Are you new with video interviews and wonder what questions you should ask from your candidates? Or are you an old stager and are looking for some fresh ideas? Either way you came to the right place! Next I will elaborate some common and some not-so-common video interview questions that you can use in your next video interview round.
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 competence and skills. And also bring light on how the candidate thinks and approaches concepts and change. It’s a tough questions, but that’s how you separate the wheat from the chaff.
2. Tell an example of a time during your career when you had a conflict or a disagreement with your co-worker. How did you resolve this issue?
Like it or not, conflicts are a part of most people's work life. It’s not about how well you can avoid conflicts but how you deal with them. This will also reveal how the candidate would be as a colleague. Is the candidate defensive and blaming other’s, or did she take the responsibility of the situation and help to resolve 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 initiatives and understanding of the job description. It will also reveal what kinds of tools the candidate would bring and how one approaches new challenges.
4. If you would to start a completely different career, and could not choose your current one, what would it be and why?
This questions can provide you with deeper understanding on the candidate's skills and way of thinking. Is there some other passion your candidate has that could be helpful with the role the candidate is applying for? Maybe these skills can also be beneficial for your organization!
5. Which one do you prefer more, working in groups or alone? Why?
Not all people are natural team players. And that does not mean that they are a bad fit even if the role involves a lot of team work. 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)?
Does the candidate have goals in their life? Work is only a part of it. Is your candidate 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 with 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 with you.
8. Is it better to work hard or smart?
Some roles require a lot of raw work. But in todays modern work environment working smart is often better for both the employer and the employee. Working smarter can mean 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 the 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 the industrial style of management, there can be huge differences in the candidate's expectations and idea of a good manager.
Efficient managing - via GIPHY
Some people are good at taking initiatives, but other people prefer clear instructions and structure. According to 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?
Isn't there enough challenges or possibilities in her current company? Asking this will help you a lot keeping the future employee. Also there might come up some things that you haven't even thought about that affect your employees satisfaction.