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3 of the Best questions to Ask Any Candidate

Jonathan Shepherd-Stubbs • Mar 28, 2024

Are you interviewing for a position in your company? As an employer, your priority is to maximise the success of the interview process and really get a sense of your potential candidates and how they will fit in with your business and its work culture. With this in mind, and with our extensive experience, we have put together 3 of the best questions to ask any candidate in an interview. Let’s take a look.

 

Taking into account everything you have learned about our company and the role, how do you see yourself fitting in and what would your overall contribution be?

This question assesses the candidates level of preparation and understanding of the businesses goals, culture, and expectations. Candidates who have researched and actively listened during the interview will be able to provide responses that align closely with the company's needs and values. This type of question will also show what impact they expect to have as an individual in the day to day running of your business. If a candidate sees working with you as a great opportunity and they manage to visualise themselves working for you and how that will mutually benefit  both of you, this proves that their application is a serious one.

 

How do you stay updated on industry trends and developments? Can you provide an example of how you've applied this knowledge to improve your work or solve a problem?

This question assesses the candidate’s commitment to continuous learning and professional development and how engaged they are with staying on top of best practices in the industry. In addition, the interviewer can gauge the candidate's approach to dealing with challenges. Candidates who can provide a clear strategy for staying informed and provide examples of applying their knowledge to show their potential are good ones to keep in mind when filling your vacancy.

 

Can you talk me through a challenging project or task you completed in your previous role? What were the obstacles you encountered, and how did you overcome them?

This question provides an excellent insight into the candidate's problem-solving skills, resilience, and their ability to handle challenges. It will also show their approach to teamwork, communication, and adaptability in a work environment. Candidates who can provide solid examples and demonstrate their ability to overcome obstacles effectively are highly likely to be suited to the demands of the role.

 

Are you looking to fill a vacancy in your company? If you need some expert help, our team is on hand to help you every step of the way. From advertising your open roles, to selecting the best candidates for the job, we have you covered. Get in touch with our team here.

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What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024
With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?  Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024
At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .
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