strategic interview questions to ask candidates Archives

Asking the right questions during an interview is crucial for getting a comprehensive understanding of a candidate’s capabilities and qualities. The questions that you ask can provide insight into a candidate’s work experience, problem-solving abilities, communication skills, and overall fit for the role and company culture. By asking strategic and well-crafted questions, you can gain a more accurate picture of the candidate’s qualifications, strengths, and areas for improvement. With this information, you can make a more informed decision about whether the candidate is the right fit for your organisation.

Additionally, asking the right questions can also help you identify potential red flags or areas of concern that you should explore further. Therefore, it’s important to carefully plan and prepare the questions that you will ask during the interview to ensure that you are gathering the most important and relevant information about the candidate.

Types of Strategic Interview Questions

Open Ended Questions – encourages dialogue instead of one word answers from candidates; allows employers to gain further insight into how they think about things e.g.. “What do you think sets you apart from other candidates?”

Behavioural/Competency Based Questions – assesses if a candidate has previously done what is required for this role based on past experiences e.g.. “Describe a time when you had difficulty working with someone”

Motivational & Values Based Question– helps determine if there is alignment between the values and motivations of the candidate and the company’s values and mission e.g.. “What drives you in your work?” or “What are your long-term career goals?”

Situational Questions – assesses how a candidate would handle a specific situation or scenario that is relevant to the role e.g.. “How would you handle a difficult customer?”

Hypothetical Questions – assesses how a candidate would handle a potential situation or scenario that could arise in the role e.g.. “How would you handle a situation where you have to complete a project with limited resources?”

By incorporating different types of strategic interview questions, employers can gain a comprehensive understanding of a candidate’s qualifications, experiences, skills, and fit for the role and company culture.

Crafting the Perfect List of Strategic Interview Questions for Hiring Successfully

Describe a particularly challenging project you’ve worked on in the past and how you overcame any obstacles.
Explain how you stay organised and prioritise your tasks.
Give an example of a time when you had to make a difficult decision.
Explain how you handle ambiguity or uncertainty in your work.
Describe a specific accomplishment you’re particularly proud of.
Explain how you handle feedback, both positive and negative.
Describe a situation where you had to work with a difficult colleague or team
Describe how you stay current with industry developments and trends.
Give an example of a time when you had to think outside the box to solve a problem.
Describe a situation where you had to lead a team or project.member.
Explain how you adapted to a significant change in your work or company.
Describe a time when you had to make a presentation or pitch to a group.
Explain how you handle tight deadlines or competing priorities.
Describe a time when you had to make a difficult trade-off.
Explain your approach to problem-solving and decision-making.
Describe a situation where you had to implement a new process or system.
Explain how you handle a high-pressure or fast-paced work environment.
Describe a time when you had to navigate a complex stakeholder landscape.
Give an example of a time when you had to balance competing priorities.
Describe how you approach and manage change within an organisation.

In conclusion, asking strategic interview questions is crucial for getting a comprehensive understanding of a candidate’s qualifications, experiences, skills, and fit for the role and company culture.