10 Must-Ask Interview Questions for Hiring

Uncover the hidden qualities of your potential candidates. Ask the right questions to get to know your applicants on a deeper level and find the ideal person for the job.

Are you tired of the costly and time-consuming process of hiring a new employee, only to end up with someone who doesn't meet your expectations? It's not just about the cost of recruiting and training. A poor selection can actually harm your business in more ways than one. Imagine decreased productivity, disgruntled employees, and potentially damaging impacts on your brand. With all these considerations, hiring a new employee can seem daunting.

So what can you do? Creating a plan is a great place to start. By having a solid plan in place for your interview process, you can avoid these pitfalls and find the ideal candidate for your practice. Interviews provide the perfect opportunity to really get to know your candidates, uncover their potential strengths and weaknesses, and determine whether they will be the best fit for your team.

So what's the secret to a successful interview? Asking the right questions. With the right approach, you can gain insight into your candidates' thought processes, work styles, and values, all while evaluating their skills and experience.

So don't let the hiring process intimidate you any longer. With the right interview plan and asking the right questions, you'll be well on your way to finding the perfect addition to your practice.

Here are our top 10 questions to add in your next interview:

1. Can you tell us about yourself?

Picture this: You're in a room with a potential new hire, and you're both staring at each other across the table. The silence is deafening, and the tension is noticeable. You both know why you're there, but where do you start? That's where the infamous "tell us about yourself" question comes in. It's the icebreaker that can set the tone for the rest of the interview. But don't let its simplicity fool you - this question can reveal a lot about the candidate.

Asking the candidate to talk about themselves not only gives them a chance to relax and get comfortable, but it also lets you learn about their personality, interests, and experience. Pay attention to what they choose to share and how they share it - are they confident and articulate or struggling with their words? Are they excited and passionate about their hobbies or just going through the motions? All of these cues can help you determine if the candidate is the right fit for your practice culture and team.

While it's important to let the candidate feel comfortable sharing information about themselves, keeping the interview on track and focused is also necessary. You can gently guide the conversation in a more meaningful direction by using this question as a springboard to another question. This will not only help you gather more relevant information about the candidate but also demonstrate that you are interested in their unique experiences and perspective.

2. Why are you applying for this job?

This question can give you invaluable insight into the candidate's goals and aspirations. While it's true that everyone needs to earn a living, you want to find someone who is genuinely excited about this job opportunity, not just looking for a paycheck. If an applicant can offer multiple compelling reasons why they are excited to join your practice, it shows that they have done their homework and put in the effort to understand your unique practice. Their specific reasons can help you gauge their enthusiasm for the role, making it easier to assess their potential fit within your team.

3. Why are you leaving your current job / why have you left the current job?

Asking about a candidate's reasons for leaving their current job or why they have left in the past can reveal a lot about their work style, goals, and values. It's a tricky question because some applicants may not be completely honest or may try to sugarcoat their reasons for leaving. However, it's still a crucial question because it can help you understand their motivations. Listen closely to their answer and pay attention to their body language and tone. Do they seem hesitant or nervous when answering? Or are they confident and transparent? Look for red flags, such as excessive negativity about their previous job or a lack of responsibility for their own actions. Ultimately, finding a candidate who is tactful, honest, and willing to take accountability for their past experiences can lead to a successful and productive work relationship in the future.

4. Where do you see yourself in 3 years?

This question can provide valuable insights into the candidate's aspirations and motivations. This is an excellent opportunity to assess whether the candidate's long-term goals align with the role you are offering. A candidate who has thought about their career path and includes your practice in their future plans is more likely to be committed and invested in the job. On the other hand, someone who struggles to answer this question may lack direction or be unsure about their future goals, which could affect their commitment to the role. Don't be afraid to probe deeper and ask follow-up questions to get a better understanding of their career goals. After all, hiring a new employee is an investment in your practice's future, so you want to make sure you choose someone who is aligned with your vision and has the potential to grow and succeed within your practice.

5. If you were given the opportunity to join our team, what top three actions would you take to ensure your success in this role?

Asking candidates to share three actions they would take in this role can help you understand their preparation and hunger to get this position. Pay attention to how quickly they respond, as a swift answer may indicate prior consideration. A strong response will demonstrate their understanding of the job's responsibilities, along with their potential contributions to your practice. Candidates who describe how they can enhance your practice or address potential challenges can differentiate themselves from those offering vague responses like "meet people" or "learn the ropes." Overall, this question can be a powerful tool in evaluating candidates' creativity, thoughtfulness, and potential for success.

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6. How would you describe your perfect boss?

Asking candidates about their ideal boss can be a challenging question for them to answer. When evaluating their response, consider several factors. Does the candidate emphasise their boss's management style or their personal relationship with them? Do they focus on their preferences for their boss's behaviour or avoid discussing negative aspects altogether? These factors can reveal their ability to communicate tactfully and work well with others. Look for candidates who present a balanced answer that acknowledges their ability to take direction while also highlighting their capacity for independent work. Beware of candidates who dwell on negative experiences with previous bosses, as this may signal unresolved conflicts or an inability to collaborate effectively.

7. What is something you would be happy doing in your job every single day for the rest of your career?

This question can provide useful insights into the candidate's core motivations and work preferences. Consider whether their answer aligns with the responsibilities and expectations of the role they are applying for. For instance, if someone says that they find joy in interacting with patients, but the job involves primarily working independently on a computer, it may not be the best fit for them.

8. What do you think about our mission and values?

To give candidates a chance to answer this question, ensure that your mission and values are easily accessible (such as on your website). Keep in mind that many candidates may not be familiar with your practice's mission and values, and that's understandable given the number of job applications they may be submitting. However, if an applicant can provide their perspective on your practice's mission and values, it shows that they have taken the time to research and remember key details about your practice. Such a candidate may be a valuable addition to your team.

9. Can you describe the factors or circumstances that could potentially make you reconsider staying with us as an employee?

Knowing what factors may cause an employee to leave in the future can be valuable information when considering whether to hire an applicant. By understanding their potential deal-breakers, you can make an effort to create an environment that aligns with their needs and goals to increase the chances of them staying long-term. However, if their requirements are unrealistic or incompatible with the role or your practice, it's essential to have an open and honest conversation before hiring them. Otherwise, there is a risk that they may leave earlier than expected, leading to disruption and additional costs for your practice.

10. Is there anything you'd like to ask me?

A candidate's questions can reveal a lot about their level of interest and engagement in the job. If they don't have any questions, it's important to consider if you've provided enough information or if they haven't prepared adequately. On the other hand, if they do have questions, it's a good sign that they are genuinely interested in the position. Ensure you are prepared for candidates requiring more information and details about the role and your practice.

Want more interview questions?

Check out our 40+ Interview Questions to Ask Job Candidates to help you uncover the perfect fit for your team.

As an interviewer, you have the opportunity to ask insightful questions that can help you learn a lot about the candidate sitting in front of you. It's crucial to remember that every question should have a purpose and provide meaningful information that can aid your decision-making. We've provided a list of valuable questions to ask during an interview, and we hope they will be helpful to you in finding your next employee.

Don't forget to check out our article, Revolutionize Your Recruitment: 5 Tips for Smarter Hiring, for additional ideas on how to enhance your recruitment process. Best of luck in your hiring endeavours!

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