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7 Interview questions to help you select the right person for the job

by , 22 March 2016
When recruiting for a new employee, you want to get the right candidate for the job the first time around.

A well-structured interview can do just that.

What's more, specifically asking competency-based questions can assist you greatly in determining whether or not a candidate will be able to do the job.

So to be 100% sure that an applicant is the right fit for the job, ask these 7 questions...

*****MUST HAVE*****

The A-Z of legal recruitment
 
Did you know there are 11 legal requirements for recruitment?
 
Do you know how the Employment Equity Act affects your job advertisement?
 
Do you know what checks you can legally conduct on an applicant?
 
Are you sure your employment contract includes the 16 clauses the law says you must have?
 
If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.

Click here for more details...

**********************
 
Question#1: Accuracy

This refers to an employee's ability to carry out a task effectively with minimal errors.

Ask the candidate the following:

Tell me about a time when you made a mistake. What happened? What did you do? What was the result of it all? What did you learn from
it?


Question#2: Analytical ability

This refers to one's ability to analyse and question things in a logical way, taking into consideration all the angles involved, before drawing a conclusion and formulating an appropriate strategy.

Ask the candidate the following:

Describe a project you've put together. Why and how did you do it? What was the outcome of the project? What did you learn from it?

Question#3: Assertiveness

This refers to an applicant's ability to stand firm within themself, for what needs to be done, and yet not give in to destructive conflict and aggression along the way.

Ask the candidate the following:

Describe a time when you really had to stand your ground or 'put your foot down'. What happened? How did you handle it? What was the outcome? What did you learn from it?
 

TIP: While many believe that what an applicant has done in the past is an indicator of what they'll do in the future, it's advised that you take caution in following that general view, because this 'rule' tends to over-simplify the issue.

The fact of the matter is that what an employee has done in the past can create lessons that have been learned from, or not. 

So when you ask questions, you should always ask an applicant what was learned from a past experience.
Seriously examine their answer and determine whether or not it'll be an issue in the future.
 

*To learn what the other 4 questions are, page over to Chapter R 03 in your Practical Guide to Human Resources Management handbook today, or click here to order your copy today. 
 


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