For many hiring managers, the pressure to fill positions as quickly as possible can take away from the quality of the interview process. While gauging relevant hard skills and expertise will certainly be paramount, it’s equally important to get a sense of what a candidate values and expects from a job opportunity. With employee retention being a major source of concern for many companies, it’s never been more important for hiring managers to revisit their interview process and refine their line of questioning. There are many revealing interview questions to ask candidates in the food and beverage industry; however, there are a few top questions that can directly reflect upon a candidate’s values and expectations for the job. Here are three questions that can determine whether a candidate is an all-around good fit for both the job and your workplace culture.
1. What type of work environment appeals to you?
Many millennial candidates are seeking more than a job – they’re looking for positions that will serve as a launchpad for them to flourish personally and professionally. In fact, a statistic recently reported by CNBC revealed that 86 percent of millennials would consider a pay cut to work at a company with a mission and values that align with their own. To fully engage prospective candidates throughout the hiring process, you must articulate how your company can deliver an employment experience that matches their expectations. For example, if a candidate values a culture that allows them to work with others in different departments, you may discuss how your company provides a collaborative culture in which employees can learn from one another. Being able to connect the dots and identify synergies between a candidate’s values and your company’s values is key.
2. What are your career goals?
By asking this question, you’ll learn what type of opportunities a candidate is hoping to have in the position. For example, is one of their goals to eventually work in a managerial role? Do they hope to take on leadership responsibilities? Depending on how a candidate responds, you may discover they are a poor fit for various reasons (e.g., using the job as a stepping stone to eventually work in a different company or industry). If you spot any major red flags, it’s fair to say the candidate is probably not a good investment for your team in the long run.
3. Beyond your education and experience, what has shaped you as a person?
Though this question certainly has a more personal nature to it, it can be one of the most telling and powerful questions to ask a candidate. Opening the door to more genuine dialogue, this question gives the candidate an opportunity to offer insight that illuminates what’s most important to them in their lives such as their family, upbringing, culture and more. Candidates will appreciate the chance to present themselves in the most authentic way possible, as they’ll be able to share what they value in life beyond their tangible accomplishments. A candidate’s response to this question can strongly reflect their integrity and morals, being a strong indicator of whether they’d fit within the constructs of your company’s mission and culture.
Are you in tune with your candidates’ expectations?
Remember, an interview should not be solely focused on your company’s needs. Effective interviewing involves taking the time and effort to learn about candidates’ specific goals, expectations and desires for themselves personally and professionally.
Get in touch with Kinsa Group and enhance your hiring process with one of America’s Best Professional Recruiting Firms. You also have the opportunity to find the best candidates in the food and beverage industry.