Nowadays, we all want to hire a personality. Not a CV.
The standard “Tell us more about your strengths and weaknesses” questions, aren’t enough anymore. It’s going to take a lot more than cliché interview questions to recognize your next big hire.
It’s not easy. We know. Choosing to ask deep questions might make your candidates uneasy.
This is exactly why we’re going to reveal the best cut-to-the-chase questions that you’ve got to ask your candidates in your next video interview.
Are you as excited as we are?
Let’s get to it then!
As simple as this question may sound, it’s actually the best way to give candidates the floor to advocate for themselves. Recruiters usually ask this question to secretly unravel skills or qualifications that the company is looking for.
What makes this question unique, is that recruiters get to decide whether or not to take the candidate to the next step, based on how they answer this question.
Did they answer you with confidence? Did they seem to doubt their true potential? Did they fidget in their seats? The way candidates answer this question will help you determine whether they are fit for the job, from the very first moment they begin talking.
This question is all about practicality. The point of asking unique questions, is to unravel predictive value. What makes this a powerful question, is that it helps you see whether or not your candidates have a learning plan. If candidates don’t have a learning plan, chances are you (as a manager) will have to do all the work.
In this case, it would be useful to ask the candidates how they would solve a problem that they might encounter in their first month at the job. This can help you see the candidate’s learning style, their critical thinking skills, and how they choose to solve problems that arise out of the blue.
Video interviewing is the best way to dig deeper into the candidate’s personality and see how well they interact with others and deal with change. Through this question you can see whether the candidates are high tempered, get easily anxious, or tend to have high tolerance at work.
If candidates are struggling to answer this question, ask them a real-life scenario that might occur at work. Ask them how they would react if their teammate was slow and holding them back from completing a task. Or, ask them how they would react if their teammate kept asking them for help during a task.
Will they overreact? Show irritation? Approach the situation with calmness? Through their answers you will get to see what the candidates are or aren’t willing to do to maintain their patience at work.
If you’re interviewing someone for a managerial role, then you’d want to see how authentic and consistent they are with their responses. The best way to do that, is to turn the table around and ask the candidates how they see themselves as employees.
Ask them about their ideal team and work environment. Or ask them what feedback they would give themselves as a manager in their current or previous job. This can help you see whether they failed to manage their team, made an honest paperwork mistake, or made the wrong hire.
Take a moment to reflect on their answers. Is their feedback honest? Biased? Logical? By asking such behavioral questions, you’ll get to know your candidate’s on a deeper level.
The bottom line
Video interviews will show you more about the candidates, than what is on paper alone. Pairing video interviews with unique cut-to-the-chase questions is the best way to make the right hire.
We advise you to keep it real, and to keep the magic in the balance. While these unique questions are a great way to shed more light on your candidates, it doesn’t mean that traditional interview questions are off the table. By combining both, you’ll get the best of both worlds.
Remember when we talked about how a video assessment tool can make video interviews a breeze? If not, then don’t miss out on the best way to interview candidates remotely and get great insights that are deeper than the ocean itself!