Selecting a candidate goes beyond just scrutinizing if they are skilled and hold the required learning. People looking for the job would invariably answer the interview questions that lay a pleasing impression of them or reassuring to get the job. So, the biggest question that arises next is how to gauge the overall persona of an applicant. Asking candidates questions that showcase their personality traits, motivation, and credentials helps you find the perfect person for your organization. We will study how tough interview questions help you select a star talent for the position in this guide. We will also include some questions you may ask the applicants the next time you hire.

Tough interview questions aren't just skill-based:

Often, recruiters focus on skill-based questions or complicate them by emphasizing the advanced aspects and latest versions of the technology or their work domain. Though these queries are equally meaningful, the applicants expect such questions and are well prepared for the same. Let's comprehend what tough interview questions are?

An HR must include the skill-based aspects and the attitude aspects of the applicants which means:

a)    The qualification aspect revolves around a person's aptitude; the essential criteria ensure that the person can do the job.

b)    Now comes the attitude or behavioral aspect, which means the personality of the candidate. Is the person you plan to hire motivated and dedicated to doing his work, or are they respectful of the company culture, or whether they respect the deadlines to a project, and are they a good team member.

Statistically, around 46% of the newly hired employees fail within their first few months. But the genuine concern is that: 89% of these employees fail for attitudinal grounds and not the aptitudes. The report added that 80% of employee turnover results from recruiting and interviewing mistakes.
 

The pertinent interview question is the one that examines the

• ABILITY
• MOTIVATION AND OTHER BEHAVIORAL ASPECTS
• MINDSET

How to involve tough questions in an interview:

Now that you know what a tricky interview question looks like let's understand how to ask them. Candidates are often very defensive and safeguarded to trick questions. They mold the interview to the best of their behavior.

1)    Hold involving conversations with the applicant to be their usual self and exhibit the natural personality traits. For instance, ask them how the day was so far and see if they are nit-picking the weather or pointing out something negative, etc., which would help you know them better.

2)    Try to notice if their body language matches their words and if they are being themselves or just faking an image.

3)    Ask for their opinions on something casual or not related to the interview. Also, notice how well they respond to your opinion or teachings on the same.
 

Questions and how they help to check the mindset of a candidate:

1)    What is your opinion of success? 

Requesting this question would help you apprehend their potential standards and career growth.

2)    What, according to you, is the ideal workplace culture?

This might be a prior indication of why they might quit your organization.

3)    What are your free time hobbies or Sunday passions?

Questioning about their hobbies or passion helps you understand how keen and active they are. Also, what you can do for them for their recognitions if you choose to hire them.

4)    What is it about yourself that you are most proud of?

This would give you an understanding of their pridefulness with themselves and how much they can drive their limits to perform better.

5)    What does a company owe to its employees?

Asking this would give you a clear vision of their work preference and also helps you gauge what is needed to retain them in the job.
 

Questions and how they help to check the motivation and other behavioral aspects of a candidate:

1)    What is one hobby or book you started but couldn't complete?

Try to analyze the excuse they give. You might get a clear idea if they are an early quitter or an impatient person.

2)    What was that one time you failed but learned a valuable lesson?

This would help you understand their approach at work, whether they are coachable, lose interest in things just by a few failures, etc.

3)    Can you share an achievement in the previous organization that came to you without working hard?

This would give you an idea about their natural talents and what they excel in. Further, it is a piece of great information you can use while assigning any project to them.

4)    Tell me one experience where you couldn't control your anger in your career this far.

Such information about their conduct at work portrays a picture of them as a teammate and how humble and calm they are. If you find them annoyed at small things, then you know what's coming next as an HR.

5)    Tell me one experience where you were wrong in front of many colleagues or people.

Though some applicants might find it embarrassing to answer and avoid telling the truth, you can easily make out with their non-verbal body language. Also, you can quickly discover their learning patterns, self-motivation, and honesty in themselves and their work.

A quick tip to the recruiters:

Getting in a one-on-one interview with the candidate comes much later. The initial screening of the applicants is equally crucial. Once you successfully shortlist the most potential candidates, you have to conduct fewer personal interviews. Traditional ways of hiring are very time-consuming and stressful. The wise decision here would be to shift to modern recruiting tools that help you find the best candidates for the job in less time. A personal recommendation would be Jobma.

Jobma is among the top video interview platforms globally and has been trusted for its services for over five years now. They provide one-way interviews and live video interviews. One-way video interviews would assist you in shortlisting the candidates in significantly less time. You can visit Jobma.com for further information on their services and also request a free trial if required.

Wrapping it up:

Behavioral and mindset questions reveal a candidate's ability to collaborate and adjust to your organization's work culture. Continuously hiring new candidates for the same position can be financially draining and lengthy. Moreover, this would spoil your employer's brand. Try using these questions in your subsequent interview to make an informed recruiting decision and hire star talents for your organization.