12 Favorite Questions Of HR In Workplace Interviews

Everyone wants them to have better interview questions. So I consulted the founders or CEO in various fields and asked them what their favorite interview questions were and how they revealed the candidates.

　　 Why did you change your X job in Y?

This question can help me to fully understand the applicant's work experience. What are their driving forces? Why do they quit? What are the main reasons for their resignation?

The answers given by the candidates can show their loyalty and logical thinking process. Do they think that there are always people (managers or bosses, etc.) looking for them? Are they prone to boredom?

Job hopping is not wrong in itself. The reason why they job hopping is really important.

　　 If we celebrate a year later, what do you think we should achieve?

For me, the most important thing in the process is to let the interviewees come to interview us. I need to know that they have done their homework, really understand our company and the position they are applying for, and sincerely hope to get it.

　　 When do you feel most satisfied in your life?

In addition to the entry-level candidates, I believe that most candidates have corresponding job skills and knowledge. Moreover, I believe that smart people with relevant experience can quickly adapt to the new environment and stand out in it, so long as the culture there is in line with their character, they can inspire their potential. Therefore, I have focused my attention on the character of the candidates, focusing on whether their character is consistent with my company.

This problem often leads to different dialogues, so that I can see the degree of matching between our company's culture and this person's character, and what kind of environment the person needs to play his biggest role. potential 。

　　 If you are successful, enjoy this job and get the salary you ask for, what other companies offer you will make you heart beat?

I want to know whether the applicant is motivated to pursue money or pursue his interests.

Can they be bought by other companies?

Many answers may surprise you.

　　 Who is your role model? Why?

This question reveals whether candidates often reflect on their personal and professional development, which is highly relevant to success and ambition.

Moreover, it can show the qualities and behaviors that an applicant wishes to have.

　　 What do you not like to do?

We tend to habitually think that someone who loves a post will love everything in this post. However, I find that this is not the case.

However, you need to work hard to make the applicant answer this question realistically. I usually ask this question many times in different ways, and the answer you ultimately get is definitely worth your efforts. For example, I interviewed a sales manager. She said she did not like strangers.

Most of all, a person who applied for the chief financial officer told me that he hated trivial matters and hated to check his financial figures repeatedly. Call the next candidate.

　　 Let me talk about the most important achievements you have made in your career.

I find this problem can lead to more problems, so that candidates can talk more specifically about themselves.

It's easy to bring these questions out: what position did you take when you achieved this? How did it affect your development in the company? Who else was involved? How did this achievement affect your team?

Discussing a candidate's achievements will help you get to know more about the person's situation, including his working habits and how to cooperate with others.

　　 What's your favorite animal?

When I first interviewed my current administrative assistant, I asked her what her favorite animal was. She said it was a duck because the duck always looked calm and calm, and finished the task quietly.

I think this is a great answer, which perfectly explains the role of administrative assistant. It needs to be explained that she has worked in our company for over a year and has performed well.

　　 You are in the last one. work What achievements have you gained in this work?

Past achievements often portend future success.

If candidates fail to point out previous achievements, they may not be able to do much in your company.

　　 Can you tell me your story?

This empty question will immediately turn the interviewee into the defensive because it does not have the right or wrong answers. But it does have an answer.

This question requires the applicant to creatively answer. It can reveal a lot of information about candidates, including character, imagination and creativity.

This question may sound hollow, but it is the beginning of a story. In today's world, the ability to tell stories and resonate is the key to brand promotion, whether the brand is a product or a person.

　　 Applicant When I was asked this question, my look also revealed their preferences. If they seem to be cautious and seem unnatural and pause for a long time, then tell me that they may be too hard to handle and think narrowly. In our industry, we need people with broadminded minds.

　　 Do you have any questions for me?

I like to ask this question in an interview, because it can reveal whether candidates can think quickly, and whether they are prepared adequately or not, and whether they have strategic thinking.

I find that you can get to know them better by asking questions rather than answering them.

　　 Let's talk about your unpleasant moments - for example, if you want to get a promotion, you won't get it; or the project you are doing doesn't produce the result you want.

This question is very simple, but it can explain the problem very well. Applicants may say they understand the importance of teamwork, but that does not mean that they actually know how to work with teams. We need to take the initiative and regard our position as a team that is inextricably linked to our team.

There are three basic types of answers to this question: 1. blame others, 2. are self belittling, 3. seek development opportunities.

Our company needs people who are very dedicated. They are willing to take on more responsibilities. Sometimes they will exceed their job requirements. I hope that team members have the right attitude and approach. If the applicant is complaining, he accuses his former employer or understands his role as a solo rather than a sincere cooperation. Then he or she will not be able to perform well in our company.

But if they are brave enough to take on responsibilities and aspire to apply what they have learned to their jobs, they will make great progress in our company.