Your Job Candidate is Assessing You During Their Interview Too.

Interviews are a great way to assess potential candidates when hiring, but they’re assessing you too.

You meet up with your shortlisted candidates, chat about their career so far, assessing their skills and what they can bring to your team but interviews aren’t one-sided. During an interview, it’s more than likely that the candidate will be assessing you. To figure out if they want to work for you, work in your environment and with your staff. Today on the Blue Glove Jobs blog, we are looking at the things candidates look out for and how you can carry out the best possible interviews.

 

Your interview candidate is assessing you, while you’re assessing them.

The interview candidate wants to get to know you, too. They’ll be looking to find out what kind of employer you are and will try to gauge your personality too. Candidates will look at how organised you are, how welcoming you are and the types of questions you ask. They will pick up on things like your body language, how you speak to them and whether or not you give them a good enough chance to sell themselves. If a candidate isn’t impressed, it they’re more likely to reject the job, even if you want them to take the position.

What other things do candidates assess during interviews?

Your job candidate assess pretty much everything, from the moment they walk into the building. They notice how they’re greeted and they scrutinise the working environment. Is it too noisy or too quiet? How do the staff members interact? Is it clean and welcoming? Interview candidates are usually nervous, so naturally, their senses are heightened. You must remember that first impressions count. You don’t want the candidate to have a negative impression of the business before you potentially hire them.

 

How can I conduct the best job interview?

Interviews are arguably the most important part of the recruitment process, so it’s important to dedicate as much time as necessary to plan for them and carry them out. Fail to plan, plan to fail and all that! We’ve previously written a blog post all about how to carry out the best possible job interview and it’s full of handy tips and tricks. You can read the full post by clicking here.

 

Had you ever considered that job candidates are assessing you while you’re assessing them? Don’t worry about it! You’re figuring out whether they’re a good fit for you, and they are simply figuring out whether they are a good fit for you and your business too!

 

mental health, dental jobs, dental recruitment, find a job, dentist job, blue glove jobs, blue glove

 

best member of staff leaves, employee turnover, job, recruitment, job vacancy, blue glove jobs

Staff Don’t Leave Jobs, They Leave Managers.

You’ve probably heard that phrase before, that ‘staff don’t leave jobs, they leave managers’.

And we’re here to tell you that it’s true.

The number one reason for people quitting their jobs is because of their manager. 75% of people who voluntarily leave their jobs do so because of their boss. No matter how good a position might be, not matter how good the job benefits, staff will quit if the reporting relationship with the person in charge is poor.

Today on the blog we look at why this is the case, and the types of managers that staff will gladly leave behind.

Why do staff leave managers?

Staff leave managers more often than not because they are at least one of four things: under-valued, under-paid, undermined and under pressure. Work is never going to always be a barrel of laughs, but it shouldn’t be somewhere that staff dread going to either. Bad bosses are the number one cause of unhappiness at work. If a staff member is unhappy, don’t be surprised that they are going elsewhere to look for work. Your staff spend most of your life at work, they shouldn’t feel anxious or drained there.

best member of staff leaves, employee turnover, job, recruitment, job vacancy, blue glove jobs

What kind of bosses or managers do staff want?

Staff look for bosses who are leaders but not demanders. They want bosses who know when their plates are full as it is without piling on extra loads of work and expecting quick and good results. They want bosses who are encouraging and who acknowledge greatness. Staff want people in charge who are going to pay them fairly for the amount of work they’re doing.

bossy, boss, my boss is a bully, bullying at work, overworked.

What kind of bosses do staff members leave?

The ‘King Kong’ Boss:  Some managers forget where they came from. These type of managers possess a superiority complex and like to draw the distinction between management and staff. It is dreadful to work under a manager who is more worried about pushing their weight around than building relationships. Great leaders should never talk down to their employees or make them feel inferior. Remember where you started and be respectful to everyone.

The ‘Task Master’ Boss: Who piles on work constantly to employees without checking how much they already have to do. This type of boss is usually great at dishing out tasks but completing none of their own. Giving too much work to staff before they have even completed their own mandatory day to day tasks is a sure fire way to kill staff morale and motivation. Think before handing out tasks ‘what can I do to take some of this work load away from my workers?’. If you don’t you’ll push them to a breaking point, where they will feel under pressure and stressed out. This might lead them to taking time off or actually quitting.  ‘Task Master’ bosses are usually found in smaller organisations where there are less staff to spread the work out across.

The ‘Stuck in Old Ways’ Boss: Staff leave bosses who don’t move with the times. If you’re paying them what you paid them 5 years ago even though they’re now doing a lot more work, they’re going to leave. If you’re not letting your staff try working in new, modern ways, they’ll leave. Maybe you won’t let anyone try anything new. People don’t like bosses who don’t like change. If you’re stuck in your ways to the point where you’re holding your staff back, don’t be surprised when you’re having to fill vacancies.

Check yourself.

There are too many exceptional employees out there that become disheartened, stop caring but force themselves into work everyday until they find another job. If you’re a manager, take a look at yourself and ask yourself if you are truly a good one. No matter how good a job is, staff certainly won’t stick around for you if you are not treating them correctly. Remember, staff don’t leave jobs, they leave managers.

 

dental jobs, dental recruitment, find a job, dentist job, blue glove jobs, blue glove

The FOUR biggest hiring mistakes you need to avoid.

Hiring a new member of staff doesn’t need to be complicated.

How many times has your recruitment process taken months longer than it should’ve? Have you ever thought you hired the perfect fit for your team and ended up with someone as useful as a chocolate teapot? Offered a candidate a position and they said that they’ve already found someone else? Don’t worry, most it happens to most organisations.

To prevent any problems in the recruitment process, we’re telling you the four biggest hiring mistakes you need to avoid.

One of the biggest hiring mistakes is not having a set recruitment process & just ‘going with your gut’.

Sometimes it can be hard when recruiting to avoid following that ‘gut feeling’. You’ve interviewed 4/5 people and then interview another candidate that you’re drawn to and then suddenly, the previous 4/5 candidates are out the window and no longer of interest. This is usually what happens when you don’t have a set process for hiring. You simply cannot just interview candidates with a hope for the best attitudeBefore you invite anyone for an interview, you need to plan a process so that you don’t get sidetracked or biased towards any candidate. Without a set process or plan, your recruitment process may run on for too long (or not long enough) and you’ll end up hiring the wrong people/person.

Ask for references. And then ask for some more.

Almost convinced on a candidate but need some more insight? Don’t be afraid to ask for references. They are the best way to find out about someone. Ask for references, and then ask for some more. Someone who is confident in their ability, will be able to provide you with many references to prove their track record. If someone is standoffish when it comes to references, it’s probably a sign that their track record isn’t squeaky clean. Maybe they had a lot of absences, or had problems with time keeping or couldn’t make targets. References are a great way to find out what a candidate is really like from their past colleagues.

Hiring someone solely for their industry contacts.

Just because someone might know their way around the industry you’re in doesn’t mean they’re going to be a great fit. They might appear to have good contacts, but that doesn’t necessarily mean they’ll be a great fit for your team. You might be inclined to think that someone with good contacts in the industry can take you and your business further, but that won’t always be the case. If you’re only in it for the contacts, network on your own, attend events and conferences or speak to friends and existing colleagues in your industry. Recruit based on skill and potential, not on what you think you need to take your business further.

Hiring someone who talks the talk but can’t walk the walk.

Arguably the most common trap that recruiters fall into. There are so many people out there nowadays who talk a good game. Unfortunately though, so many candidates often talk the talk and can’t walk the walk. They might interview well and appear to be a great fit. Walking the walk is the most important part. Can they deliver on what they told you they could? Or have the just got a CV that makes them appear better than they actually are? Testing is so important. Trial shifts, testing and probationary periods are vital. Make sure you have a do-er and not a talker.

 

It’s inevitable that you’ll make some hiring mistakes in your time as a recruiter. It happens to everyone! But with experience comes knowledge. Hopefully in the future your recruitment processes will be slick and successful!

What are some of your top hiring mistakes that you’ve made? We’d love to hear them! Let us know in the comments or let us know on social media @blueglovejobs.

 

dental jobs, dental recruitment, find a job, dentist job, blue glove jobs, blue glove

content marketing and recruitment, recruitment and content marketing, blue glove jobs, dentistry, dental recruitment

Content Marketing WILL Help You Recruit The Right Person

Did you know that job seekers are 7 times more likely to apply to roles in companies that they feel they relate to?

These days, content is king, no matter if you’re looking to sell a product, show off your service or even recruit someone. That’s right, job seekers are hunting out roles in companies that excite them with great content. But how and why is this relevant to recruitment?

Today, we talk about why the humble job vacancy just isn’t cutting the mustard anymore and how content marketing is the key to attracting the right type of job candidate.

Your regular vacancy listing is boring , sorry.

If you’re guilty of using the same copy and paste job ad every time it comes to recruitment, keep reading.

A bland and over-used job ad is the reason you struggle to recruit good candidates and it’s that simple. A vague and boring job post won’t cut the mustard, especially if you’re looking for top quality candidates. Times New Roman, size 12 and poorly formatted isn’t going to draw candidates in. A job advert should be an extension of the company. Don’t give too much away, but give a flavour about what it’s like to work for you. This is a great way to cut off the deadwood before you even start receiving applications. The more specific you are, the less unsuitable applications you’ll have to rifle through.

We’re not saying it has to have widgets and slide shows and pictures and different fonts, sizes and colours, but it does have to be somewhat engaging. Here’s how you can do it successfully…

content marketing and recruitment, recruitment and content marketing, blue glove jobs, dentistry, dental recruitment

Step One:  Take a look at who you’re trying to recruit.

If you’re recruiting, there is a good chance you already know the type of candidate you’re looking for. Are they a team player? How much experience do they have? What matters most to this person in a job? Where do they look for jobs? Once you have established who the candidate is and where you’ll find them, it’s time to start your content marketing.

Step Two: Go ahead and create some content.

The type of content you create for your recruitment process will very much depend on who you’re trying to recruit. That’s why step 1 is vital. Then step 2 will help you decide on the type of content, tone & voice of content and location of the content.

  • TYPE OF CONTENT – Videos, blog posts, social media posts – what type of content are your ideal candidates most likely to engage with? Are they online or offline?
  • TONE & VOICE – Are you speaking their language? Using Jargon? Are you referencing things they’ll recognise in the job?
  • LOCATION OF CONTENT – One candidate might spend their days on Facebook, the other scouring job websites. You should share content to different channels to target different potential candidates.

Step Three: Share out your content marketing efforts and monitor the results.

Share out your content in your chosen platforms and monitor the results. How many good quality candidates have come through compared to before? How are people engaging with your content? If it’s not quite right, adjust the content. Share it elsewhere. And don’t be afraid to ask for feedback from those who are already working for you. What are their thoughts on the content? Is it relevant and accurate to the business? Find out from the people who already work there!

 

content marketing and recruitment, recruitment and content marketing, blue glove jobs

 

Why not give content marketing a go? You never know, your recruitment process could take just a fraction of the time with a little bit of creative content targeted to the right audience!

And remember, you can post any dental vacancies on our website completely free of charge to compliment your content marketing! Let us know how you get on with our ‘content marketing for recruitment’ tips!

What To Do When Your Colleagues Don’t Pull Their Weight.

Ever feel like you’re the only one with the get-up and go attitude?

Everyone has bad days. Work isn’t always sunshine and rainbows and sometimes, the motivation can be hard to find. However, if you’re the one who is constantly picking up the slack of your colleagues, this blog post is for you. Today, we’re discussing how to be an effective team player, but noticing when you’re being taken advantage of. We’re also looking at ways to tackle these types of problems in the work place. Sound like something you’d like to know more about? Read on.

Being a Team Player isn’t always easy.

Just because you might prefer to work alone, doesn’t mean you can’t be a good team player. After all, you all work for the same company, and therefore should have the similar, if not the same goals for your company. Working in a team isn’t always easy though. It is often made challenging by other workers doing the bare minimum or doing nothing at all and tiding over on the graft of others. This is when problems start to arise and persist if not addressed.

Being an effective team player means that you lift each other up instead of holding each other back. It means helping each other achieve collective goals. Being a team player means not watching anyone struggle. Being a team player means refusing to rely on others to do your assigned tasks for you. It means knowing when to get the head down and get the job done!

When your colleagues don’t pull their weight, try to get the motivation going.

If you know that your colleagues aren’t pulling their weight, try to tackle it positively. Try to boost the motivation of your co-workers. Encourage them genuinely, not condescendingly. Let them know that they’re doing a good job. Everyone likes to hear that once in a while! If you need them more hands-on in a task, ask them to help you carry out the task together. That way, you have another pair of hands on deck. You never know, inviting them to join you on a task just might be the kickstart they need, once they start, they might not want to stop. We’ve also written a blog post on motivation boosting at work – check that out here for more tips and tricks!

 

are your staff happy?, staff morale, employee morale

Address The Situation.

Although it can be frustrating, try to keep calm. If you need to, you can always go and speak to superiors about staff who are not pulling their weight. Nobody wants to be seen as  the ‘tell-tale’ or ‘the office grass’ but it’s important to know when enough is enough and put your foot down. If you don’t address the situation, the problem will continue and leave you being the one who is picking up the slack consistently. If you are always the first to arrive and the last to leave because you’re finishing off the little left-over tasks, that’s a problem. Speak to the culprits individually if you are confident enough to. Speak to your manager, or raise it at a staff meeting. A problem shared, is usually a problem halved. And, the chances are, you’re not the only one noticing the problem.

 

So there you have it! Our top tips on dealing with co-workers who slack off and leave you to run around making sure the jobs get done. Have you ever had to deal with a similar situation? How did you deal with it? Let us know in the comments, or hit us up on social media! We’d love to hear from you!

dental jobs, dental recruitment, find a job, dentist job, blue glove jobs, blue glove

is your cv application ready?, CV, recruitment, dental jobs, dental, jobs, career, CV, job application

How Can You Attract Candidates To A Vacancy?

Struggling to find someone for your vacancy?

Don’t worry, most people do find it challenging to attract people to their vacancy.

You might have put out what you thought was a sparkling job advert, describing the role and the person/people required perfectly. So why are you getting no candidates through, or getting candidates who don’t fit the bill? Today on the blog, we’re looking at how you can attract more, quality applicants to your job vacancy.

Mountains of Job Vacancies Make Your Job of Recruiting Much Harder.

The number of job vacancies in the UK continues to climb. More and more recruitment websites are popping up, and we can now even post job vacancies on Facebook! It is making it exceedingly difficult to pin down the perfect potential candidates. Securing talent is now harder than ever. So how can you make your job advert stand out to attract the correct candidates?

 

5 top tips for conducting a job interview, interviews, job interviews, recruitment

Make Sure To Cover All of The Basics.

Be sure to highlight all of the basics – the job title, the location, the role, the contract type and working hours. Outline your ideal candidate profile. Give an idea of the duties the candidate will be expected to undertake. You may also want to give a salary guide, and note any opportunities for progression.

is your cv application ready?, CV, recruitment, dental jobs, dental, jobs, career, CV, job application

Is your job application on brand?

We don’t mean you need to go and get your job advert professionally designed. A logo, a company tagline if applicable, should all appear somewhere in your job vacancy. Take a look at the tone of voice too, does it match your brand guidelines and replicate the feel of your company? If not, it’s probably time to get re-wording. Job adverts that are branded up well are 13 times more likely to receive quality applicants, as it allows them to understand the business and what they are looking for beforehand.

Don’t be afraid to highlight candidates you won’t accept.

If your vacancy requires certain qualifications or a certain amount of practical experience, highlight that. If you are looking for someone who has their own car with a clean driver’s license, highlight that too. It helps to weed out unsuitable candidates before they even apply for a role. Be clear in stating that candidates who do not meet these requirements will be rejected.

What are some of your top tips to ensure you hire the right person?

We’d love to hear what your top tips are for making sure you find suitable candidates. Let us know what they are in the comments, or hit us up on social media, we can’t wait to hear from you!

content marketing and recruitment, recruitment and content marketing, blue glove jobs

The Three Questions You Need To Stop Asking Job Applicants

Are you the person in charge of hiring new recruits for your business?

If so, you’re probably in a bit of a routine with interviewing. You’ve skimmed over the CV’s before interviewing. You have a rough idea of the questions you want to ask and you might have even checked out their profile on LinkedIn. You might think you’ve got it down. And to an extent, you probably do. But there are three criminal questions that you need to stop asking in a job interview.

Today, we’re shedding light on the three questions you shouldn’t ask in interviews and telling you why you need to stop asking them.

 

dental recruitment, blue glove jobs, interview questions

 

You Need To Stop Asking Job Applicants ‘Why Should We Hire You?’

Why should you stop asking this?

Well simply, it’s a little obnoxious. The candidate has already applied. If you didn’t think they were a good fit for the team, why invite them along for an interview? No matter what tone of voice you say it in, it’s an intimidating question. Restructuring this question allows you to not only seem less invasive and intimidating, but it allows you to get more information from the candidate. Rephrase this question to ‘how could your skills and experience drive our business forward?’. By taking this approach, you’re acknowledging their skills and responsibilities and asking them how to identify how they can use those

 

You Need To Stop Asking Job Applicants ‘What is Your Current Salary?’

Why should you stop asking this?

Talk about intrusive! What a job applicant currently earns is simply none of your business. They probably won’t disclose this information anyway, but it’s a little rude to ask. Money isn’t something that people like to talk about at the best of times, even to those they’re closest with. It can turn the atmosphere a little sour too. If you mention money, make sure it’s only about the candidate’s future wage when working with you.

 

You Need To Stop Asking Job Applicants ‘What are your weaknesses?’

Why should you stop asking this?

It sets a negative tone. Nobody wants to discuss their bad traits. It’s a sad fact that a lot of candidates prepare for this question and have a few answers lined up for interviews, but when you ask them about their positive traits, they stumble. The expect to be asked about their flaws rather than their skills and accomplishments. If you really need to ask this question, be sure to follow it up with a positive question to keep the balance.

 

What are some other questions you think are unsuitable for job interviews and why? Is there anything you always ask? Is there anything you’d never ask? Let us know!

 

dental jobs, dental recruitment, find a job, dentist job, blue glove jobs, blue glove

content marketing and recruitment, recruitment and content marketing, blue glove jobs

How To Conduct The Best Job Interview.

Looking to hire someone?

Maybe you’ve had a vacancy out for a while and you think you’ve finally found the right person. Have you invited them for an interview? If you have, keep reading! These are our 5 top tips for conducting the best job interview. You need to be punctual too.

1. You need to be punctual too.

We expect our candidates to show up on time, so you should be prepared to hold the interview on time too. If you’re late to welcome your candidate and are rushing around trying to organise the interview 5 minutes after it should have started, are you really setting the right impression? We’d have to say no to that one. There is a good chance the applicant has taken time out of their existing job to come and see you. They might have arranged child care so they could be on time for you. Make sure you’re on time for them too. Which leads us on to point number two.

dental recruitment, blue glove jobs, interview questions

2. Create the right interview environment.

Interviews can be pretty daunting. The majority of people don’t like being interviewed! Make sure you have a space that feels welcoming and puts the candidate at ease. If they’re uncomfortable or feel under pressure, you won’t get the best from them. Find a quiet, well-lit room, where the temperature is just right. Make sure it’s clean and there is plenty of room to have a sit down and a good chat. A glass of water for the candidate might be a nice touch too. Put your candidate at ease and they’ll probably impress you more! Don’t forget to put a sign on the door, or let other staff know you’re conducting an interview. That way there won’t be any unprofessional interruptions – unless of course it’s an emergency!

3. Be prepared.

Read through the candidates application again. Skim read their CV once more so you’re not spending time asking questions that they have already answered.  There is a high chance the person coming to the interview has read up on your company. The interview should be a chance for them to elaborate on their CV, not regurgitate what’s on it. Have your questions ready, a few at least to get you started. It doesn’t need to be a rigid interview. Let the conversation flow and see what happens, but it’s nice to have somewhere to start.

5 top tips for conducting a job interview, interviews, job interviews, recruitment

4. Invite them to ask any questions.

Sometimes, candidates will walk away from interviews feeling like they don’t quite know everything they wanted to. After you’ve completed all your questions, it’s a nice idea to ask them if they want to ask you any questions. They might not, but it’s nice to ask. It might be something simple that you’ve skimmed over. It might be something more complex that you’ll need to ask someone else to get the answer. Regardless, you should welcome any questions they might have.

5. Whatever the outcome – contact the candidate.

If you want to hire them, great! If you don’t want to hire them, you should let them know that too. Sadly, and more often than not, candidates are often left out in the rain if they don’t get the job. Some recruiters don’t even call to let them know they were unsuccessful. Like we’ve said, it’s possible that the candidate made special arrangements to come and be interviewed. Do them the decent thing and let them know if they are successful or not. It’s always appreciated and doesn’t leave them hanging around in false hope.

 

What tips do you have for hosting the best job interview? Let us know in the comments!

dental jobs, dental recruitment, find a job, dentist job, blue glove jobs, blue glove

job rejection, rejected, job applicant, rejected application, recruitment

The Reasons You’re Not Getting Hired

Ever wondered why you keep getting knocked back from jobs you’ve applied for?

It’s disappointing when you don’t get a job you were hoping for. You take the rejection call or read the unsuccessful e-mail and naturally you feel a bit deflated. It’s happened to us all. It can be disheartening to consistently be rejected for jobs. You might feel you’re doing everything you can to impress in an interview, or that your CV is shining and you just can’t work out where you’re going wrong.

Today on the Blue Glove Jobs Blog, we look at some reasons why you’re not getting hired. Check it out:

 

You’re not selling yourself when you should be.

Naturally, as Brits, we find it completely cringeworthy when we’re asked to big ourselves up. We’d rather bury our heads in the sand. But, if there’s anywhere you should be talking yourself up, it’s in a job interview. There’s a good chance you’ve been shortlisted alongside a handful of other candidates, but the interview is really the time to make yourself stand out from the crowd – a good CV can only take you so far. We don’t doubt for a second that interviews aren’t nerve-wracking, but you need to sell yourself. Think of it as a sales pitch! Why should they hire you over anyone else? Remember they are looking to hire a person. If they can’t get a taste for your personality, they’ll skip past you and head straight for the next candidate.

dental recruitment, blue glove jobs, interview questions

 

You Talk The Talk But Don’t Walk The Walk.

A good CV is all very well and good, but only if you’ve not told lies in it. If you’re quizzed on something you’ve written in your CV that you can’t actually do, don’t expect to be hired. It’s that simple. Firstly, lying to potential employers is not a great way to make a good first impression, secondly, you’ll make yourself look stupid, and thirdly, dependent on the profession, you could put others at risk if you don’t know what you’re doing. Basically, we’re just telling you to be honest. Don’t talk the talk if you can’t walk the walk.

 

Recruiting internally may have suited the employer better.

It’s not always your fault that you didn’t get hired. Occasionally, it’s more suitable for the employer to recruit internally. After all, who knows the organisation better than the staff that already work there? It is disappointing, but unfortunately it happens, particularly in small businesses.

 

rejection, cv, interview, recruitment, job candidate, job application, job rejection

 

A mismatched fit with the brand.

This happens more than you’d think. Often, those who are looking to recruit make their decision to hire based on the candidate’s fit with the brand. Some argue that this is discriminatory, and perhaps, to an extent, that’s right. But if the people representing your brand and business do not fit cohesively with the brand and business, it can be extremely evident to see who is out of their depth. The brand will feel it, and so will you. We’re not saying change your personality to try and fit with anyone. Sometimes it’s just not a good fit – that’s not your fault, but it’s not the brand’s either.

 

Unprofessionalism.

As brutal as this might sound, it’s true. Of course you want to impress, and first impressions count the most. If you show up to your interview late, unprepared, disinterested and inappropriately dressed, there’s a high chance you’re not going to be getting the job. By being any of the above, you’re essentially setting yourself up for failure. Fail to prepare, prepare to fail and all that jazz. Give yourself the best chance at getting the job. If you show that you don’t care from the outset, it’s a sure fire way of getting rejected.

 

job rejection, rejected, job applicant, rejected application, recruitment

 

The employer has been doing their research on you.

Something that they are very much entitled to do. Maybe they’ve checked in with your references. Or maybe they’ve had a look on social media. Don’t be surprised if you don’t get the job if you’re posting about your wild weekends on Facebook, backed up by endless photos that your friends have tagged you in. Although your social media profiles are yours, remember that it’s not only you that can see them. A whopping one in three recruiters have rejected applicants based on something they’ve seen about them on social media.

 

So there we have it – some reasons why you might not be getting hired. We know that getting rejected from jobs can be disheartening, but keep trying! We are firm believers that everyone’s dream job is out there somewhere! For more tips on career development and job applications, you can check out our blog here: www.blueglovejobs.com/blog

dental jobs, dental recruitment, find a job, dentist job, blue glove jobs, blue glove

 

 

job interview questions, interview questions, interview, career, blue glove jobs

The Best Job Interview Questions You Can Ask!

Got a Job vacancy?

Maybe you’ve already selected the cream of the crop to come in for an interview. Today on the Blue Glove Jobs Blog, we’re looking at the best interview questions.

Below, we’ve listed some of our top questions that we’d consider asking someone before deciding whether or not they’ve made the cut to join the team.

 

job interview questions, interview questions, interview, career, blue glove jobs

Interview Questions for Getting to know the candidate:

  • What are your strengths and what are your weaknesses?
  • Why do you want this job?
  • Tell us why you to want to work with us?
  • Why should we hire you?
  • What do you know about us?
  • Can you describe your ideal company ?
  • What skills do you have that other candidates might not?

It’s also important to ask about previous jobs – consider some of these interview questions:

  • What is your favourite job you’ve ever had?
  • Give an example of a time when you went over and above in one of your previous roles and why you felt it necessary to do this.
  • Can you tell me about a time when your work has been criticised?
  • Tell me about a time when you had to give someone difficult feedback. How did you handle it?
  • How do you handle working with people who annoy you?
  • If we were working together and I asked you to do something that you disagreed with, what would you do?

 

job interview questions, interview questions, interview, career, blue glove jobs

Just for fun! :

  • What other interests do you have outside of work?
  • Tell us a weird fact about yourself!
  • What is your favourite food?
  • If you could have one super power, what would it be?

Of course, these questions are just a guideline! We’re sure you’ll throw some tricky ones in, and maybe even some fun ones to help get a feel of their personality. Make sure you set aside enough time to get through a good bunch of questions. If you ask too few, you won’t be able to judge if they’re the right fit. Ask too many and they might feel as if they’re being scrutinised.

As much as the interviewee is trying to impress you, you want to set the right impression too. Make time for them and their interview and have a quiet space set aside to conduct the interview. The more comfortable you make them feel, the more likely they’ll open up and give you a real insight into their skills and what they can bring to your team.