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Provisional Blog

5 Interview Questions to Help You Uncover the Real Candidate

May 9th, 2017

As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional knows that during the interview process, you want to really get to know each candidate so you can make the best hiring decision. But that can be tough when candidates are so well prepared and practiced. In fact, candidates know you’re going to be asking questions, such as “why do you want the job?” and “what are your biggest strengths?” And, chances are, they’ve rehearsed their answers.

So how can you get behind the candidate mask and uncover the real person?

You need to go beyond the typical interview questions so that candidates have to think on their feet. That way, you’ll be able to better gauge whether they’re the right fit for you. Here are 5 questions to ask:

1. How did you end up as a [fill in their job title here]?

Asking this question serves a few purposes. First, it’s a good ice-breaker. It also gives you some insight into what motivates a candidate. In addition, it can reveal essential details about their strengths and weaknesses.

2. What’s your most significant career accomplishment?

This question forces a candidate to get outside of vague puffery and instead dig into details that can help you assess their fit. Asking a question like this is also a good way to get a candidate to open up and learn more about their work habits and how they went about achieving success.

3. Tell me about a time in your career when things didn’t go as planned.

By asking this question, you’re not necessarily looking for a candidate to point out their mistakes or weaknesses. After all, we all have them. What you should be looking for is a measure of accountability and self-awareness. A smart candidate will not only tell you about a situation, but also what they learned from it.

4. How do you think this opportunity will fit in with your overall career aspirations?

This question helps you gain insight into how a candidate operates, what motivates them, and where they’re looking to go in the future. It will also help you to evaluate whether your company can offer the kinds of opportunities for growth they’re looking for. If you can’t and they end up accepting an offer, they could wind up frustrated and disengaged.

5. How do you like to be managed?

Asking this question will help you to assess whether or not a candidate will fit with the team and their potential manager. So, if you’re looking for an employee who’s an independent thinker and doesn’t need a lot of hand holding, then someone who requires a constant stream of feedback might not be the best match.

If you don’t have the time or resources to devote to hiring, turn to the experts at Provisional.

As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of hiring – from crafting effective job descriptions to sourcing, screening and recruiting top candidates for your company.

Just give us a call today to learn more.

Find Your Next Great Hire With These 6 Interview Questions

August 16th, 2016

As one of the leading staffing services firms in Spokane, Washington, Provisional knows the best interview questions are ones that enable you to dig deeper and get behind the candidate mask.

That said, with so many options available – and a limited time frame in which to ask them – how do you determine which are the most effective? Here’s a look at the top 6 you should always ask a candidate during a job interview:

1. Why are you interested in this job?

This question is important to ask for a couple of reasons. First, it demonstrates that a candidate did their homework and knows particulars about the job and your company. It also gives you an opportunity to gauge a candidate’s interest and enthusiasm about the job.

2. What professional achievement are you most proud of?

Asking this question gives you a chance to assess a candidate’s self awareness and track record. It also requires they explain an accomplishment that you might not be familiar with in a succinct way you can understand, so you can analyze their communication abilities, as well.

3. If you obtained this job, what would you want to accomplish in the first 60 days?

When you ask this question, you can measure how well they’ve researched your organization and the needs and expectations that come with the position. Either they get it, or they don’t. And asking this question will help you spot the strongest candidates.

4. What type of work environment do you work best in?

If you have a more formal corporate culture with traditional hours and a lot of red tape, then a candidate who works best in a laid back, casual environment might not thrive. That’s why this question is so important – it lets you assess the candidate to ensure they’re a good match for your culture.

5. What do you think the biggest issues are in our field today?

Look for candidates with original thoughts and perspectives. This question will also help you evaluate how tuned in they are to current industry trends and challenges.

6. Why are you leaving, or did you leave your last job?

Asking this question will give you some insight into what the candidate is looking for in their next job. If their current job lacks room for advancement – and that’s why they’re leaving, then just make sure you can help them meet their career goals before extending the offer. If you can’t, but you offer them the job anyway, then they’re not going to stick around for long at your company.

Need more help finding, interviewing, and hiring the best candidates? Look no further than Provisional. As one of the leading staffing services firms in Spokane, Washington, we know how to source the best candidates for a wide variety of positions and fields. Just give us a call today to learn more about how we can help you.

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