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    Top Strategic Interview Questions to Ask Candidates (2022)

    Strategic interview questions to ask candidates include a mix of behavioral, situational, and career development.

    TOP STRATEGIC INTERVIEW QUESTIONS TO ASK CANDIDATES (2022)

    Posted December 8th, 2021

    You are getting ready to interview some potential candidates, but you aren’t sure which questions to ask. Of course, you would want to get the most out of it by asking strategic and pointed questions. What would some of those questions be?

    Strategic interview questions to ask candidates include a mix of behavioral, situational, and career development. Behavioral questions look at the candidate’s past behavior, situational questions look at their current problem-solving skills, and career development questions analyze their future goals. 

    This article will go over some general tips to get the most out of your interviews. It will then go into some strategic behavioral, situational, and career development questions you can ask your candidates to get a well-rounded picture of how they will perform at your company.

    Table of Contents [Show]

    GENERAL INTERVIEW TIPS 

    ASK SPECIFIC QUESTIONS RELATED TO THE ROLE

    While this article will cover some general strategic interview questions you can ask your candidates, don’t be afraid to throw in some more specific questions that will help you determine whether or not they will be suitable for the position they are interviewing for.

    For example, if you need someone with really great people skills because they are interviewing for a high-level HR position, then you may want to ask questions that are geared towards assessing their communication, how they work with others, conflict resolution, and so on.

    ASK THE SAME QUESTIONS TO EVERY CANDIDATE

    Asking the same strategic interview questions to every candidate is the only way to ensure that you’ll make a fair decision.

    If you ask candidates different questions, you won’t have all of the same information about all of your candidates. Also, some candidates may find some questions easier to answer than others, so you won’t get an impartial view of all of your interviewees.

    CHOOSE OPEN-ENDED QUESTIONS

    Open-ended questions are more valuable than closed-ended questions. You learn more about your candidates during the short interview time you have allotted. They also give you a much better sense of the person.

    Make sure to phrase your strategic interview questions for candidates in an open-ended way. For example, instead of saying, “Have you ever made a mistake at work” say something like, “tell me about a time you made a mistake at work. What happened, and how did you resolve it?”

    BEHAVIORAL STRATEGIC INTERVIEW QUESTIONS 

    Behavioral Interview questions are questions that are geared at understanding a candidate’s past behavior.

    They help the interviewer understand how the candidate handles work-related situations, their work style, and their decision-making skills.

    By analyzing their past experiences, you can gauge how well they will handle similar situations in their new role.

    TOP STRATEGIC BEHAVIORAL STRATEGIC QUESTIONS INTERVIEWERS ASK. 

    Tell me about a time when you made a mistake at work. How did you handle the situation?

    This is a great question to ask candidates because everyone makes mistakes. How people handle those mistakes, however, differs from person to person.

    Listen closely to the candidate’s answer. Do they blame someone else for the mistake, or do they own up to it? Did they learn anything from the mistake? How did they ensure that it wouldn’t happen again?

    You’ll want to hire someone that views their mistake as an experience they can learn from and who implements what they learned.

    Describe a stressful situation you’ve faced at work. How were you able to manage it? 

    Stress is something we all face. Most jobs induce at least a little bit of stress while others are extremely high-stress jobs (nurses, brain surgeons, police officers, you get the idea).

    Regardless of the job your candidate is applying for, constructively handling stress is important. You want a candidate that can manage a moved-up deadline or the office being understaffed without completely deteriorating under pressure.

    If you are interviewing candidates for a high-stress job, then the way they answer this question is crucial. You want to hire someone that will be able to stick it out when the going gets tough. Pay close attention to determine if they have any concrete strategies that they use to help them get through stressful times.

    Tell me about a time when you set a goal for yourself. How were you able to achieve it?

    This question delves deeper into the candidate’s ability to propel themselves and achieve their aspirations.

    The answer to this question can give you an idea of how dedicated and ambitious the candidate is. It will also provide you with a look at their organizational skills since you need to have an established plan to achieve most goals.

    A good candidate is one who can set goals for themselves and achieve them with minimal supervision, especially if they are interviewing for a managerial role.

    SITUATIONAL INTERVIEW QUESTIONS 

    Situational questions help you analyze your candidate’s problem-solving skills. You ask the candidate what they would do in a hypothetical situation and see how they respond.

    Source : www.apollotechnical.com

    12 Strategic Interview Questions to Ask Candidates (2022)

    Learn about the 12 strategic interview questions to ask candidates in any industry to ensure you get the most out of your interviews and hire the best talent.

    12 Strategic Interview Questions to Ask Job Candidates

    JAN 26

    Job interviews can be tough on both the job candidate and the interviewer.

    Of course, it depends on the job for which the candidate is applying, the company, the industry and even the hiring manager.

    No matter the case, hiring managers want to know the most strategic interview questions to ask candidates for any respective job opening.

    For example, a hiring manager looking for a candidate to fill an entry-level creative position will have a different approach to an interview than a hiring manager looking for a candidate to fill a senior-executive financial position.

    No matter the case, hiring managers want to ask the best questions to get the best answers, which will help them determine whether the candidate is qualified for the position they have open.

    It can be intimidating preparing for an interview, and there are so many things that go into knowing the best questions to ask.

    Have you looked at the candidate’s resume to prepare a list of questions? Are you curious about any of the experiences detailed on their resume? What do you know about the candidate so far that you can draw on for good interview questions?

    As the interviewer, you have to think about several things, including the reasons behind your questions.

    Are you trying to understand more about their personality? Are you looking to learn more about their job experiences?

    There are many things to consider in preparation of interviews as well as strategies to get the answers you want (and need) to hear from the job candidate.

    This article will provide employers and job seekers with strategic interview questions to ask job candidates and how they can be used to make the most effective hiring decision.

    HOW TO PREPARE

    Interviews are difficult because in the grand scheme of hiring and onboarding, you only have a short window of time to get an accurate idea of who someone is.

    Additionally, you are trying to understand their personality, how they will fit with other employees and how they will perform on your team.

    Getting all that information in a 30-minute window is not easy.

    Getting all that information in a 30-minute window and feeling good about it is even harder.

    You must remember that a job candidate has made a decent assumption of what you will ask and has likely prepared answers to each of them.

    It might be in your best interest to have a few unique questions to ask when interviewing someone so that you get more off-the-cuff answers, rather than the same rehearsed lines they may be using for multiple interviews.

    In order to determine what you want or need to ask as an interviewer and employer, you need to spend time considering what the role is you are trying to fill, what you would like to see in the candidate you are about to interview, and what type of personality you’re seeking.

    So, consider the role for which you are hiring, what qualifies someone for that role and what your company values culturally.

    Once you know the answer to these questions, you’ll be on your way to selecting the best prompts to ask when interviewing someone.

    Next, check out the candidate’s resume or any other information they’ve provided you with so far and build some recruitment questions off that.

    Were they a part of anything unique? Do they have a particular set of skills that you’re interested in knowing more about or the depth of that experience?

    In order to receive good answers, you’ve got to have good questions.

    So, here is a list of some of the best strategic interview questions to ask candidates.

    1. WHAT IS SOMETHING ABOUT YOU THAT ISN’T ON YOUR RESUME?

    Your resume is an essential part of your job search. Not only is it a good exercise for you to detail your work experiences, but it’s also important for the interviewer to get a good first impression of you.

    While it helps you as the interviewer craft questions and get a good sense of who you’ll be interviewing, it still doesn’t paint the full picture.

    A resume will tell you a lot of what you want to hear, but it’s also in your best interest to ask this question so that you can learn a little more candidly about the person you’re interviewing.

    2.WHAT IS A DIFFICULT WORK SITUATION YOU’VE FACED AND HOW DID YOU OVERCOME IT?

    This question serves several purposes. It’s important to know a potential employee handles adversity. In many cases, it’s difficult situations that help people grow into professionals.

    Be careful to listen to the candidate’s response. Did they fluster when you asked the question? Did they respond in a defensive manner?

    Or did they discuss the many ways in which it helped them grow into the professional they are today?

    In the best-case scenario, the job candidate will talk about the soft skills they learned from this situation, which you should look for in their response.

    3. WHAT ARE YOUR STRENGTHS?

    While this is a classic interview question, it’s still a great one. Understanding someone’s strengths, especially those that they self-identify, is important when considering whether they are the right fit for the company and the role.

    Source : insightglobal.com

    Top 50 Strategic Interview Questions to Ask Candidates

    Our top 50 strategic interview questions for hiring managers to ask candidates. Also includes mistakes to avoid as well as questions you should not ask...

    Top 50 Strategic Interview Questions to Ask Candidates

    By Mike Simpson

    On average, filling a vacancy costs companies a little more than $4,000 per new hire. With that much money on the line, getting it right the first time is a must. And that’s where strategic interview questions to ask candidates come in.

    By asking the right questions when you meet with applicants, you increase your odds of securing the perfect person for the job. If you want to make sure you’re using the best approach possible, here’s everything you need to know.

    Interview Strategy

    Before we dig into the top strategic interview questions to ask candidates, it’s essential to spend a moment discussing best practices. You need a great approach if you’re not just going to find the cream of the crop but also entice them to come on board.

    Overall, about 50 percent of candidates have declined job offers due to a poor candidate experience. That means, if the interview process is subpar, you may lose half of your top contenders right there. Ouch, right?

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    So, how do you make sure that you don’t just find a great candidate but also convince them that this is the opportunity for them? By having a great interview strategy.

    When you’re interviewing, you need to evaluate two main things. First, your primary goal is to determine if the candidate has the right skills to excel. Second, you want to gauge culture fit, as that can play a big role in the new hire’s level of success.

    How do you figure all of that out? Well, by asking a mix of traditional and behavioral job interview questions.

    Traditional job interview questions are usually straightforward. You’re requesting a piece of information directly.

    While traditional interview questions can be “yes” or “no” questions, it’s usually best to try and make them open-ended. For example, you shouldn’t just ask candidates, “Do you have [skill]?” Instead, go with “Can you tell me about your experience with [skill]?” That way, your asking for more than a simple “yes” or “no,” helping you gather more information.

    Behavioral interview questions are a bit different. With these, you usually use one of two approaches.

    First, you can present the candidate with a scenario, asking how they’d act if a particular event occurred. Second, you can request examples of how they’ve previously tackled a certain kind of situation.

    Both of these strategies are all about seeing how a candidate may behave in the workplace under specific circumstances. They ultimately allow you to anticipate how they’d perform in the role, making them crucial question types to ask.

    Now, let’s talk about the topics you need to tap on. In most cases, you want to have some general job interview questions, as well as position-specific ones.

    General job interview questions apply to a range of positions. Usually, they focus on fundamental workplace skills or traits that every employee needs to bring to the table. As a result, you can use them when interviewing for nearly any kind of vacancy.

    For example, “How do you deal with stress?” is universally important. Every job comes with some level of stress, so this is a good one to ask essentially any applicant.

    On the other side of the equation are job-specific questions. With these, you want to hone in on any must-have skills or traits for that particular position.

    Since job-specific questions like these relate directly to a position, they aren’t universally wise ones to ask. For example, while asking a software developer to tell you about their experience with a programming language is a good idea, you don’t want to ask an administrative assistant candidate that question, as it doesn’t connect to that job.

    By using a combination approach, you touch on core work-related skills along with ones that relate to that exact role. This gives you a better picture of what the applicant brings to the table, making it easier to separate top talent from the rest.

    It’s best to choose the questions you want to ask in advance, as well as ask every job seeker the same thing. By having a question list, you create a consistent experience, making it easier to compare candidates. Plus, you don’t have to worry about forgetting something important.

    MIKE'S TIP: You may be wondering, if you’re using a standard question list, does that mean you can’t deviate from it? Not necessarily. If you want to dig deeper into an answer the candidate gave, by all means, ask clarifying questions. Just make sure you use the list as a framework and return to it after the quick side jaunt. That way, you’ll cover all of the necessary ground while also learning more about something that piqued your interest.

    Now, once you have your questions figured out, how do you spot a great answer? In some cases, the content of the response is enough. If the candidate can give you specific examples of them using their skills to excel at work, you’re on the right track. If the candidate provides vague responses, that’s a red flag.

    With behavioral interview questions, whether a candidate discusses an approach that seems reasonable matters. After all, the examples they share are usually based on experience. If they act inappropriately in that example, there’s a good chance they’d miss the mark if you hired them, too.

    Source : theinterviewguys.com

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