Imperative Questions To Ask In An Interview:

Unfortunately there's no crystal ball you can consult to make sure that you're hiring the right employees. The interview is the best insight you're going to get, so you need to make sure that you use the time wisely. If you aren't hiring exceptional people, it might be time to re-evaluate your interview process. Remember, this is your one opportunity to make a decision on whether or not this person will not only be a good fit for the position, but an asset to the company as well.

Every company is different, but there are some good strategies that can be useful for almost everyone. To start, make sure you screen all resumes and have someone conduct a brief phone interview. This provides a bit of insight into items including responsiveness and ability to communicate over the phone, the candidates actual interest in the position and any due diligence the prospective employee has completed thus far. It's also a good idea to ask for a writing sample. It can be on any topic, and it doesn't have to be long, but it will provide you with excellent insight into the person's ability to communicate on paper. Communication and writing skills are valuable in almost every job, and they are also very difficult to teach. Once you decide he/she is a good candidate, it's time to schedule an in-person interview.

Structure your interview in five parts: introduction; job history; future goals; why this position; and have they done their homework. Remember, you're looking to see how this candidate will fit with the current position as well as possibly promoting within your company in the future.

1. Introduction. Think of this as an ice breaker. It could be about a current event, the fact that you went to the same university, or anything else you can chat about for a minute or so. You're simply trying to develop a rapport with the candidate and put him/her at ease. Remember that everyone's nervous in an interview, so it's better to break the ice and start with an easy topic to in order to build trust.
   
   
2. Job History. Ask the candidate about past positions and responsibilities. It's important to find out how he/she got into this career and what they enjoy about it. If the candidate is new to the job world, ask what piqued their interest in this particular career. Additionally, it's important to ask about a challenge he/she encountered in a past position and how it was solved. Key Point: Listen carefully! Did he/she blame someone else? How was a solution found? This speaks volumes about the person's work ethic and problem-solving skills. Think about how this skill-set would fit with your company.
   
   
3. Future Goals. Where does the candidate see themselves in five year? In ten years? We all know that future goals can change on a dime, but it's important to know that they have a sense of where they are going and where they want to end up. It shows ambition and forward-thinking, two qualities that most employers value and respect.
   
   
4. Why this position? Ask the candidate what interests them about this position in particular. It's important to find out how he/she feels about the job and the company, as it provides you with insight into their motivation for seeking employment with your company specifically. Do they view your company as a springboard that will add value to their resume before they make their jump to another company? Intention is everything; ask direct questions as to whether they are looking for a secure, long-term position(if that is your goal for hiring a new employee) or are they looking for a paycheck until something they view as better comes along. Remember, training new employees involves a capital outlay: make it worth the expense.
   
   
5. Did he/she do any homework? Enough about you; what about us? While it's pretty cliché to end an interview by asking if the candidate has any questions, it is important. You want to let the candidate ask you questions and take the opportunity to demonstrate the research he/she has completed on the position as well as the company. Ideally, the perfect candidate would ask insightful questions about the position as well as your company in order to demonstrate a rather sophisticated, clear understanding of the position, the company and the industry as a whole.

Bottom Line:
An interview is your brief window of opportunity to select employees that will hopefully contribute to the growth and development of your company over time. Use your time wisely to ask important questions and truly measure the person's skills and attitude with not only the current position but your company's culture and future.