Common Interview Questions From Candidates

Introduction

This question typically indicates that the interview is nearing its conclusion. However, what candidates say can be helpful, since their inquiries aid you:

• Determine what prospects find most appealing about your organization and the position (for example, if they ask about long-term goals or the type of technology you use)
• Identify competent candidates (for example, if they ask targeted questions about competitors, customers, or your latest projects)
• Seize the opportunity to sell your business (for example, if they ask about your way of working)

Questions that applicants may pose during interviews

• What are the following steps in the hiring procedure?
• When (and how) will you contact me?
• Why is this job vacant?
• Have you any worries regarding my application?
• What is your favorite aspect of working here?
• How many individuals make up the team, and what are their specific responsibilities?
• Who will I collaborate with most closely?
• What are your expectations for my first three, six, or twelve months?
• I understand you have recently [introduced a new product / built a new store in X region]. What were the greatest obstacles you encountered, and how do you evaluate the success of comparable projects?
• How do you cultivate and motivate your workforce?

How to respond to candidate inquiries

Recruiters are more comfortable answering inquiries about the recruiting process, but hiring managers are more suited to discuss technical aspects of the position. However, candidates may raise questions at any stage of the procedure. Therefore, if you are a member of a hiring team, be prepared to address candidates' queries even if they pertain to a sector in which you lack knowledge. Employers should keep the following in mind:

• Prepare to answer the most typical candidate inquiries. Before meeting with applicants, make sure you have all pertinent information on hand. Learn, for instance, the team's structure, the position's KPIs, who the new recruit will report to, and whether they will have direct reporting.
• Be transparent and honest. Being cryptic and evading inquiries may discourage applicants. If there is anything you shouldn't divulge (such as unannounced firm projects), it is preferable to be forthright and explain why you cannot answer at this time. Or, if there are things you don't know (such as technical information regarding the role), inform candidates that you will need to follow up in order to provide an accurate response.
• Coordinate with the remaining hiring team members. Interviewers should be in sync to give a great prospect experience, as hiring is a team effort. Candidates may have questions at any step of the hiring process; some may wish to address deal breakers early on, whereas others may need to clarify issues in the later stages. Consequently, ensure that all team members know how to answer appropriately and consistently to candidates' inquiries.

Warning signs in candidate questions

• They have no inquiries. This does not imply that you should immediately raise a red flag if a candidate has no questions; you may have previously covered a wide range of topics throughout the interview. However, speeding through the interview is not a positive indicator. Consider the performance of candidates throughout the entire interview. If they appeared unprepared or disinterested, they might not be genuinely interested in the employment.
• They inquire about stuff they should already know. Good applicants will conduct a study on your organization before the interview. They may not know everything, but they should know the fundamentals, such as your industry, the primary items or services you offer, and whether or not you operate in various locations. Also, you may wish to consider it a red flag when prospects repeatedly question fundamental topics you've already discussed.
• They inquire about pay and benefits too early in the selection process. When deciding whether or not to accept a job offer, compensation, benefits, and scheduling are significant issues. However, these should not be the exclusive criterion. First, applicants should focus on learning more about the position and determining whether it aligns with their talents and career objectives.
• They lack professionalism. Just as employers must be careful not to ask illegal questions, candidates must maintain a professional demeanor during the whole interview, including small talk at the beginning and finish. Asking about the personal history, age, or nationality of the interviewer are red flags.

Conclusion

These Common interview questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Common goal interview questions.