{"id":6017,"date":"2018-08-21T10:00:00","date_gmt":"2018-08-21T09:00:00","guid":{"rendered":"https:\/\/localtesting.test\/?p=53"},"modified":"2026-01-09T15:15:53","modified_gmt":"2026-01-09T15:15:53","slug":"interview-questions-employers-ask","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-ie\/blog\/interview-questions-employers-ask\/","title":{"rendered":"Interview questions employers should ask and avoid"},"content":{"rendered":"
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As your business grows, one of the most important decisions you will make is likely to be who to hire into your team. Getting it right can be difficult, but asking effective interview questions can help ensure you recruit the right person for your business.<\/p>\n\n\n\n

You\u2019ll no doubt want to ask many interview questions relating specifically to their experience and expertise, but it\u2019s just as important to examine the softer skills that they can bring to your team.<\/p>\n\n\n\n

In this article, we look at a number of questions that can really help you in your bid to find the ideal candidate. And we also highlight a series of areas that you should avoid when it comes to your interview questions, namely around discrimination.<\/p>\n\n\n\n

Great interview questions to ask potential job candidates<\/h2>\n\n\n\n

Here are some great suggestions that could give you the extra insights you need to choose the right candidate for your business:<\/p>\n\n\n\n

What do you know about the company and why does it appeal to you?<\/h3>\n\n\n\n

Not only is it a straightforward question that will help relax the candidate, it will also tell you a lot about the preparation and research they have done, as well as finding out if their goals and ambitions match those of your business.<\/p>\n\n\n\n

Red flags here include little or no research, researching the wrong company\/role (it does happen) and little or no idea as to why they have applied.<\/p>\n\n\n\n

Strong answers include thorough research and a clear picture of how it ties in with their own goals and ambitions.<\/p>\n\n\n\n

What are you like on a bad day?<\/h3>\n\n\n\n

Everyone has good days and bad days at work. How we handle the challenges tells us a lot more about someone than how they react when things have gone well.<\/p>\n\n\n\n

Ideally ,you want to hear an acknowledgement of their weaknesses and ways in which they cope. This is a sign of emotional intelligence \u2013 a key skill in the modern work environment.<\/p>\n\n\n\n

What was it like when you left your previous company?<\/h3>\n\n\n\n

This is one of the questions that often gives some of the richest insights. A lavish party indicates they built strong relationships with colleagues, while a muted exit may show they failed to relate.<\/p>\n\n\n\n

What has been your proudest professional moment?<\/h3>\n\n\n\n

This is a great question that allows you to find out what makes the candidate tick.<\/p>\n\n\n\n

Follow it up with questions about who else was involved and how they ensured they got the right outcome. This will really shine a light on how they approach their work.<\/p>\n\n\n\n

Interview questions to avoid asking potential candidates<\/h2>\n\n\n\n

There are a series of interview questions that should be avoided on the grounds of discrimination. You need to avoid asking questions relating to any of the protected characteristics from The Equality Acts 1998-2015<\/a>.<\/p>\n\n\n\n

They cover the following areas:<\/p>\n\n\n\n