Effective Interview Questions for Hiring Managers
A lot of attention is paid to skills for job candidates including how to act, dress,
the right questions to ask - and not to ask. Less attention is given to the right kinds of
questions for hiring managers to ask. While it is usually clear what the hiring manager
SHOULD NOT AND CAN NOT ask, little notice is given to the right key questions. One of the
most important things any executive or manager can do is to hire the best people. As
resume is only part of the story. Asking and getting responses to tough and probing
questions is essential to eliminating the wrong candidates and identifying the right ones.
Tell me a bit about your professional backround
Resume in hand, this is an opportunity to screen the candidate even if you or human
resources has already done so over the phone. The key is two fold. First, to insure that
what is of interest in the resume is addressed by the candidate. Second, to observe the
candidate's poise, presence, tone, self-confidence, manner and body language. How would
this person come across to your boss, your boss's boss and to your top customers?
Tell me a bit about your education
A chance to see if what jumped out (or did not) to you is highlighted by the candidate.
Is the story consistent? A follow-on question if a younger candidate can be about favorite
course and why or least favorite course and why. This is another chance to evaluate
demeanor, tone and body language.
Why are you interested in XYZ Company?
This is an opportunity to see if the candidate did their homework about the company. If
they are serious, they will tell clearly and concisely about the elements of the company
that appeal to them enough to want to work there. If they are vague in response to this
question, it is not a good sign about how serious they are about the position.
What are your greatest strengths?
While this question has been asked for years, it speaks volumes about what is important
to the candidate and what the candidate thinks is important to the Company AKA the hiring
manager. This question can trigger some much exaggerated body language and eye contact.
What is an area of development for you?
This is a variation on the STRENGTHS question. This is often less comfortable. People
like to talk about their strengths, not their weaknesses. That makes this question all the
more important and telling to the hiring manager. The key here is candor, professionalism
and composure on the part of the candidate.
Read the Job Description (do not paraphrase).
Why do you think you are the ideal candidate for this position?
There is a happy medium between boasting and modesty. That is what the hiring manager
is looking for here. It is also another opportunity for the candidate to recap their
skills and experience and relate them specifically to the open position. Look for two or
three key points in response to this question.