The hiring process is costly and time-consuming. Not to mention how hard it is to be able to filter and get the best choice among all the interviewed candidates. Many companies start off the hiring process by screening applicants based on their educational backgrounds, employment history, or basically, the things written off their resumes. Some focus on the applicants’ hard skills instead of their soft skills.

While it is true that skills and all the other things listed down on a resume are essential and hugely, give employers an idea about the background of an individual, it takes way more than that to find out if they are the perfect people for the job.

After the initial assessment of applicants based on their resumes, they deliver different written exams aimed at grading their mathematical skills, English comprehension, and some psychological tests. All these steps in the hiring process are undeniably important;

However, interviews place an even much heavier weight for a company to hire the best applicants. Interviews are the final step for the company to understand better and get to know an applicant. Thus, having the right questions to throw are very critical.

The right questions to the right candidates

Whether you are a fresh grad or someone who has just resigned from a previous employer, you can research on the internet whatever you can expect to be asked of you in interviews.

These questions are, unfortunately, not just practice questions. Many companies actually ask them. If you really think about it, there is least likelihood that candidates will fail to answer or provide the best answers to what they have already prepared for and have been practicing since time knows when.

These questions about initiative, teamwork, leadership, or interpersonal skills are too general to be able to really get to know an applicant. Of course, these questions have general answers as they are opinion-based and not based on facts.

Applicants have prepared themselves for these questions, go to interviews armed with the best words they can use. With that, answers you expect to get are rehearsed and just perfect.

According to Jeff Haden, a contributing editor at, what companies should be aiming at during interview is to know how the candidate has reacted and handled certain work-related situations in the past.

That way, they can get honest answers and get a better perspective on who these applicants really are. These questions should reflect their interpersonal skills, reasoning and judgment, problem-solving skills, leadership skills, ability to follow instructions, and willingness to learn.

Ask the Candidate about a time Where a Client or a Co-Worker got Angry at him.

Unpleasant situations in workplaces, take out either the best or the worst in an employee. This interview question is a chance for the employer to know how the candidate handles and deals with conflicts, whether he takes responsibility for the problem or plays the blame game. Do not forget to ask what caused the conflict and how it can be resolved.

Ask about the Toughest Decision he has made in the Last Six Months of his Previous Employment.

Anyone from any work or industry has had made tough decisions, and a six-month time frame is quite realistic. You may begin to doubt the abilities of the candidate when he is not able to provide an answer to that, as tough decisions to be made can be about anything when you are talking about your work.

You know you have the right candidate when you spot on someone who knows how to weigh his decisions and understand how his decisions can implicate a company in both short- and long-term.

Ask about a time When he knew he was Right but Constrained by the Ground Rules and Company Guidelines.

The question encourages an honest answer at how the applicant respects authority and gives importance to company policies and regulations. While it unhealthy for a company to subdue efforts of employees to stand for what they think is right, it is still essential for employees to be respectful enough to follow through the rules and raise the issue at the right time and place, and not when there are others in hearing that should never be involved.

In Australia where job seekers abound, recruitment can be very tasking. However, if you understand how company productivity heavily relies on hiring the best candidates to your team, you should not skip or create shortcuts in the hiring process and take interviews less seriously.