Are you new to video interviews and wonder what questions you should ask from your candidates? Or are you looking for ideas to revamp your hiring process? Either way, you came to the right place!
In this blog post, I will elaborate on some common (and some not-so-common) video interview questions that you can use in your next video recruitment.
These question examples are more generic rather than position-specific, and they will fit in most video interview setups. Enjoy!
1. With the information you have, what would you change in the way we (as a company) do things? Please give a concrete example.
This could be specified for the position type the candidate is applying for.
For example, if the candidate is applying for a marketing job - how would they change your marketing efforts? This will reveal a lot about candidates’ expertise and skills. It will also show you how the candidate thinks and approaches concepts and change. It’s not an easy question, but that’s how you separate the wheat from the chaff.
2. Can you share an example of a time during your career when you had a conflict or a disagreement with a coworker. How did you solve the issue?
Conflicts are a part of most people's work lives.
It’s not about how well you can avoid conflicts but how you deal with them. This will also reveal how the candidate would fit in your organization. Is the candidate defensive and blaming others? Or did they take the responsibility for the situation and help to solve it?
This is not the right way - via GIPHY
3. If you were hired for this position, what would be the first three things you would do?
A lot like the first question, this shows both candidates’ ability to take initiative as well as their understanding of the job description. It will also reveal what kind of tools the candidate would bring and how one approaches new challenges.
4. If you were to start a completely different career, and could not choose your current one, what would it be and why?
This question can provide you with a deeper understanding of a candidate's skills and mindset. Is there a passion your candidate has that could be helpful with the role they are applying for? These skills could be beneficial to your organization!
5. Which one do you prefer more, working in groups or alone? Why?
Not everyone is a natural team player.
Having said that, it doesn’t mean that they are a bad fit, even if the role involves a lot of teamwork. Most of the actual work people do is still done individually. It’s not necessarily a good thing if your whole team consists of social butterflies who can’t be left alone. Balance is the key here. At the end of the day everyone still answers for their own performance.
Some people prefer working alone - via GIPHY
6. What is your biggest personal goal right now (outside of work)?
What drives your candidates?
Are your candidates aiming to run a marathon? People who run marathons can’t often be perceived as lazy. Is the candidate doing programming hobby projects? Maybe that’s something that can be helpful with the new role. Everyone has a lot of skills that go unmentioned while applying for jobs because we are often focused on the most obvious information and neglect things that are not as relevant.
7. Which one do you think is better, to be good and on time or perfect but late?
Which one do you prefer? Most recruiters prefer good and on time, especially because you can also tweak the good results after the deadline. Most employers do not want an employee who is obsessed with perfection rather than delivering results. Make sure your candidate is on the same line as you.
8. Is it better to work hard or smart?
Some roles require a lot of raw work.
But in today’s modern work environment working smart is often better for both the employer and the employee. Working smarter can mean a smaller workload but better results. And this is also something many employers should understand.
Basic economic principles apply here rather well: Increasing the input will result in linear growth. Increasing productivity will result in exponential growth.
9. Describe a good manager
This tells a lot about the candidate. Not all people prefer the same style of management. And especially nowadays, when the more relaxed style of management and flat hierarchies are trending as we are moving further from the industrial style of management, there can be huge differences in the candidate's expectations and the idea of a good manager.
Efficient managing - via GIPHY
Some people are good at taking initiative, but other people prefer clear instructions and structure. Depending on the answer, you'll figure out if the candidate fits in your organization and culture.
10. If the applicant is employed: Why are you leaving your current job?
Aren’t there enough challenges or possibilities at their current company? Asking this question should help you improve your employee retention rate as it will help you to understand whether your organization is a good fit (or not) for the candidate.