Duties and functions

Six of the Best Interview Questions Employers Can Ask Candidates Camden-Narellan Advertiser

Finding the right person to fill a vacant position is never easy and, somewhat surprisingly, the coronavirus pandemic appears to have made it even more difficult.

Job vacancies have increased in parts of Australia, according to a recent report by the Regional Australia Institute (RAI). Skilled labor has been the hardest to find, with demand for professional staff so far accounting for around a quarter of all regional vacancies in 2021.

An August 2021 report from the National Skills Commission confirmed that employers looking to recruit more qualified staff find it very difficult, with many companies saying the lack of suitable candidates to fill positions is holding back their growth.

The trend could get worse for companies looking to recruit. The National Skills Commission report found that 18% of employers expected to hire more staff in the next quarter, with employers in health care, social assistance, accommodation and childcare services. catering being the most likely to have vacancies.

How do companies find the right employee?

“Whether you are looking for a laborer, lab technician or senior manager, you want to find someone who is interested and enthusiastic about working in your company,” advises Moussa Namini. , Managing Director of the fast-growing CareerOne jobs platform. .

“After you’ve posted your job posting, shortlisting candidates and asking the right questions in an interview can help you find the person you’re looking for. “

The employment section of every ACM newspaper and website (like this one) is now powered by the CareerOne platform. Companies can advertise a job in minutes, quickly reaching out to quality local talent, through their local newspaper’s classifieds team or online. Find the Jobs tab in the main navigation bar at the top of the home page and click on the Post a job section.

CareerOne lists are designed to capture the attention of job seekers with prominent company logos, photos and even videos. Employers can turn a simple job description into an immersive experience to help generate applications.

Six Best Interview Questions

Whether you’re interviewing candidates in person, over the phone, or via video call, it’s best to ask each individual the same set of questions, Namini said. This way you can be sure that you are comparing candidates equally and, if you prepare the questions well, you will be sure that you have covered the key elements of the position.

By all means, structure the questions to meet your specific business needs, tailor the questions as you go through the interview, and dig deeper if you’re looking for more details, he said. CareerOne offers these six questions as the basis of any interview.

Question 1: What interests you in this position?

This might sound like a basic introductory question, but look for positivity and excitement in the answer. They may be qualified for the job and have the skills, but are they really going to be passionate about working for you. Are they looking for more than a regular paycheck? Another way to phrase this question is to say something like, “Sell me this job. It can reveal what they know about your company, if they cared enough about preparing for the interview by researching the company and the position. Their response may also indicate the strength of their interpersonal skills.

Question 2: What professional achievement are you most proud of?

It’s a nifty way to find out more about the candidate’s work experience. You can ask a candidate what tasks he or she performed in previous jobs or what it was like to work in a specific company, but if you really want to get a glimpse of what a person has accomplished and what it was like? pushed to excel, ask them what singular task they completed that makes them most proud. Another good question is, “Tell me about someone you’ve worked with and who you really admire.” When your candidate tells you about his interactions with a colleague or former boss, he reveals not only what he did with that person in a work environment, but also the qualities he values, at work and in life. .

Question 3: What is your favorite way to work?

Rather than leaving this question open, offer a few options. For example, ask yourself if they prefer to work with others or alone and do they like to multitask or tackle their tasks one at a time? You are looking for someone who will adapt to your corporate culture. A follow-up question could be, “How do you want your next job to be different from the last?” If the candidate spends time complaining about their last boss, their work environment, or the lack of opportunities or challenges, this is a warning sign that you might be dealing with someone who sees them. things negatively. If the answer is prospective, especially if the candidate has clearly researched your business, then this person may be the person for you.

Question 4: How do you feel about doing things outside of your job description?

Job descriptions are not always completely accurate or complete. Be sure to ask applicants if they are willing to accept the changes necessary to meet the needs of your workplace. Doing this will not only make you an honest employer recognizing that their jobs may change, but employees won’t be so shocked down the road! You could ask them to give you an example of how they had to adjust in a previous job. Look for someone who is flexible and has the potential to grow.

“Screening [job] candidates and asking the right questions in an interview can help you find the person with the qualities you’re looking for. “

Moussa Namini, Director of Operations of CareerOne

Question 5: See if you can help me with this problem we are having right now.

Here is an interesting way to check the candidate’s knowledge of your industry. Describe a situation that is currently occurring in your business or that has occurred in the recent past. Ask the requester how he would react. Look to see if they get involved in the details of the problem and cover all the key factors or, instead, offer meaningless platitudes. You may have found a “keeper” if they come up with a solution you hadn’t considered!

Question 6: What do you like to do outside of work?

Your employees’ hobbies may seem a bit unrelated to the hiring process, but their answer matters. Employees with varied interests are often happier and more productive people at work. Hobbies can also reveal different skills that could be useful in your industry. Ask the candidate what excites them and why. Explaining them can reveal their ability to communicate in an articulate manner, an important skill for many roles.

Employers can post jobs with CareerOne through their local ACM newspaper or website and reach a combined audience of over 6.4 million people per month.

Employers can post jobs with CareerOne through their local ACM newspaper or website and reach a combined audience of over 6.4 million people per month.

Announcing the new partnership between CareerOne and ACM, the media group’s chief executive, Tony Kendall, said the companies are a perfect match.

Over 25,000 new members join CareerOne each month and now the platform will expand its reach to ACM’s monthly audience of 6.4 million through more than 140 posts. This means businesses will have an easier time being discovered by locals looking for local jobs, Kendall said.

CareerOne not only meets a company’s recruiting needs, but also helps job seekers find jobs they might not otherwise have found, Kendall said. CareerOne uses artificial intelligence to align a job seeker’s profile with the opportunities advertised in their system, improving the usual search functions offered by job boards.

This story How to Find the Best Candidate for a Job first appeared on The Canberra Times.