Some countries have enacted a second COVID-19 lockdown as it was predicted the virus would swell more quickly during the winter. At the same time, many countries have rolled out vaccination programmes that hopefully can slow down the spread of the virus nightmare. With these initiatives in progress, businesses are reopening and coming back to operate. The recruitment industry and HR recruitment team has also resumed their recruitment plans once more, including hiring new and furlough workers.
According to HR professional Phebean Amusan, post-pandemic will see fiercer talent war. She said the future of the workplace will not remain the same ever again and the War of Talent just took a new turn. Among reasons she mentioned, emerging in-demand roles was the number one reasons why the war of talents is getting wild. Other three reasons include dynamic business environment, workforce attitudinal change, and labour market shift.
To win the talent war, organisations should pay more attention to their recruitment and talent management strategy. There should be preparation in hand to retain and attract the best talents. As time is a recruiter’s valuable asset, here are time-saving interview questions that will reveal the candidate’s true qualities. You might want to use some or all of the following interview questions to screen candidates that are worth your time.
We are not talking primarily about physical stamina here, although that is part of it. In a lot of work environment, the workload can grind people down if they are not strong enough to handle it. It is important to let candidates know that a position will be demanding-as well as to see how they rate themselves in the fortitude department.
Even the most industrious employees can lose the habit of working hard if they have been in a situation that does not require it. And a candidate who has fallen into “coasting” mode might have trouble ramping up for the effort you require. Conversely, a candidate who speaks enthusiastically about being engaged in challenging projects might well be a self-starter who could energize your team with his or her commitment and work ethic.
A big part of the typical manager’s job is telling people why they can’t fulfill certain tasks given to them – either because they don’t have the money or resources or because an idea or proposal is no good. And let’s face it: some folks don’t handle being told No that well. A candid response to this question might not tell you for sure how well candidates handle the issue, but it could give you a picture of whether they’re aware of their own tendencies.
If you don’t want to be the DDrN (Designated Dr. No) for the organisation, you need people on your team who are willing and able to share job desks, for instance. Of course, you don’t want someone who’s chomping at the bit to slap people down, either. But it can be revealing to see how many candidates respond along these lines: “I don’t really feel comfortable telling other people they can’t do things. I just worry about my own responsibilities.”
The pace of change continues to accelerate, but a lot of job candidates are extremely uncomfortable with it. Trying to identify interviewees during an interview might require recruiters to ask about how they handle changes point-blank and then hope that the candidate will abandon the script at some point. At this rate, the interviewer might ask this question so candidates might have a prepared answer that goes like this: “I think it’s important to be flexible and adapt to new circumstances. One time, [insert anecdote illustrating ability to manage change here]….”
One of common interview questions centers around a candidate’s problem-solving capability. But this question focuses on a candidate’s ability to come up with the resources out of what he or she has on the shelf. (Think of the James Garner character “The Scrounger” from the movie The Great Escape, who comes up with a camera, pipe, or whatever else the POWs need when planning their breakout.)
This is one of those questions that can easily be fielded with a stock answer and a polished anecdote, so it’s up to you to try to elicit something more illuminating. Often this will just be a matter of asking follow-up questions (and these don’t have to be formulaic; just have a conversation around what the candidate has told you). You can also pose a scenario and ask candidates what they might do in a particular situation. This question will challenge candidates to think on their feet and might provide useful clues about their personality and conflict management skills.
In the IT sector, for instance, individuals might already be aware that for a while the industry has had some serious ups and downs. This question is designed to get at what the job candidate has learned through the periods of explosive growth as well as through the tough downturns, tight budgets, and shifts in the job market.
Even if you get a canned response here, you might be able to get a glimpse of the candidate’s personality. Previous experiences and genuine preferences will often filter through to their answers. For example: “I like to work with people who really know what they’re talking about, not people who just want to show everyone how smart they are”; “I like to work with people who I can bounce ideas off of”; or “I like to work with people who respect what I do.”
Since this one comes right out of Interviewing 101, most candidates will be ready for it. But it’s still a critical question that must be addressed. The technology changes so quickly that all of our past experience decreases in value daily. To recruiters, therefore, you can’t hire an IT professional before assessing their plans to keep abreast of new products and technologies.
One of several interview questions can also come out of the interviewing playbook, and this could be good one. It’s interesting to see whether the candidate mentions some technical achievement or project or discusses something more personal instead – for example, having to fire an employee.
You can learn a lot from the responses to this question, and it might spark a lively conversation as well. You might discover that the candidate is quite assertive in describing what they want from a position; in fact, you might learn a thing or two that will help you craft a better job description for the position. You might also find out that a candidate has some unrealistic expectations about the respective roles of employer and employee-which could lead to disappointment and poor performance if left unaddressed.
This is a pretty good shot-in-the-dark question. There is certainly no “right” answer, but it can be useful to see how candidates respond. Can they point to something instantly or do they have to consider? Maybe they will be confident enough to admit, “I can’t think of anything substantial. So far, I’m pretty pleased with how my career is going.” Sometimes, ambivalence or dissatisfaction come to light, suggesting that they’re headed down the wrong path altogether. Regardless of their answer, this is one of many interview questions that can lead to an interesting discussion.