Look for an answer that shows they've done research on the company, and are truly excited about specific things they can do on the job. Having a sound knowledge of the role, coupled with ideas for how to grow it is a formula for success. Hiring is ultimately a one-sided game, if a candidate isn't going to add value you shouldn't bring them onboard. Hopefully nice things! The list goes on…. Salary does not match position, for example, they had a senior-level job title, but were paid an entry-level salary. If a candidate knows their own personality and the type of people they like to work with, they can contribute to a stable work environment.

This is a great personality interview question that will help you understand the candidate's character and interests.

Their old company was out to get them. Strong candidates use proactive measures to create a positive office environment while remaining assertive. No one is perfect, everyone makes mistakes.

You need to know whether the messaging your company is investing in is resonating with the right candidates. You'll also be surprised at how creative candidates can get when you challenge them like this. The point of this question is to demonstrate how candidates approach work and how they prioritise tasks.

After all his research, this is the question that he landed upon. The candidate provides a generic answer or describes a type of work environment that is completely different from your own. Red flags. ... 25. They also want to know how this role fits into that picture. Red flags: The candidate is unable to name a problem, or names something that is a routine part of the job and should have been simple to solve. Make a note of the answers to see whether specific trends emerge. 04 Aug. One of the best ways to be prepared for any interview is to know what questions are going to be asked, and how you can answer them. It will also give you an idea of how they prioritize tasks. It may be difficult for some candidates to work under a manager who is younger or less experienced than them. Some companies move at very different paces, projects that might be allocated a week at a large corporate might be expected in a few days time at a fast growing startup. Determining if a candidate has the relevant skills and experience is only half the battle. Red flags.

Discuss what you learned about leadership from the difficult manager, and how it taught you about what you need from leaders. Ben Slater leads marketing globally at Beamery. Interviewers want to see how you define your values, and how those align with the company’s. This question is meant to test a candidate's emotional intelligence. While seemingly innocuous, this question serves an important purpose. Their answer will give you an idea of the candidate's life experience and decision making skills. Are you an employer? Who's your favourite Disney Princess? If they don't seem prepared or give a fairly stock answer, it's probably a bad sign. It gives the candidate a chance to follow up on any talking points from the interview, it lets them dig into issues that you haven't covered in enough detail no interviewer can explain everything and it shows you how much research a candidate has done about your company. Red flags: Salary hasn't risen at the normal rate for a long time. As a result, candidates should think carefully about how they would spend it and what early hires or decisions would give them the best ROI. It takes finesse and humility to discuss your strengths in a way that highlights your value but doesn’t alienate your audience.