some insight into the interviewer and their personality as well. Hope that helps!
Many of the respondents on here talked about looking for go-getters. Frankly, if you need people that will do what you need done, they might not have an adventurous spirit. Many great workers like to have expectations they match and if that's what you need (followers) make sure to look for those qualities.
Sorry to seem like a wet blanket, but not everyone in an organization needs to be Type A personalities.
It all depends on what you are asking them to do. For example f you are hiring a telemarketer the two main criteria are: is the person flexible (and you test for this) and, are they bothered by rejection? The founder of Southwest Airlines hired only on the basis of the person having an outgoing enthusiastic personality, without considering anything else.
I have a question I've developed over the years: what are your "four buckets" at work? By that I mean:
1. What do you love doing whether you get paid for it or not?
2. What are you happy doing and you get paid for it so it's a bonus?
3. What are you willing to do because you're getting paid?
4. What are you not willing to do even if you get paid?
I find that if they have taken any time to think about things like this, they will know themselves and their capabilities a bit better and will be able to better align their skill set and passion with the position.
I just wish it hadn't take me so long to figure out my buckets!
I love interviewing people, and I love asking them questions that have no 'right' answer, such as:
* What talents would you bring to this organisation that would add value to us (this tests whether they have done any research about the company at all)
* If I was to ask the person closest to you what is your most irritating trait, what would they tell me. (always gets an interesting reaction) ann
What would the job description be of your ideal position?
One key component that I have discovered with interviewing over the last 10 years is you have to be willing to probe or dig deeper within the initial answer. I agree with doing Skill/Behavioral assessments but these are people you are interviewing not just numbers, and with that you still want to get an overview of the candidate to determine whether he or she is a good fit. You can even use the assessment to ask further questions on their skills/behaviors but surely shouldn't be the core foundation.
It's essential to get a clear understanding of your ideal candidate.
What qualities would you like for them to have? How much experience? and as one of the gentleman stated use that as your benchmark in which you frame your questions as well as your job description. I particularly like "Tell me about a time..." or "How would you handle..." Once again depends on what characteristics your desiring to uncover that frames your questions.
Your question is a bit vague. A lot depends on what type of role you're hiring for. Do you have a job description and are you clear on what key competencies you'd like these individuals to have? When interviewing you should never ask "closed" questions that can be answered with a "yes" or "no" answer as it leaves you no room to probe deeper into the answer. Your questions should be aligned to the key requirements you are looking for for the position. There are websites that will help you with job descriptions and interview questions or you can contact an HR consultant who can help you with this. The better prepared you are for the interviews the higher probability that you'll find the right people for your business.