Top 5 Non-Traditional Interview Questions all Hiring Managers Should Ask

Top 5 Non-Traditional Interview Questions all Hiring Managers Should Ask

Ever hired someone only to realize six months later that not only were they mediocre (at best) in their job performance, but the complete opposite of what you expected them to be as workers and team players? Some applicants have almost “mastered” the interview process giving perfect, well-rehearsed answers to job-related questions to land the position, but no indication as to what they’ll really be like after accepting that offer of employment.

Even though some applicants are able to provide these almost perfect, well-rehearsed answers, hiring managers should be working to uncover some possible lacking qualities that are essential to most positions like:

  • interpersonal skills
  • management style
  • honesty and integrity, and
  • the ability to work with others

So how can you learn more about your candidates during interviews?

When interviewing it’s important to have a mixture of traditional and non-traditional questions to give you a better snap-shot of skills, personality, and attitude. Here are the top 5 questions non-traditional questions you should ask during the interview process:

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Question 1: What are the first three things you do when you get to work?

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A candidate’s answer here will paint a better picture as to how organized they are and their work ethic.  While everyone handles their workday differently, you’re looking for an indication that they can complete tasks at hand timely and efficiently. Inadvertently, this is also a good opportunity to learn more about their knowledge and skills related to the job.

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Question 2: If you could have any superpower, what would it be?

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While not job-related, a question like this gives you the opportunity to learn things about a candidate’s personality that might not otherwise be revealed during the interview. A good candidate will take every question you ask seriously and answer to the best of their ability. You want someone that is easy to work with, so candidates who shrug the question off can signal a red flag.

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Question 3: How do you define success?

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Hiring someone is a company investment, so this question will give you a better idea of who you should invest in. Goals and aspirations are important qualities to have in a candidate. Someone who visually lacks interest in their position doesn’t necessarily have goals lined out ahead of them, which could mean they are just looking for a job, not a career (resulting in churn). Look for someone who has an idea of where they want to go with their job. However, keep in mind that there are individuals that love the industry they work in, so while they might not have a clear understanding of where they will be in five years, if they show passion in their answer and interest in learning new aspects of the business, that is a good thing and should be noted as positive.

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Question 4: How would you describe your personality?

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Fan of the “strengths and weaknesses” question? This is another less obvious way to get a candidate to talk about their abilities while learning more about their personalities. Perhaps they say they are really outgoing, but get discouraged easily. This answer could tell you that they are confident, but need more recognition. The more you know about their personality, the better you’ll be able to determine their fit within the team.

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Question 5: What kinds of people bother you?

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Working well with others and part of a team is important in every organization. This question will give insight into just how well the applicant will fit into the team. While it’s perfectly OK to be honest and divulge some pet peeves, applicants who mention multiple traits that bother them, and those who say nothing (or nobody) bothers them – are both red flags and should be noted.

Don’t be afraid to get creative with your questions. The goal isn’t to stump your applicants, but to get a better sense of who they are and the true fit they’d be for the position, and the company.

 

 

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About ApplicantStack:

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Online Recruitment Tools

Online Recruitment Tools

Online Recruitment Tools for the Modern Recruiter

2 min read

Online Recruitment Tools

Key Features of Online Recruitment Tools to Make Recruiting Easier:  With low unemployment and strong competition for qualified candidates, there has never been a better time for online recruitment tools.  Implementing online recruitment tools to not only work more efficiently but also to save valuable time in the recruiting and employee onboarding process is now easy thanks to full-featured applicant tracking systems such as ApplicantStack.

Here are just a few key features of online recruitment tools:

Automate screening by using pre-screener questions

  • Setting up pre-screener questions is a fantastic way to save time
  • Add scoring and knockout questions and focus on only the top-rated candidates
  • See Save Time with Pre-Screening Questions for more detailed information on pre-screener questions

Rediscover candidates you already have in your database that might be a fit

  • Use search and reporting tools to find candidates that match certain skill sets
  • Use advanced Boolean search options to only focus on candidates that match the current job requirements
  • View a candidate’s profile where key data is stored such as resume, cover letter, and applications along with any past feedback

Provide automated communication and scheduling flexibility

  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Collecting and managing Manager feedback

  • Centralized data in one spot makes collaboration simple
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Take advantage of the online recruiting tools for the modern recruiter to save time and hire the right candidates faster!

 

Online recruitment tools are also known as cloud recruitment software and recruitment tracker.

To learn more about ApplicantStack, Click here to request a Free Trial!

Human Resources Valuable Time

Human Resources Valuable Time

Human Resources Valuable Time

Addressing Human Resources Valuable Time:

Recently, I had an email exchange with a Human Resources Manager who indicated she was too busy to evaluate an applicant tracking system (ATS).  As a former technical recruiter and someone whose colleagues are former HR professionals, I get it.  The hundreds of resumes sitting on your desk and in your inbox, the mounds of paperwork, the countless email exchanges back and forth trying to schedule interviews with the candidate and team members, the feedback forms that require attention, the progress reporting to management, the thousands of other tasks that fill an already busy day…no wonder there isn’t any time.  Most human resource professionals do not have a second of their valuable time to find the tools that can assist them.  The amount of time it will take to research all the different options available, implement and learn a new system, and justify the expense are all items that I am sure my recent contact has been grappling with.

If knowing that taking out 30 minutes (a guesstimate at the amount of time it takes to initiate a free trial and post your first job ApplicantStack Getting Started Video [4:49] could potentially save hundreds of hours in the long run, why wouldn’t you do it?

Here are just a few of the problems that could be solved with an ATS

Problem 1:  The hundreds of resumes sitting on your desk and in your inbox

  • Save time by having all your resumes and applications organized and centrally located and easy to search via multiple criteria
  • Use screener questions and scoring to focus on the top candidates
  • Set up automatic email responses to candidates letting them know you received their resume and application
  • Easily move the candidate through your recruiting process – workflows can be set up to mimic your current process

Problem 2:  The mounds of paperwork

  • Store all new hire and employee onboarding paperwork electronically
  • Never worry about having out-of-date forms in different systems…it’s all stored and managed centrally
  • Easily see what forms applicants have completed
  • Create checklists to streamline the entire process
  • Enable new hires to sign all state and federal forms, elect health insurance, view employee handbooks, watch training videos, and more before their first day of work

Problem 3:  The countless email or phone exchanges trying to schedule interviews with the candidate and team members

  • Easily use our scheduling feature that integrates with most calendars
  • Allow candidates to also choose available times on your calendar eliminating calls or emails
  • Enable all team members to arrange candidate interviews without your assistance

Problem 4:  Collecting and managing Manager feedback

  • Again, centralized in one spot
  • Use the standard feedback forms or create your own
  • Score/rate candidates so you can focus on the top-rated candidates in one convenient place for your team to review and make quicker job offers before your competitors do
  • Build your own phone screen templates and reference check forms to store feedback and notes

Problem 5:  The reporting on all the progress

  • Use our standard reports to see which sources are providing the top candidates
  • See how long it takes to fill a position and see if there are any bottlenecks that require attention
  • Run EEOC reports to stay compliant
  • See job workflow and candidate summaries, and so much more

Problem 6:  The thousands of other tasks that fill an already busy day:

  • You might have some time in your day to get to these now

 

Find out more about ApplicantStack by starting a free trial here.

ApplicantStack and Google for Jobs

ApplicantStack and Google for Jobs

Google logoApplicantStack has integrated with Google for Jobs to make finding the right candidate even easier.

ApplicantStack and Google for Jobs: You can now automatically push your jobs to appear in Google for JobsGoogle for Jobs is a new job search engine powered by Google and is a job search tool which boosts the exposure of your job listings to help you attract more relevant candidates to your roles.  Job seekers can search for and apply to open positions directly from Google search. Google’s advanced technology makes it easier to find jobs that are a good match for what you’re looking for in your next position.  It is similar to how Indeed pulls job listings from many different sources.

How to post to Google for Jobs in ApplicantStack

When using ApplicantStack, simply go to your jobs launch page and select “Google for Jobs” here:

ApplicantStack - Google for Jobs launch

 

Simply continue as you would with any other job board included in your ApplciantStack account.

 

 

 

How can candidates find your jobs on Google for Jobs

When a candidate searches for a job in Google, they can easily select apply with “ApplicantStack”ApplicantStack and Google for Jobs

and they will be directed to your ApplicantStack job board where you can track the candidate in your workflow, communicate with them right from your ApplicantStack portal, & hire the right candidate!

 

Please note that Google does have full discretion of what they place in their feed. By submitting your job through ApplicantStack, there is no guarantee that your job will post on Google for Jobs.

 

Try ApplicantStack for Free for 15 days!

How to Save Time with Pre-screening Questions!

How to Save Time with Pre-screening Questions!

Pre-screening Questions

Pre-screening QuestionsGoing through hundreds (sometimes even thousands) of resumes can be very time-consuming.  Being a human resource professional, there are many items on your to-do list and freeing up some time is always a plus.  That is where Pre-screening Questions can come in handy.

Here are a few ways to save time using pre-screening questions:

Location-based Pre-screening Questions:

Once you have a clear understanding of the job requirements you can easily set up pre-screening questions to bypass those candidates that don’t meet the job criteria.  For example, if your job is for a specific location, you might want to make that a pre-screening question.

“Are you able to work in the New York City office?”

or you can be extremely specific about the location

“Are you able to work 9:00 am – 5 pm EST in the office located on 23rd Street and Madison Ave. in NYC?”

Answers to both questions can be set to “Yes” or “No” where “No” would be a knock out question.

Salary-based Pre-screening Questions:

Another pre-screening question that can save you a lot of time is to set up a yes or no question for a salary-related question.  (Please be aware of your state and local laws regarding salary questions – some states are no longer allowing salary-related questions).  If you are looking to hire someone for a job and know the salary cannot exceed $85,000, getting a clear understanding of salary expectations might be beneficial.  Consider creating a pre-screening question such as:

“The salary for this position is $75,000-$85,000.  Is this salary range acceptable to you?”

Where the answer provided is either “Yes” or “No” where “No” would be a knockout question:

Experience-based Pre-screening Questions:

Experience-based questions are another fitting example of pre-screening questions.

If you are looking for candidates with a minimum of 3 years’ experience as a C# developer, you could set up experienced-based questions with a range:

“How many years of C# development experience do you have?”

With the following ranges:

< 1-year

1 – 2 years

> 2-years

You can either set up a value for the ranges and/or set <1-year experience as a knockout question.

Having multiple pre-screening questions can save valuable time for a human resource professional in finding the top candidates and ultimately the right new employee. 

Try ApplicantStack for yourself and see just how easy setting up pre-screening questions are!

Click below to start your Free 15-day ApplicantStack trial:

Request a free no obligation trial!