Despite the fact most hiring managers and employers have a basic understanding of the purpose of a job interview, it’s not uncommon for key questions to be missed during the interview process. Unless you can walk away from a job interview, knowing whether you want to hire an applicant, you probably haven’t asked enough questions. In some instances, you may not be asking the right questions.

The purpose of a job interview is to determine if the applicant in front of you is qualified for the position for which he or she is applying, and if the individual would be a good fit for your company. The result should be you hiring an employee who is going to be a successful, contributing member of your team. It’s not rocket science.

Make Sure the Individual Has the Skills Necessary to Do the Job

Your first step is to make sure the individual you are interviewing has the skills necessary to do the job. Does he or she have the necessary degree or diploma? What skills does the individual possess that make him or her the most qualified for the position? What skills does the person feel he or she needs to improve upon and what are the plans for doing so? Does the applicant have experience using the specific skills needed to do the job? If not, are you willing to do additional training because his or her basic skills are there?

Remember, on paper a person may seem perfect, but not all people are able to translate their education into an actual, practical application. This is generally where “working interviews” come into play, particularly in the dental and allied healthcare industries.

How to Find Out If He or She Will Be a Good a Fit

What are the person’s career ambitions? Do those ambitions align with the company? What is the person’s greatest accomplishment or achievement in a past job? How would the person overcome an obstacle preventing the completion of a given task or goal? What’s an example of the person overcoming an on-the-job obstacle in the past? Is he or she interested in advancement opportunities? How would he or she describe an ideal work environment?

You’ll also want to find out why the individual applied for the position in the first place. What makes him or her feel it would be an ideal fit? Why did the applicant leave his or her last job? What would make this job a better match than the last job? What does he or she hope to accomplish with and through your company?

If you’re still not sure of the types of questions you’ll want to ask a potential candidate, or the reason for asking these questions, thebalance.com has a list of some of the Best Interview Questions for Employers to Ask Applicants.

Take the Opportunity to Get Answers to These Questions, Too

Cover the basics, yes. Ask your standard interview questions, of course. Just don’t forget to ask what some people may consider to be the harder questions, the ones for which you really need to get the answers before the job applicant leaves your office. Some examples include:

• How much do you want to make in this position? It’s okay to ask.
• Are you looking for long-term with career advancement, or just a temp position?
• What are your career objectives? How do you feel your objectives align with the company’s?
• Is anything preventing you from being able to start now? If so, what and when could you start?
• Does the schedule work for you as-is? What changes would you want to make?
• Are you considering other positions? Do you have other offers on the table?
• Are there any obstacles you’d need to overcome to work here (move, give notice, speak with spouse or family member)? Do you think you can easily overcome these obstacles?
• Are you interested in the position?

Making sure you get answers to all the questions you need to make a final decision is one of the main goals of a job interview. You will save yourself, your company and your applicants a lot of time by doing so. You don’t want to string people along if they really aren’t a good fit for your company. Nor do you want to be strung along because an applicant is weighting his or her options between your company and another. If you want the position filled, get the answers and find the candidate who fits the bill.

Using the Job Interview to Narrow Your Search

By conducting a thorough job interview the first time around, you will be better able to narrow your search and find the ideal candidate. This will save you time, money and unnecessary frustration. It will also help you get your positions filled.

If you need assistance with finding qualified applicants, or help closing the deal, The People Link has several levels of services designed to fit your specific needs. For more information, please visit The People Link online or call Mya directly at 818-890-9998 to obtain a free, no-obligation consultation.