Prepare yourself for- ‘Do you have Any Questions for Us?’

As a candidate, have you ever wondered what sort of questions to ask the HR or the talent acquisition team at the company you have an interview with? We have talked about something similar in one of our earlier articles, so let us delve a bit deeper into this. These questions will also help you as a candidate to understand where the firm or company that is hiring stands in terms of what it expects from you, and it will also give you an insight how the company functions.

So, what are the kind of questions the candidate can ask, and the HR should be prepared about? What sort of questions can you ask when they say ‘Do you have any questions for us?’ Note that usually, only two or three questions are entertained, so it is a good idea to pick on what matters to you the most, and think about your questions accordingly.

Questions like:

What is the definition of success according to this company?

What could be my trajectory in this company?

What is expected from me in the coming months/next six months/a year from now?

Such questions can help one understand the expectations the company has from you in the long run. It will also help you understand what are the parameters of success here: for example, based on the answer, you can get an idea if the company measures success through sales, or networking, or by the number of hours clocked in, or project by project basis and so on.

Understanding the parameters can also help one understand what the path to future promotions looks like. This leads us to the next point.

Questions like:

In what ways is this role important for the growth of the company?

What are some challenges related to the role?

Asking a very direct question like ‘Why are you hiring for this role?’ might come across as a little rude and blunt. Instead, the questions mentioned here might help you get more detailed answers from the HR. The answers to these questions are likely to help you get an idea about the big picture as well as the day to day to issues surrounding the role. For example, is there a particular reason why this position is open, or if there’s a peculiar challenge that makes the role demanding in a certain way. This can be a great step towards actually getting prepared for the role!

But hey, the job isn’t just about the work. One might also want to get a sense of the work environment and this leads us to the next point. While it might be tempting to ask the questions about work culture and environment, there is something about those questions that could scream as ‘Red Flag!’ to the HR and it is necessary to use your observations instead of directly asking them. Read on.

Red Flag Questions to Not Ask:

What matters to the people who work here?

What do people like about working here?

Instead of asking the HR directly, keep these questions in your mind, and try to see what is it about the place that the people are enjoying. Moving through the office keeping these questions in mind can help you get a hint of the work- ethic company values, and what kind of a work environment does the company offer. A look at the office-workers’ overall mood, any announcement boards, decorations, how welcoming the desks look, and how relaxed or stressed the people are can give you answers to these questions without directly asking.

As articles by SparkHire and SHRM put it, asking certain questions can help the HR understand that you as a candidate are interested in this job, that you are serious about it. The right questions, when asked, the right things when observed, and certain ‘wrong’ questions when not asked, can help you to understand what it truly means to work at this new place that you are planning to be a part of.

Tips on how to recruit employees fitting the company culture

Recruitment is not just to expand a firm’s work force but to increase the proficiency of the firm altogether. Many make a common mistake of judging people by their curriculum vitae and skill sets while overlooking their temperament and character. This often causes workplace tension and results in decline in moral among the work force. The process of recruitment is not just interviewing and selecting the candidates. Just asking some questions randomly or according to the candidate’s curriculum vitae will just not make the cut. Reason is that the candidates may answer it accurately but it will not give you a clear picture of their temperament and mindset. To judge whether a candidate is fit for the culture of your company or not, can be found out by following some interview tips and tricks. Such few pointers are discussed below on how to choose a candidate fitting your company’s culture.

Recruit Employees Fitting The Company Culture

  • The candidates must previous experiences

The candidates must be asked about their previous experiences for a good start as an interviewer, you could always ask the candidates about their past working experiences. This will give him an opportunity to Speak, and for you to judge him, from whatever he speaks. As the candidate enumerates his/her past experiences, many things can be noted from that. For eg , his/her communication skills, Flow of the thought process, his/her abilities to handle things. Further, this can be elaborated by asking, his/her achievements/failures in various jobs. At the back end Interviewer can analyse, how similar or different are these things as compared to the Employer Company.

  • Ask reasons for a “Change”

The reasons of the incumbent, for looking for a Change should always be explored. This will give the Interviewer an insight on, what is it that is hurting/itching the candidate. And whether the same/similar parameters exist in your company. In case such conditions, for which the candidate is running from, are existing in your company also, then the chances of his surviving with your company are less. If so please clarify this point at that time itself, so that if he joins, he knows about these parameters. If the candidate’s reasons for a change are satisfied, then chances of his sticking to your company long term are good.

  • Sceptical approach

Sceptical approach on candidates’ answers is a must The aforesaid point may sometime backfire your true intentions as some sly candidates may grab hold of this opportunity and exaggerate the minor difficulties that they face in their current employment, with an overreacting tendency. These candidates may be weeded out by sceptical questionnaire from your front. This kind of interrogative interview from you & other interviewers would create a pressure on these candidates and would reveal their folly. These candidates treat discipline and deadlines as difficulties which is definitely a pre-requisite for any office work culture.

  • The diligence of the candidates

The above points unfolds the fact that whether the candidates have faced difficult work place experience or not. If the answer is yes then the question that comes up is how the candidate coped up with that situation. Here is where you would get a complete mind set analysis of the candidates. If you get the hint that the candidates have persevered through the tough times all while trying to uphold the moral of the team and deliver the project then the candidates would be a better fit than candidates who have bailed themselves out in such times.

  • The candidates educate

It is mandatory to let the candidates educate about your firm’s work culture after the conclusion of the interview session you must educate the candidates about the code of conduct, ethics and ambience of your firm. These know how must be handed to the candidates in written document of articles and acknowledgement. Well, the document must be served only if the selection is penultimate. Candidates choosing to abide the term of your company will definitely fit its culture.

Wishing you All the Best for a Successful Recruitment.