An interview gives you a chance to determine if the candidate has the required skills for the role. They should be conducted in a fair and equitable manner to allow all candidates the best opportunity to demonstrate to you their skills and abilities. Keep in mind that not all candidates will have had a lot of work experiences yet, and assess their skills holistically by looking at other experiences that they might have, such as from volunteering and positions of responsibility at university.
When devising interview questions, focus on employability skills e.g. communication, motivation, and initiative, as indicators of applicants’ basic skills and only ask technical questions if these are critical for the job role. The questions you ask should correlate with the skills and experience that was on the vacancy advertisement and person specification, and should allow you to assess a candidate’s suitability to this specific role. You may want to ask hypothetical questions covering situations which they are likely to encounter in the workplace, to gauge their problem-solving abilities and thought processes.
Below are some suggested questions that you can ask your candidate.
Lighter introductory questions help you understand their motivation for the role and puts the candidate at ease
Give an insight into the occasions where a candidate has previously used a specific skill, doing so will allow you to understand the approach they may take if that skill is required for the role. This should match skills specifically mentioned in the person specification.
Strength based interview questions interviews are more personal and allow recruiters to gain a genuine insight into the personalities of candidates to see whether they'd be a good fit.
Role specific questions to ensure the candidate has a good understanding of the job role.