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Asking the Right Questions

We often think of candidate attraction and employee retention as two separate entities, but really, they are intrinsically linked. To attract a good candidate, they must see meaning and purpose in your job advertisement. To keep a good candidate, they must experience meaning in their work (consciously, or not).

“A good candidate is going to want to do meaningful work and make a difference and if you can explore this, not only will they see you interested in them, but you will be creating a synergy.”

So how do you know if a candidate is going to find meaning in the job and in your organisation?

Here are 5 questions to assess what a candidate finds meaning in (and what they’ll likely need for fulfillment and long-term retention).

  1. Why did you apply for this job?

Don’t skip this critical question that assesses motivation. You described something in your advertisement that this candidate values, don’t miss the opportunity to find out what that is.

  1. What are the benefits and downfalls of your current job?

Rather than giving a hypothetical question about what a candidate does and does not want, ask them what they have stuck around for.

  1. When was the last time you were proud of your work? What happened?

Notably a more difficult question to ask and answer, this question may reveal a candidates values in the workplace.

  1. What are you interested in outside of work?

If you can pair one’s personal interests and values outside of work, with their actual work, you’re setting up for a true synergy.

  1. How would you define a good employer?

Let your candidate answer this question before you start talking about what you have to offer your employees.

While certainly important to ask your candidates about their skills, experience and qualifications, these questions will tell you about how the candidate fits your role. What these questions won’t tell you is how the candidate fits your business, long-term.

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