As you’re searching for top talent to develop for your organization, you’re going to conduct a lot of interviews. And you’re likely going to ask at least one of the common questions below. But make sure you know what they’re really asking.
Can You Tell Me More About Yourself?
The rationale for this question can be interpreted in a lot of ways. First, it ensures candidates aren’t blatantly narcissistic and that they don’t ramble on forever. But it also gives them an opportunity to showcase how their personality, hobbies, and life experiences make them a good fit for your organization and for the role for which they’re applying—especially if these experiences would make no sense to put on a résumé. For instance, while having a hobby for gardening in and of itself doesn’t matter for a sales role, it will if the candidate expresses how gardening taught them patience and how to nurture something over a long period of time.
Why Do You Want to Work Here?
Candidates should demonstrate that they’ve done their research when answering this question. They should demonstrate that they know about the department they’ll be working in or the organization as a whole and how it’s performing, and well as how they foresee themselves fitting into its trajectory. As they’re responding, you should also notice when a candidate badmouths their current or most recent employer. If they say something like, “I really want to work here because my boss is a little demanding and I can never take time off,” that’s not a good sign.
What Motivates You?
This question is important because it highlights whether a candidate will be able to muster the motivation they need on their own to complete the work for which they’re being hired on a day-to-day basis. Candidates should claim things like working toward a goal, helping with a team effort, etc., motivate them, not things like money or rewards.
What Is One of Your Greatest Weaknesses?
When responding to this question, candidates should demonstrate that they are self-aware of their own limitations and that they seek ways to improve when it’s necessary. The weakness shouldn’t matter as long as it won’t directly interfere with their work (i.e., a salesperson who is uncomfortable talking to people is probably bad), and as long as the candidates mention how they intend to resolve or work around the weakness. They should be honest but also optimistic. The main point of this question is to give candidates an opportunity to openly talk about the issues they’re working to resolve, whether it be issues with their hard skill set or their soft skill set.
Where Do You See Yourself in 5 Years?
While candidates don’t necessarily need to express that they wish to stay with your organization for 5 years or more, they should be able to articulate how the role they’re interested in at your organization will fit into their overall career trajectory and goals. It demonstrates that they have career goals and that they’ve considered how working for your organization is a good match for those goals.
Remember what the questions above are really trying to uncover the next time you use them in an interview setting.