This article explains how such questions and answers can help companies cultivate a conducive work environment and a more productive workforce. It provides 27 sample conflict interview questions to help you in your recruitment process.

Contents
Why is workplace conflict management important?
The purpose and importance of conflict interview questions
27 conflict interview questions to ask candidates
Best practices to assess candidates’ conflict management skills

Why is workplace conflict management important?

How someone handles workplace conflict can either worsen or improve employee relations. Functional conflict can lead to growth, new ideas, and improvements, while dysfunctional conflict can affect employee morale, motivation, productivity, and retention.

Effectively managing workplace disputes assures employees the organization wants to preserve healthy professional relationships and harmonious working conditions. An environment of open communication and functional conflict encourages employees to seek common ground, improving dynamics and increasing productivity.

The purpose and importance of conflict interview questions

Good conflict management requires clear communication, emotional intelligence, and teamwork. Hiring people who handle conflicts well helps create a problem-solving culture and prevents future disputes.

Interview questions about conflict resolution help you assess how candidates handle challenges and disagreements in the workplace. These questions reveal whether they can stay professional, communicate effectively, and solve problems under pressure.

While conflict resolution is important in any job, it’s especially crucial for leadership and team-based roles. Leaders must mediate disputes, and team members must respect different opinions to work well together.

27 conflict interview questions to ask candidates

The following 27 conflict interview questions — categorized according to five types of workplace conflict — should give you a better idea of what to ask candidates in future interviews.

General conflict resolution questions

These questions evaluate how candidates handle workplace conflict, including their ability to navigate tough conversations, stay professional, and achieve positive outcomes. When they answer these questions, look for emotional intelligence, problem-solving skills, and composure in their responses, especially in de-escalating tense situations.

1. Tell me about a time you successfully resolved a conflict at work. How did you go about it?
2. How would you describe your role in handling workplace disagreements? Are you more of a participant, mediator, or observer?
3. Describe a time you learned something valuable from a workplace conflict.
4. What steps do you typically take to de-escalate emotionally charged situations at work?
5. How do you ensure you manage workplace conflict impartially?
6. Tell me about a time when you used conflict to drive positive change at work.

Questions on conflict with colleagues

Conflict management interview questions help evaluate how a candidate navigates relationships with their colleagues. These questions reveal how well a candidate works with others and builds consensus. Look for evidence of empathy, adaptability, and savvy communication skills.

7. How do you approach disagreements among team members?
8. Can you cite an instance when you were at odds with a teammate? How did you overcome it?
9. Have you ever had to work closely with someone you found difficult to interact with? How did you deal with it?
10. If certain members of your team are not fulfilling their responsibilities, how would you address it? 
11. What advice would you give to colleagues who keep clashing with each other?

Questions on conflict with leadership

Interview questions about conflict with managers or leaders help discern how candidates view and express themselves to authority, handle conflicts of interest, and make difficult choices. Observe whether they’re open to constructive criticism and if they can maintain respect for leadership while upholding their personal and professional values.

12. Have you ever disagreed with your manager? How did you handle it? 
13. Explain a situation when you disagreed with a procedure or policy. Did you confront it or keep quiet? Why?
14. If a manager asks you to do something you oppose, how would you address it? 
15. Have you ever challenged authority? Why, and how did you do it?
16. Explain how you’d deal with negative employee feedback from a supervisor.

Questions on role conflict

Role conflict occurs when employees face conflicting demands or multiple responsibilities. A candidate’s responses reveal their work ethic, ability to prioritize, and approach to balancing tasks. Look for strong communication, delegation, and time management skills, as well as the ability to set clear expectations and boundaries.

17. Have you been asked to take on a responsibility outside your job scope? How did you manage it?
18. Have you ever had the opportunity to work on a career-enhancing project that took valuable time away from your regular duties? How did you deal with this?
19. Have you been given a task beyond your capabilities? How did you approach the situation?
20. How would you handle reporting to multiple supervisors and trying to meet their competing expectations?
21. If you were supposed to be in separate meetings at coinciding times, how would you decide which one to prioritize?
22. What techniques do you use to manage stress and maintain a positive attitude when you feel overwhelmed at work?

Questions on conflict resolution in customer-facing roles

Employees who deal directly with customers can expect to encounter conflict regularly and must moderate customer frustration with empathy and diplomacy. The answers to these questions demonstrate a candidate’s ability to communicate effectively, manage their emotions, establish credibility, and negotiate contentious conversations.

23. Describe a time when you had to persuade a customer to pick a different option. What steps did you take, and what results did you see?
24. How do you convince customers you empathize with them when trying to address issues they’ve flagged to you?
25. Describe your strategies to build rapport with customers during tense interactions.
26. Have you ever handled a complaint with exceptional service that turned a displeased patron into a satisfied customer? How did you do it?
27. Tell me about a time when you dealt with a disgruntled customer.

Best practices to assess candidates’ conflict management skills

The hiring process is your chance to see how candidates handle workplace conflicts. The right questions help you find those who manage conflict constructively and rule out those who escalate or avoid it. When asking conflict-related questions, pay attention to how candidates describe past conflicts to get deeper insight into their conflict management styles and skills.

This starts with evaluating the examples candidates give when responding to an interview question about conflict.

Look for:

• A relevant situation
• Their role in the conflict
• The actions they took to resolve it
• The results—positive, negative, or neutral
• Whether the outcome met expectations.

Candidates will also likely display key traits that indicate strong or weak conflict management skills. These include the following: 

Strong conflict resolution skills

• Addresses conflict directly and professionally
• Communicates clearly and stays positive
• Listens actively and considers other viewpoints
• Stays calm under pressure
• Sets boundaries and avoids emotional outbursts
• Accepts feedback and learns from mistakes
• Focuses on solutions and compromise
• Aligns with your company’s approach to conflict.

Red flags

• Gives vague or generic answers with no actual examples
• Blames others and avoids accountability
• Avoids conflict or lacks confidence in handling it
• Acts overly competitive, judgmental, or aggressive
• Struggles to control emotions
• Turns small disagreements into bigger issues
• Has a pattern of conflicts with coworkers or managers
• Shows poor teamwork or holds grudges.

To sum up

Choosing the right candidates means looking beyond technical skills and assessing how they handle workplace challenges and conflict. How employees approach disputes affects team dynamics, productivity, and morale. Targeted conflict interview questions can help identify those who resolve disputes constructively and eliminate those who escalate or avoid them.

Also, a structured approach to conflict-related interview questions helps ensure you hire individuals who communicate clearly, stay professional under pressure, and maintain a positive work environment. The right hires will not only prevent unnecessary workplace friction but also help drive collaboration and problem-solving, strengthening both their teams and the company.

The post 27 Essential Conflict Interview Questions To Ask in Recruitment appeared first on AIHR.

Technology is transforming talent acquisition. With AI and data-driven tools changing how recruitment works, gaining knowledge in these areas can help you stand out and bring more value to your role. In fact, 67% of talent acquisition (TA) professionals believe increased AI usage to be the top talent acquisition trend, making upskilling more important than ever.

This guide introduces the top TA certifications that can equip you with the relevant tools and insights to lead confidently in hiring, problem-solve effectively, and continue growing in your field.

Contents
Why get a talent acquisition certification?
17 best talent acquisition certifications to consider

Why take a talent acquisition certification?

A talent acquisition certification can enhance your knowledge and skills in specialized areas like strategic talent acquisition. It educates you not only on hiring but also on workforce planning, employer branding, and candidate experience.

Certification also helps you master talent acquisition techniques like passive sourcing, AI-driven recruiting, and data analytics, which can lead to better hiring outcomes. You’ll also get insights into top industry trends like diversity hiring and recruitment automation.

As many TA certifications are globally recognized, they offer more credibility and recognition within the HR community, as well as in the eyes of potential employers. Because companies typically prefer certified professionals for leadership roles, certification allows you to fill higher, better-paying positions or transition to specialized areas like global recruitment. 

17 best talent acquisition certifications to consider

1. Strategic Talent Acquisition Certificate Program (AIHR)

• Format and duration: Online and self-paced; 36 hours over 12 weeks.
• The program covers: TA strategy and management, workforce planning, sprint recruiting, and recruitment analytics.
• Cost: $1,125
• Find out more: Strategic Talent Acquisition Certificate Program

2. Talent Acquisition Specialty Credential (SHRM)

• Format and duration: Online and in person; you have one year after your purchase date to complete the program.
• The program covers: Global hiring, Diversity, Equity, and Inclusion (DEI) in TA, the virtual TA lifecycle.
• Cost: $1,390
• Find out more: SHRM Talent Acquisition Specialty Credential

3. Sourcing & Recruitment Certificate Program (AIHR)

• Format and duration: Online and self-paced; 40 hours over 12 weeks.
• The program covers: Talent sourcing, candidate screening methods, employer branding, recruitment analytics and marketing.
• Cost: $1,125
• Find out more: Sourcing & Recruitment Certificate Program

4. Recruiting and Talent Acquisition Certificate Program (Cornell University)

• Format and duration: Online; 36 to 60 hours over 12 weeks.
• The program covers: Effective interviewing and hiring, social recruiting, talent management, total rewards and compensation.
• Cost: $3,900

Find out more: Recruiting and Talent Acquisition Certificate Program

5. Strategic Talent Acquisition (STA) Certification (HCI)

• Format and duration: Online; two days.
• The program covers: Building diverse candidate pipelines, mitigating unconscious bias, and positive candidate experience.
• Cost: $1,995
• Find out more: Strategic Talent Acquisition (STA) Certification

6. Professional Recruiter Certification (AIRS) 

• Format: Online, instructor-led and self-guided.
• The program covers: Making efficient intake calls, building candidate pipelines, and conducting successful interviews.
• Cost: $995
• Find out more: Professional Recruiter Certification (PRC)

7. Certified Social and New Media Recruiter (AIRS)

• Format: Online, instructor-led and self-guided.
• The program covers: Top social recruiting sites, the best social media search keywords and hashtags, creating a social recruiting program.
• Cost: $995
• Find out more: Certified Social and New Media Recruiter (CSMR)

8. HRCI Pro: Talent Acquisition

• Format and duration: Online; you have 180 days from your purchase date to complete the courses.
• The program covers: Attracting top talent, making the right hire, and managing the candidate experience.
• Cost: $399
• Find out more: HRCI Pro: Talent Acquisition

9. Certified Talent Acquisition Ready (Aon Learning Center)

• Format and duration: Online and in person; 12 weeks.
• The program covers Analyzing the talent marketplace, creating a superior candidate experience, and seamless onboarding.
• Cost: $480
• Find out more: Certified Talent Acquisition Ready

10. Certified Talent Acquisition Strategist (Brandon Hall Group)

• Format and duration: Online; approximately 40 hours.
• The program covers: Leadership and strategic skills, case studies, design thinking, and candidate experience.
• Cost: $995
• Find out more: Certified Talent Acquisition Strategist

11. Talent Acquisition at a Crossroads (Josh Bersin Academy)

• Format and duration: Online; four to six hours over five weeks.
• The program covers: data-driven TA, building an authentic employer brand, high-impact candidate experience, and internal talent mobility.
• Cost: $49 per month or $495 per year (access to all JBA courses)
• Find out more: Talent Acquisition at a Crossroads

12. HR Graduate Certification — Talent Acquisition (Singapore Management University)

• Format and duration: Online and in person; two days.
• The program covers: HR planning, job analysis and design, recruitment, and effective employee selection.
• Cost: $1,744
• Find out more: HR Graduate Certification — Talent Acquisition

13. Talent Sourcing (LinkedIn)

• Format and duration: Online; one hour and four minutes.
• The program covers: Talent sourcing fundamentals, strategies, resources, and best practices.
• Cost: $39.99 per month
• Find out more: Talent Sourcing

14. Learning LinkedIn Recruiter 

• Format and duration: Online; one hour and 26 minutes.
• The program covers: Creating projects in LinkedIn Recruiter, building a talent pool, effective candidate communication, and managing job posts.
• Cost: $39.99 per month
• Find out more: Learning LinkedIn Recruiter

15. Talent Management Practitioner (Talent Management Institute

• Format and duration: Online and self-paced.
• The program covers: Talent management concepts and perspectives, strategy and leadership, and international talent management insights.
• Cost: $675
• Find out more: Talent Management Practitioner

16. Certified Personnel Consultant (National Association of Personnel Services)

• Format and duration: Online and self-paced.
• The program covers: Laws and regulations, candidate relations, client relations, and general industry practices.
• Cost: $300 (member) or $600 (non-member)
• Find out more: Certified Personnel Consultant (CPC)

17. Certified People Sourcing Professional CPSP-A (Sourcing Certifications)

• Format and duration: Online and self-paced.
• The program covers: Exploratory sourcing research, social media searching, and cross-referencing candidate information.
• Cost: $499 one-time fee for the CPSP Exam, or $2,150 annual fee for a Training Library Subscription
• Find out more: Certified People Sourcing Professional CPSP-A

How to choose the right talent acquisition certification for you

If you’re interested in a talent acquisition certification but not sure which one to choose, use the following tips as a guide to help you select the best TA certification for you.

Consider your career goals

Decide what you want to achieve before committing to a TA certification. Do you want to familiarize yourself with the foundations of TA, specialize in a specific area (e.g., executive search or recruitment technology), or prepare yourself for international career opportunities? Defining your career goals will help you select the certificate that suits your aspirations.

Evaluate the program content

Next, determine if the content of the programs you’re considering aligns with your current role or desired TA specialization. If you need foundational knowledge, programs covering core topics like sourcing strategies, interview techniques, and employer branding are useful.

If you want to become a specialist, look for certifications focusing on your area of interest (e.g., technical recruiting, diversity hiring, or recruitment marketing). Additionally, courses featuring case studies, simulations, and real-world recruitment scenarios are suitable for engaging in practical TA applications.

Decide on the most suitable delivery format

Based on your schedule and learning preferences, you can choose between self-paced, online, or in-person courses. Self-paced online courses, for instance, are flexible and allow you to learn quickly, while live online sessions are typically structured and interactive. In-person workshops, on the other hand, are ideal for networking and hands-on learning.

If you have a busy work schedule, you could benefit from a program that offers on-demand learning. If you like a structured learning environment, instructor-led programs would likely be a good fit for you.

Assess the cost and time commitment

Calculate the program’s cost, time commitment, and return on investment for your career. If cost is a concern but you need a more extensive course, consider one that allows you to pay in installments or ask your employer to subsidize it.

Time commitment is another important consideration — some programs take only a few hours, while others require months of study. Prioritize programs based on not just cost but how much time you can afford to spend on them and whether they will improve your job prospects or salary potential.

Confirm industry recognition

Determine if the certification you’re considering is recognized and respected in the Human Resources industry. Consider if a reputable HR organization or educational institution offers the accreditation, how widely recognized it is (locally, regionally, or globally), and whether employers in your industry prefer it.

For example, SHRM and HRCI certifications are widely respected in corporate HR settings, while AIRS and LinkedIn certifications are well-regarded in recruitment and staffing agencies.

Look into support and resources

Check if the talent acquisition course you’re interested in offers additional resources such as mentorship, case studies, or networking opportunities. Does it provide access to experienced recruiters or HR leaders or have positive reviews from past attendees? A program that offers ongoing support and community engagement can help you advance in your recruitment career.

To sum up

The right talent acquisition certification can transform your hiring process and boost your credibility in the HR field by enabling you to handle modern recruitment challenges (e.g., using data and AI). With many courses to choose from, you have the chance to build expertise that meets your career goals and supports your company’s growth.

When you select a certification, consider your schedule, budget, and long-term career plans. Look for programs that offer practical insights and support so you can apply new strategies right away. Investing in a trusted TA certification is a smart move that helps you hire better, faster, and more efficiently, paving the way for stronger business results.

The post 17 Best Talent Acquisition Certifications & Courses To Hone Your HR Skills appeared first on AIHR.

Prioritizing background checks can help your organization avoid unnecessary costs, lower overall risk, build a reliable workforce, create a secure work environment, and uphold brand integrity. This article discusses how to use a background check form to streamline the process and provides a free customizable template to help you get started.

Contents
What is a background check?
Why is a background check form important?
Key elements of a background check form
5 tips on how to use a background check form
Background check form examples

What is a background check?

A background check is a process used to verify someone’s personal, professional, or criminal history. Employers use it to confirm qualifications, assess reliability, and flag any potential risks to see if a candidate is a good fit for the role they applied to.

Typically, a background check covers criminal records, employment and education history, reference checks, and assessing social media profiles for consistency and professionalism. These checks can help validate skills, maintain workplace integrity, and evaluate candidates’ cultural fit.

Most background checks take place during pre-employment screening. However, employers may also use them to periodically review employees in sensitive positions or vet contractors and volunteers. Done right, they help organizations build a reliable and capable workforce while protecting their operations and reputation.

Hiring without proper background checks can lead to significant financial losses due to turnover, theft, fraud, embezzlement, and legal battles over negligent hiring. Other possible risks include operational disruptions and compromised workplace safety.

All this could lead to severe reputational damage for the company, which would erode customer trust, lower employee morale, and make it harder to attract top talent.

Why is a background check form important?

A background check form (also called a background check consent form) is a legal document designed to obtain written consent from job applicants before conducting background checks.

This form informs them what information the company will access and review (e.g., criminal records, employment history, or educational credentials). It also ensures transparency between the organization and the applicant.

One of the form’s main functions is to protect both parties. It allows you to secure the candidate’s consent — often legally required — and assures them you’ll use their personal information only for legitimate hiring decisions. It also ensures legal compliance, protecting your organization from potential legal risks (e.g., claims of unauthorized personal data use).

For HR, this form streamlines the hiring process by providing a standardized way to obtain consent, saving time and minimizing errors. It also ensures fairness and consistency by applying the same rules to all applicants.

Most importantly, it provides the necessary information to make informed hiring decisions, reducing the likelihood of hiring someone unsuitable for the role or who may pose a risk to the organization.

Key elements of a background check form

Include the following key elements in your background check form:

• Applicant’s full name and contact information: The form should include the applicant’s full name, address, phone number, and email to ensure accurate identification and follow-up.
• Purpose of the background check: Clearly state the reason for the check — whether it’s pre-employment screening, contractor evaluation, or volunteer vetting.
• The types of checks you’ll perform: Outline what you’ll review, such as criminal records, credit history, education, or employment verification. This helps avoid surprises and keeps the process straightforward.
• Disclosure and consent statements: Include a simple explanation of how you’ll conduct the check and use the information you obtain. The consent section should allow the applicant to authorize the process, which is often required by law.
• Applicant’s signature and date: Finally, there should be a section for the applicant to sign and date the form to confirm their consent and provide a legal record.

5 tips on how to use a background check form

Here are five tips that will help you use a background check form correctly and efficiently:

Tip 1: Bring in the form at the right stage of the hiring process

This typically happens after a conditional job offer and before initiating the background check, as it means you’ll have the candidate’s consent without delaying the screening process.

When providing the form, be professional yet approachable, explaining that it’s a standard step in the hiring process. Depending on your organization’s workflow, you can present the form in person, via email, or through an online HR platform.

Tip 2: Make sure candidates understand the reason for background check’s

Explain why the organization wants to conduct a background check and how it will do so. Candidates should know it’s about verifying their qualifications, protecting workplace safety, and ensuring compliance with organizational policies.

Clearly communicate to them that the information you gather will be used solely for legitimate hiring decisions. Maintaining a high level of transparency can build trust and help avoid misunderstandings.

Tip 3: Review the form thoroughly

Review the form thoroughly to ensure the candidate has completed all the required fields correctly and signed it. This includes verifying their full name, contact information, and other details necessary for the screening process.

Double-check that the form is signed and dated before submitting it to your organization or filing it. This is highly important, as incomplete or unsigned forms can delay the background check or result in legal issues.

Tip 4: Ensure the form complies with applicable laws and regulations

Background check request forms must comply with applicable laws and regulations, such as the Fair Credit Reporting Act (FCRA) in the U.S. or data protection laws like GDPR in Europe.

These laws typically require clear disclosure and explicit written consent from candidates. Familiarize yourself with local legal requirements to avoid non-compliance issues that could lead to legal challenges for the organization.

Tip 5: Securely store the completed form

Once a candidate has completed the background check release form, securely store it as part of their record. Use an encrypted digital storage system (and, if possible, locked physical filing cabinets) to protect sensitive information. Ensure only authorized personnel have access to these forms and follow data retention policies to comply with privacy laws.

Common mistakes to avoid

• Using overly complex language: Keep the form simple and easy to understand. Avoid legal jargon or unnecessary complexity that might confuse or intimidate job applicants.
• Including irrelevant information: Be specific about the information you’re requesting, and request only details directly related to the background check. Asking for unrelated or excessive information can raise privacy concerns.
• Not being sufficiently clear or transparent: If a candidate doesn’t understand the reason for the background check or how the company will use their information, they may mistrust the process or even refuse to consent.
• Ignoring legal requirements: Not including required disclosures or obtaining consent improperly can result in serious legal liabilities. Be sure to stay updated on relevant laws in your region, country, or state to ensure your forms meet all legal requirements.

Always remember you’re dealing with a human being. Communicate the reason for a background check transparently and get informed consent before proceeding. Respect the candidate’s privacy, be sensitive to potential issues or concerns, and provide feedback on progress and outcomes to keep them in the loop. At the end of the day, they have a vested interest because you’re processing their personal information.

Dr Marna van der Merwe, Subject Matter Expert, AIHR

Background check form examples

Below are two sample background check forms to help you streamline your company’s background check process. AIHR created both templates in a PDF format, which are free to download and fully customizable to fit your organization’s needs.

Basic background check authorization form in PDF

Detailed pre-employment background check form in PDF

To sum up

A background check form provides a straightforward way to secure written authorization from candidates before conducting such checks. They ensure applicants understand the purpose of background checks, what kind of information the company will review, and how it will use the information.

Using a background check form template helps standardize and streamline the process. Tailor your template to include specific checks relevant to each role, whether criminal records, education verification, or credit history. A template can also help you ensure consistency across all candidates, avoid legal risks, and make well-informed hiring decisions.

The post [Free] Background Check Form: Plus a Detailed How-To Guide appeared first on AIHR.

This article explores 11 types of interview questions, why they’re helpful, and how you can prepare for and conduct more effective interviews.

Contents
The purpose and importance of interview questions
11 types of interview questions to guide your hiring process
Choosing the right interview questions: Best practices

The purpose and importance of interview questions

Interviews are essential to making hiring decisions. When conducted successfully, these interactions reveal whether candidates can handle the job and add value to the organization. You won’t be able to access this information without the right types of interview questions.

Asking different interview questions allows you to assess whether a candidate fits the role or company culture and whether the organization can meet their needs and help fulfill their career goals. A good mix of interview question types should disclose the following:

• Candidates’ hard and soft skills
• Candidates’ verbal and non-verbal communication styles
• Details about candidates’ work experience and employment situations
• How candidates will approach the role and the work environment
• What candidates hope to accomplish in the long term.

11 types of interview questions to guide your hiring process

Below are 40 interview questions you can ask candidates, grouped into 11 different categories to ensure they cover all angles and provide a well-rounded view of each candidate.

Strategic interview questions

Strategic interview questions help determine whether candidates align with your company’s values, goals, and long-term strategy. These are career-oriented, situational, and behavioral questions that prompt candidates to share specific examples from their previous experience.

These in-depth interview questions assess candidates’ problem-solving, critical thinking, and leadership abilities. They are useful when interviewing for leadership roles or other positions directly linked to strategic initiatives.

Examples

1. Describe a time when you had to align a project with a company’s strategic objectives. How did you do it?
2. How do you think you’ll be able to contribute to the company’s corporate vision?
3. What sort of long-term impact do you think you could have on this role and organization?
4. What challenges do you think this industry will face in the near future?

Screening interview questions

You can use screening interview questions to narrow down your applicant pool. These recruitment interview questions posed during a brief phone or video call act as an initial evaluation of which candidates meet the essential criteria to advance to the next round.

Asking the right questions at this crucial stage of the hiring process ensures hiring teams meet only the strongest candidates for the role, saving time and resources for HR and the organization.

Examples

5. Briefly explain your roles and the duties you performed for your previous employers.
6. Describe how your experience relates to the role you’re interviewing for.
7. What key features should your ideal work environment have?
8. Tell me about a challenging work situation or conflict and how you handled it.

Behavioral interview questions

Behavioral interview questions explore how candidates behave in work situations through their descriptions of real-life scenarios. They lead candidates to share their thoughts, actions, habits and approaches to communication and problem-solving

Examples

9. How do you typically structure your workday and make sure you complete your tasks?
10. Tell me about a time you had to accept or give constructive criticism. How did you handle it?
11. How have you overcome feeling overwhelmed in a new role or with a new task?

Performance-based interview questions

Performance-based interview questions focus on candidates’ achievements to assess their resilience, work ethic, and character. Their accomplishments indicate their capabilities and how they may perform in the role they are interviewing for.

Like behavioral interview questions, performance-based interview questions prompt candidates to discuss their prior professional experience in a way that relates to the role they’re interviewing for.

Examples

12. Describe a professional goal you’ve set. How are you working toward it, and what did you do to achieve it?
13. What aspect of your career are you most proud of and why?
14. Describe a workplace problem you’ve faced and the steps you took to solve it.
15. Have you ever initiated a change at work? If so, how did you motivate others to embrace it?
16. Describe a time when you exceeded expectations for a role—how did you do it?

Interview questions on experience

These interview questions focus on what a candidate has learned from their previous work experience. They gather information on candidates’ skills, insights, and professional backgrounds.

Understanding what kind of experience candidates have to offer can help you gauge whether they can fulfill the duties of the position they applied to and how they might be able to contribute to the organization.

Examples

17. What were the main responsibilities you had in your most recent position?
18. In what ways have you contributed to a former employer’s success?
19. How do you meet deadlines while ensuring your work is high-quality?
20. Have you worked independently or as part of a team? Describe your overall experience.

Interview questions on career goals 

Interview questions on career goals evaluate whether a role and the organization can help advance a candidate’s professional motivations and aspirations.

Asking career-oriented questions can reveal which candidates show more promise and long-term potential. A candidate whose career goals align with the role and what the organization can offer them is more likely to be an engaged employee, which in turn will boost retention.

Examples

21. What are your career goals for the next two to three years?
22. What attracted you to this role, and how would it fit into your long-term career plan?
23. What types of development opportunities are you looking for in this role?

Situational interview questions

Situational interview questions act as hypothetical work scenarios to which candidates respond by articulating how they would react to or resolve a situation. These job interview questions highlight individuals’ thought processes and values.

Candidates’ answers also demonstrate their ability to think on their feet, make important decisions, and solve problems. They can also indicate whether a candidate prefers to rely on their own skills and instincts or seek input and collaborate with others.

Examples

24. If you were given two high-priority tasks simultaneously, how would you determine which one to do first?
25. What would you do if you witnessed a superior treating another employee inappropriately?
26. As a team leader, how would you approach an employee whose performance needs improvement? 
27. How would you handle a client who has unreasonable expectations?

Technical interview questions

Technical interview questions assess candidates’ technical (or hard) skills. This refers to the know-how they must have to perform the tasks and functions associated with the role they’re interviewing for.

Technical interview questions are especially important for technical roles such as engineering, computer programming, and data analysis. However, these job interview questions also apply to other industries and positions that require specific expertise or aptitude in a particular software system.

Examples

28. What tools and software are you proficient in?
29. Tell me about your budgeting process and the software you’ve implemented for it.
30. How do you ensure your design or content meets brand guidelines?
31. Have you acquired any specialized certifications? What are they?

Competency-based interview questions

Competency-based interview questions evaluate candidates’ capabilities in handling a role. You can use these questions to assess time management, communication, and decision-making skills, as they require candidates to share examples of them using their essential capabilities in previous work situations.

Based on how candidates have used their skills in the past, you can pose follow-up questions that delve deeper into how they might handle the responsibilities and potential circumstances of the role.

Examples

32. Describe a tough work-related decision you had to make. How did you go about it, and why?
33. Describe a time when you had to meet an urgent deadline. How did you do it?
34. Describe an occasion when you collaborated with other departments on a successful project. How did you manage this?

Open-ended interview questions

Open-ended questions require candidates to give detailed responses and don’t always have right or wrong answers. Instead, they encourage conversation and can lead to greater insight into a candidate’s personality and character.

Examples

35. What motivates you to perform at your highest level?
36. Why do you think you’re a good fit for this role?
37. Describe a time when you had to take initiative in solving a problem at work. How did you do it?

Close-ended interview questions

Candidates can typically give “yes” or “no” answers to close-ended questions or choose from a set of answers. These questions and their answers provide more straightforward, quantifiable data on candidates. This allows you to compare them more efficiently based on a set of predefined criteria.

Examples

38. Which work environment do you prefer: in-person, remote, or hybrid?
39. If offered this position, how soon would you be able to start?
40. Would you be comfortable traveling for this role two to three times a year?

Choosing the right interview questions: Best practices

Preparing your interview questions is just the first step. Here are some best practices to keep in mind to make the most of each candidate interview:

Adapt questions to suit each role and your company culture

Whether you craft your own interview questions or get inspiration from other sources, be sure not to apply them universally. Not every question makes sense for every role—each position should come with questions tailored to its unique requirements.

Additionally, you can consider giving candidates an idea of the company culture by phrasing interview questions in a tone and style consistent with it.

“While interviews allow you to get to know a candidate, you’re still only seeing a snapshot of who they are. To make the most of it, ask questions that truly matter for the role and company. And don’t forget that interviews are a two-way street—leave room for the candidate to ask you questions. Their curiosity and the questions they ask can reveal a lot about their priorities, values, and understanding of the role. A well-planned interview helps both sides decide if it’s the right fit, so plan thoughtfully, listen actively, and make it count.”

Michelle Fields, VP of People, AIHR

Use a mix of question types

Different types of interview questions require different types of answers, which reveal more aspects of each candidate’s skills, experience, and attitude. This offers a well-rounded assessment that can help you make more informed hiring decisions.

You can start by determining the different types of interview questions that make the most sense for each role, then incorporate the ones that will lead to the most relevant information from candidates. For instance, situational interview questions could be especially important for customer-facing roles.

HR tip

Use the same set of question types for each candidate applying to the same role. You can gather more individualized information on them by customizing your follow-up questions based on how they answer your prepared questions.  

Prepare in advance

Thoroughly review each job description to create a question framework relating to its responsibilities and required qualifications. Coordinate with the hiring manager to formulate questions based on specific scenarios and examples that synchronize with the job and ensure a thorough assessment of targeted abilities.

Research the candidate

Carefully examine candidates, résumés, applications, and other available information. Make notes on candidates’ résumés to help you remember key details and allow you to ask more personalized questions.

Doing this will allow you to make better use of your time during each interview time and go a little deeper if you’re already familiar with the candidates’ experience and education. 

Practice active listening

Active listening helps you get to know candidates better and evaluate answers more effectively. This includes habits such as:

• Eliminating distractions (electronic device use, noise, interruptions)
• Using reassuring non-verbal cues/body language (eye contact, leaning in, smiling, nodding in agreement)
• Showing empathy (acknowledging emotions/concerns, giving candidates time to gather their thoughts).

To sum up

Using a variety of well-prepared interview questions helps you go beyond résumés to assess candidates’ skills, cultural fit, and long-term potential. A strategic mix of question types can help you gather the insights you need to make informed hiring decisions efficiently.

Additionally, effective interviews can shape your organization’s future by helping you identify top talent. By tailoring questions to each role and actively engaging with candidates, you can build stronger teams and achieve better business outcomes.

The post 11 Types of Interview Questions To Help You Pick the Right Candidate (Plus Examples) appeared first on AIHR.

According to a survey from The Harris Poll commissioned by Express Employment Professionals, 60% say employers should screen all applicants’ social media profiles. 69% also believe looking at candidates’ social media profiles is effective.

Contents
What are social media background checks?
Why conduct social media checks?
The pros of social media background checks for HR
The cons of social media background checking
How do social media background checks work?
The dos and don’ts of conducting social media background checks 
What to look out for with social media background checks

What are social media background checks? 

Recruiters and hiring managers now consider social media background checks (or social media screening) as part of the hiring process. This entails recruiters reviewing candidates’ public online presence—profiles, posts, comments, and interactions (e.g., on LinkedIn, Facebook, Instagram, Threads, or X). 

Through this process, recruiters gather additional information about candidates beyond what they’ve included in their résumé or said during interviews. These insights help HR evaluate each candidate’s character, behavior, and overall fit with company culture. 

Why conduct social media checks?

HR may conduct social media background checks on job candidates and prospective employees for several reasons. One is to ensure consistency with candidates’ applications, which entails browsing LinkedIn to cross-check the accuracy of the education or work history disclosed on their résumés and during their interviews.

A recruiter may also screen candidates for inappropriate behavior that could damage the organization’s reputation if they join the company. This includes offensive language, discriminatory statements, or evidence of illegal activities.

Also, recruiters and hiring managers look for signs that a candidate’s personality aligns with company values and workplace culture. This entails checking if they’re involved in any cause or have relevant professional interests to validate their legitimacy, especially if they’re required to be a thought leader or expert within a particular field.

Doing this also gives you the opportunity to look at their professional network, which is useful for roles that require a network to tap into for sales or other opportunities.

The pros of social media background checks for HR

• Offers additional candidate insights: Access to communication skills, hobbies, and interests not listed in résumés can aid in cultural fit assessment.
• Showcases creativity: Platforms like Instagram or personal blogs display candidates’ creative work and thinking.
• Provides insights into interpersonal skills: Posts about group activities or volunteering can indicate candidates’ teamwork abilities.
• Early red flag detection: Identifying discriminatory remarks or unprofessional behavior can help you avoid costly hiring mistakes.
• Can be an informal reference check: Verifying that online activities align with résumé qualifications can be an informal reference check on a candidate.

The cons of social media background checking

• Legal risks: Exposure to protected information (e.g., religion, age, race) can lead to discrimination claims against a company.
• Privacy concerns: Candidates may view social media checks as invasive, especially if HR accesses private content.
• Inconsistency: Not all candidates have a social media presence. This can lead to unequal candidate evaluations.
• Misinterpretations: Social media content can be misunderstood when taken out of context.

Did you know?

In response to university protests, law firm Sullivan & Cromwell employed a third-party investigator to intensify their vetting process for new hires. It also conducted a detailed review of candidates’ social media activities to identify any involvement in demonstrations where antisemitic slogans were chanted, even if the candidates themselves did not use such language. The firm stated that it did so to assess the potential impact of candidates’ public actions on its reputation and client relationships.

How do social media background checks work? 

Here’s a step-by-step guide to help ensure your social media background checks are fair, ethical, and compliant with labor laws: 

Step 1: Create a social media background check policy

Create guidelines that explain what information is relevant and acceptable for evaluation, such as professional behavior, communication skills, and cultural fit. Include the platforms you want to review (e.g., LinkedIn, Threads, or X, etc.) and the criteria for passing or rejecting the candidates.  

Ensure your policy complies with relevant laws (e.g., anti-discrimination laws like EEOC guidelines in the U.S. and privacy regulations like GDPR in the E.U.). 

→ Example: Your company decides to check only public profiles on professional platforms like LinkedIn and limit personal platform reviews (such as Instagram) to specific cases where job roles (e.g., marketing) require social media expertise.

Step 2: Inform candidates and obtain their consent

Explain to candidates the purpose of the screening, what platforms you’ll review, and how you’ll use the findings before obtaining their written consent. This helps build trust and transparency while complying with privacy regulations (e.g., GDPR, CCPA). Also, ask them if they have any questions or concerns about the process before proceeding with the screening. 

→ Example of written consent: “By signing this form, you give [company name] permission to review publicly accessible professional information on your social media profiles, such as LinkedIn and X. The purpose of this review is to verify your professional qualifications and assess your cultural alignment with our organization.”

Did you know?

When performing social media checks, HR professionals must strictly comply with several laws: 

• Fair Credit Reporting Act (FCRA): Companies must obtain written consent from the candidate and disclose that they’ll conduct a background check before proceeding. If a company hires a third-party agency to conduct social media screening, FCRA rules apply. If HR performs the search internally, the FCRA may not be directly applicable, but the organization should still maintain transparency and obtain informed consent.
• State privacy laws: One example of this is the California Consumer Privacy Act (CCPA). Companies must disclose if they collect personal data, and allow candidates to access or delete their data upon request. HR must comply with state privacy laws if it collects or stores personal data from social media.
• Federal Trade Commission (FTC) Guidance: The FTC regulates fair practices in consumer protection, including social media background checks third-party agencies conduct. Third-party social media checks must align with FTC guidance to avoid legal violations.
• Local social media privacy laws: Several states (e.g., California, Illinois, and Maryland) have laws restricting employers from requesting access to candidates’ private social media accounts. HR cannot ask candidates for login credentials, or access to private profiles. Connection requests (e.g., on LinkedIn) to view non-public content may also be prohibited. HR must limit social media reviews to public profiles and respect privacy boundaries.

Step 3: Engage a dedicated screener to minimize bias

Assign a trained HR professional in your team or third-party service provider to review candidates’ social media profiles. Avoid assigning this task to the recruiter or hiring manager who has to interview the candidate. This helps maintain objectivity and fairness throughout the hiring process.

Step 4: Choose the right tools and platforms for review

Select only job-relevant social media platforms to assess. Review LinkedIn to validate work experience, educational background, and professional recommendations. Check X to gauge industry engagement or thought leadership. If hiring technical professionals, view the candidate’s GitHub or Behance page for their portfolio and sample works.

Step 5: Conduct the social media review

Have a consistent checklist for all platforms to ensure a fair screening process. For example, when reviewing a candidate’s LinkedIn profile, take the following steps:

1. Search for the right profile: Use their name, location, and industry to identify the correct person. To refine your search, combine the candidate’s full name, email address, phone number, and potential usernames.
2. Verify work experience and skills: Cross-check the listed roles and responsibilities on their profile with those on their résumé to ensure consistency. Look for endorsements or recommendations that validate the candidate’s claims.
3. Evaluate professional behavior and industry engagement: Read posts or shared articles related to the candidate’s field. Note positive contributions, such as participating in industry discussions or sharing thought leadership content.
4. Check for red flags: Look for unprofessional behavior, such as complaints about previous employers or inappropriate comments. However, make sure you also consider the context—for instance, a critical post might be constructive and informative rather than simply indicative of a negative attitude.

When background-checking on LinkedIn, use the ‘Hide Candidate Photos and Names’ feature to assess candidates based mostly on their skills, qualifications, and work experience. To enable this option:

1. Go to the LinkedIn Recruiter page.
2. Go to Settings > Privacy.
3. Switch on ‘Hide Names and Photos’ to remove identifiable candidate information during the review process.

Step 6: Review and discuss findings with the hiring team

Provide the hiring manager with only information relevant to the job. You can share details regarding skills validation and professional behavior indicators. If you’ve identified some red flags, discuss them objectively and allow the candidate to explain or clarify them during the interview.

Also, a standardized template should be used to note findings uniformly across all candidates. For example:

Findings summary for candidate Jane Doe

• Platform reviewed: LinkedIn
• Consistency with résumé: Matches stated roles and experience.
• Endorsements: Previous managers recommended teamwork and leadership.
• Key findings:
  • Strong professional experience in software engineering
  • Active on Twitter, frequently engages in technical discussions.
• Concerns: None.

Step 7: Inform candidates of the outcome

Before you decide to reject a candidate based on your social media findings, ensure your reason for doing so is job-related. Document your conclusions thoroughly to avoid legal risks, and offer feedback if appropriate and legally permissible. Being transparent improves the candidate experience and protects the employer’s reputation. 

Step 8: Maintain compliance and data security

Record your findings securely and allow only authorized HR staff access to them. Dispose of social media data properly according to company policies and data protection regulations (e.g., GDPR).

“Social media checks should be one data point considered among various others in the recruitment process, and shouldn’t be solely used to select candidates. Human judgment is inherently biased, so it’s important to establish a process that brings as much objectivity as possible to the selection decision. Be clear on the criteria used for background checks, have a policy that ensures consistency, and use external providers to support the process.”

Dr. Marna van der Merwe, Subject Matter Expert, AIHR

The do’s and don’ts of conducting social media background checks 

Do: 

Don’t: 

What to look out for with social media background checks

Here’s what you should look out for when conducting social media background checks on job candidates:

1. Discriminatory remarks: Racist, sexist, or otherwise discriminatory language can signal potential workplace behavior that would be problematic.
2. Unprofessional content: Posts with offensive language, inappropriate images, or unprofessional behavior can indicate a lack of judgment.
3. Evidence of substance abuse or reckless behavior: Photos or posts indicating excessive alcohol consumption, drug use, or engagement in dangerous activities without concern for safety or responsibility can raise doubts about a candidate’s reliability, judgment, and professionalism.
4. Dishonesty or misrepresentation: Inconsistent information between social media profiles and résumés (e.g., different job titles and employment dates) and false claims of qualifications or skills reflect poorly on the candidate’s integrity and trustworthiness.
5. Complaints about past employers or coworkers: Public criticisms, disclosure of confidential business information, or derogatory statements about previous employers or colleagues indicate unprofessionalism and raise concerns about how someone might behave with future employers.
6. Polarizing or controversial public statements: Highly controversial political, religious, or social opinions could create tension and divisiveness in a diverse workplace and incite conflict within the team and organization.
7. Involvement in fraud or illegal activities: Promoting or participating in scams such as theft or other criminal behavior can pose a serious risk to the company’s integrity and reputation if it hires such a candidate.

To sum up

Social media background checks can help you gain insights into a candidate’s character, work ethic, and cultural fit. However, it’s crucial to conduct these checks ethically and legally. First, obtain consent, then focus on job-relevant information and avoid discriminatory practices. This allows you to make fair, informed hiring decisions without compromising privacy or ethics.

Remember that a social media profile is just a snapshot of a person’s life. It’s important to consider the context of the information you obtain from it and avoid making hasty judgments. By using social media checks to supplement traditional screening methods, you can improve the hiring process and ensure the best fit for both the candidate and the company.

The post Social Media Background Checks on Candidates: The Dos and Don’ts for Recruiters appeared first on AIHR.

This article provides a comprehensive guide to key interview questions tailored for potential recruiters, complete with sample answers to look for when evaluating each candidate. The questions fall into five categories listed in the contents below:

Contents
The role and the candidate’s experience
Candidate engagement and communication
Diversity, Equity, Inclusion, and Belonging (DEIB)
Metrics and data usage
Situational and problem-solving skills

The role and the candidate’s experience

1. In your experience, what’s the most effective strategy for sourcing top candidates in niche industries?

Sample answer: “I’ve found that building and maintaining a strong network is the best way to do this. I use industry-specific job boards and attend conferences to connect with potential candidates. I also use LinkedIn groups and forums to contact industry professionals and get updates on the latest trends.”

2. Which applicant tracking systems (ATS) have you used, and what do you think are their most useful features?

Sample answer: “I’ve used ATS like Greenhouse and Lever and found their automated email templates and analytics especially useful, as they make communication more straightforward and efficient and provide important information on the recruitment process.”

3. How do you approach passive candidates to ensure high response rates?

Sample answer: “I research every candidate thoroughly to understand their background and interests so I can personalize my approach to each of them. Then, I send them messages that appeal to their career goals to explain how the role can help them reach them.”

4. What changes have you made to your sourcing techniques so far and why?

Sample answer: “I’ve started using more data-driven methods to track sourcing channels and candidate interactions, as this helps improve my sourcing strategies based on what I can do to attract the best candidates.”

5. How do you tailor your recruiting approach for different departments or hiring managers?

Sample answer: “I start by examining the department’s and hiring manager’s needs and expectations so I can adapt my communication style and sourcing strategies accordingly to meet their requirements.”

Candidate engagement and communication

6. How do you maintain candidate engagement, especially if the hiring process is long?

Sample answer: “I keep candidates informed at every stage and send them regular updates. I also share insights about the company culture and team dynamics to keep them interested in the opportunity and organization.”

7. What do you do if a top candidate declines an offer at the last minute?

Sample answer: “I first try to understand their reasons to see if I can address their concerns and convince them to accept the offer. If not, I keep the relationship positive—I thank them for their time and wish them all the best. I also tell them I will keep their résumé on file for future opportunities and quickly move to other suitable candidates.”

8. How do you ensure transparency with candidates regarding job requirements and company expectations?

Sample answer: “I make sure the job descriptions are as detailed as possible and answer any questions they ask me as soon as possible. During interviews, I discuss with candidates both the challenges and rewards of the role to set clear expectations.”

9. Describe how you give unsuccessful candidates constructive feedback.

Sample answer: “I provide specific feedback on areas for improvement but also highlight their strengths and what they did correctly. I also encourage them to stay in touch for future opportunities.”

10. How do you manage candidates’ concerns or questions throughout the hiring journey?

Sample answer: “I actively listen to their concerns and address them promptly so they know they matter. I also ensure they have all the necessary information upfront and answer any questions they ask so they can make informed decisions.”

Diversity, Equity, Inclusion, and Belonging (DEIB)

11. How do you prioritize diversity and inclusion when sourcing and evaluating candidates?

Sample answer: “I use a range of different sourcing channels and make sure all job descriptions are written using inclusive language before posting them. I also train hiring teams on unconscious bias and how to minimize it so they know how to evaluate candidates as fairly and objectively as possible.”

12. How do you handle and minimize unconscious bias in your recruitment process?

Sample answer: “I use detailed templates to structure all interviews and train diverse interview panels to use them as well to ensure balanced, unbiased evaluation as far as possible. I also conduct regular training on bias awareness and how to reduce bias when interviewing and evaluating candidates.”

13. Can you provide an example of a DEIB initiative you developed or implemented in your recruitment process?

Sample answer: “I helped develop and successfully launch a mentorship program to support underrepresented groups in the company’s candidate pool. It ended up increasing diverse hiring at the organization by 20%.”

14. How do you ensure an inclusive candidate experience throughout the hiring process?

Sample answer: “I try to give all candidates equal treatment and support with a clear, detailed, and consistent communication strategy that applies to all of them. I’m also mindful of accessibility needs, so I can properly accommodate them.”

15. What’s your strategy for reaching candidates from underrepresented backgrounds?

Sample answer: “I collaborate with community organizations and use targeted job boards to reach a broader audience. I’m also involved in outreach programs and events to build relationships with suitable candidates from minority groups.”

Metrics and data usage

16. Which metrics do you think are most important to track, and how do you use them to improve your recruitment efforts?

Sample answer: “I usually focus on metrics like time to fill, candidate satisfaction, and quality of hire. In my experience, these specific metrics can help me identify any issues and areas for improvement in the recruitment process.”

17. How do you measure and optimize the quality of your hires?

Sample answer: “I track performance, engagement, and the retention and turnover rates of new hires. I also get regular feedback from their managers to help me make decisions on how to adjust my sourcing and evaluation methods.”

18. How do you use data to help you make decisions when assessing candidates?

Sample answer: “I use data to help me identify trends and patterns and to predict candidate success. I also use assessment scores and interview analytics together with this information to decide which candidates to shortlist and hire.”

19. How do you measure hiring manager satisfaction, and what do you do if it’s below expectations?

Sample answer: “I conduct regular surveys and arrange feedback sessions with hiring managers. If satisfaction is low, I work closely with them to see how to address concerns and improve the recruitment process to support them better.”

20. What recruitment analytics do you use to improve hiring efficiency?

Sample answer: “I track funnel metrics, conversion rates, and time to hire to spot inefficiencies in the hiring process. This helps me pinpoint areas for improvement, so I can save time when adjusting strategies and make the hiring process more efficient.”

Situational and problem-solving skills

21. Describe a situation where you had two equally qualified candidates. How did you make a final decision?

Sample answer: “I considered mainly cultural fit and long-term potential. I also involved the hiring manager in discussions to select the candidate who would best meet the team’s needs and feel comfortable within the company culture.”

22. How do you handle a hiring manager changing job requirements mid-process?

Sample answer: “I reassess the candidate pool against the new requirements and inform candidates of the changes as soon as possible. I also work with the hiring manager to prioritize key skills, experiences, and qualifications to make sure we’re on the same page.”

23. Share an example of a challenging role you successfully filled. How did you do it?

Sample answer: “I filled a highly specialized technical role by expanding my network and researching industry-specific job boards. I also worked closely with the hiring manager to refine the job requirements and description.”

24. How would you handle a strong candidate dropping out unexpectedly after a few successful interviews?

Sample answer: “I would quickly reach out to backup candidates and reassess their fit for the role and company culture. I would also communicate with the candidate to find out why they changed their mind and see how I might be able to avoid the same thing happening in the future.”

25. Describe a time when you helped make a hiring process more efficient. What results did you see?

Sample answer: “I identified a bottleneck in the hiring process during the initial screening phase, which was causing delays and losing the company’s top candidates. By implementing an automated résumé screening tool, we managed to cut screening time in half and increase offer acceptance rates by 30% in three months.”

To sum up

Hiring the right recruiter is key to building a strong team and avoiding costly mishires. By asking targeted and varied questions, you can assess candidates’ skills, experience, and alignment with your company’s goals.

Use this guide to ensure you ask the right questions when interviewing potential recruiters. This will help your organization build a strong employer brand, minimize turnover, and increase cost savings in the long term.

The post 25 Recruiter Interview Questions To Ask When Hiring The Right Recruiter appeared first on AIHR.

Just ask Marc Benioff, co-founder and CEO of tech giant Salesforce. “Acquiring the right talent is the most important key to growth,” says Benioff. “Hiring was – and still is – the most important thing we do.” And he should know. Having launched the business in 1999 from a one-bedroom apartment, Salesforce is now a juggernaut boasting best-in-class software for eleven straight years and a team of over 80,000 employees.   

What’s the key to acquiring the right talent? It’s about so much more than simply filling vacancies. It’s strategically acquiring talent to fuel growth, innovation, and competitive advantage – and it all begins with a strategic hiring plan.

Contents
What is a hiring plan?
HR’s role in the hiring plan process
How to forecast hiring needs for the next year in 7 steps
Factors to consider when building a strategic recruiting plan
Startup hiring plan vs. established company hiring plan
How to create a hiring plan: best practices
Aligning hiring plans with company growth goals
Hiring plan example: AccounTech

What is a hiring plan?

A hiring plan is a detailed strategy that outlines your company’s recruitment needs for a specific period of time, typically one year. This plan helps ensure that your recruitment process is aligned with your company’s growth aspirations so it can meet its staffing needs. An effective hiring plan should include the following:

• The number of positions that need to be filled, factoring in new positions and replacements for employees leaving the company
• The timeline for when those positions should be filled to ensure your company has the right people in place to meet its business goals
• The specific skills and qualifications required for each role to help you attract the best candidates for each position
• The budget allocated for the recruitment process. This includes the hard costs of advertising job openings, paying recruitment agency fees, and the soft costs associated with administration, interviewing candidates, and onboarding new hires.

HR’s role in the hiring plan process

Human Resources is essential to any hiring strategy. HR professionals perform various roles, from identifying workforce needs to overseeing the recruitment process. 

This means HR can greatly influence the success of a hiring plan and contribute to the overall growth and success of your company by effectively carrying out these responsibilities:

1. Identifying workforce needs: For starters, work closely with division heads and executives of all company departments to identify current and future talent gaps. By analyzing workforce data and understanding the business’s specific objectives, HR can accurately determine the types of talent required to achieve strategic goals.
2. Defining job descriptions and requirements: Crafting clear role scopes and job descriptions is crucial for attracting the right candidates. Ensure these descriptions capture the necessary skills, experience, and qualifications needed for each role.
3. Managing recruitment budgets: HR is also responsible for allocating and managing recruitment budgets effectively. This involves making strategic decisions and trade-offs about where to invest resources for the best return, such as advertising, recruitment agency fees, and employee referral bonuses.
4. Building your employer brand: You play a significant role in shaping your company’s employer brand. By creating a strong and positive employer brand, you can entice top talent and reduce time to hire.
5. Ensuring legal compliance: Ensure all recruitment activities remain up-to-date with labor laws at the state and federal levels. This should ensure fair and equitable hiring processes and avoid any discriminatory practices.
6. KPIs and performance management: You also play an essential role in setting key performance indicators (KPIs) for the hiring process, such as time to fill, cost per hire, and quality of hire. By tracking these metrics, you can identify weaker areas for improvement to optimize your hiring process.

How to forecast hiring needs for the next year in 7 steps

The success of any plan relies on the accuracy of its underlying assumptions, and hiring plans are no different. By correctly forecasting your future talent requirements, you can take proactive steps to recruit top talent, allocate resources efficiently, and ensure business continuity and growth. 

Here’s how you can help:

Step 1. Consult with department heads

It’s virtually impossible to forecast your organization’s hiring needs without consulting widely with department heads. Only once you have a firm grasp on their strategic goals, expansion plans, and potential challenges can you pinpoint areas where additional staffing may be required. 

Maintaining ongoing communication and collaboration with division heads will also help ensure that your hiring plans remain on track and aligned with business objectives.

Step 2. Leverage data analytics

Company data is another essential source of information for forecasting hiring needs. 

By analyzing your historical hiring trends, turnover rates, and workforce demographics, you’ll be better equipped to identify patterns and predict future requirements. For instance, if a particular department has experienced high turnover in the past, HR can use this data to anticipate the need for additional hiring in that area.

Step 3. Align with business growth projections

Understanding your organization’s growth projections is a key factor in forecasting hiring needs. 

If your company is experiencing rapid growth, HR will likely need to increase hiring to support this expansion. Conversely, if your business or industry is facing economic uncertainty or a slowdown, you’ll need to adjust your hiring plans accordingly.

Step 4. Plan for employee turnover

Employee turnover is a natural part of any business cycle. By analyzing historical turnover rates, identifying factors that contribute to turnover, and conducting stay interviews, HR can proactively anticipate future departures and plan for replacements.

Step 5. Consider the impact of tech advancements

Technological advancements, such as automation, artificial intelligence (AI), and other emerging technologies, can significantly alter workforce needs and require hiring for new skills and expertise. 

Keep informed about general and industry-specific technological trends and their potential impact on your workforce.

Step 6. Assess skill gaps

Conducting skills gap analyses can help you identify areas where employees lack the relevant skills and knowledge they need to perform their roles effectively. 

The analysis will also help to inform your future hiring decisions and training initiatives for existing staff.

Step 7. Incorporate succession planning

Be proactive about identifying and developing high-potential employees to fill key leadership positions. In considering succession planning needs, you can forecast these future hiring requirements and ensure smooth leadership transitions.

HR tip

Does your hiring plan account for the unexpected?

Consider various scenarios to ensure your hiring plan is adaptable. For example, an economic downturn could mean that a hiring freeze is necessary. Similarly, if the business’s strategic goal is to grow rapidly, then accelerated recruitment may be needed. By anticipating potential shifts, you can proactively build different strategies based on various scenarios. For example, you could pre-screen candidates for future needs or build a flexible budget to accommodate unexpected opportunities. 

Factors to consider when building a strategic recruiting plan

A strategic hiring plan is key to successful talent acquisition. To ensure effectiveness, HR leaders should consider these six factors:

Company objectives 

Does your hiring plan align with your company’s long-term goals? Are you planning a major product launch, market expansion, or scaling operations in the coming year? 

These initiatives should guide your recruitment needs and the types of talent you seek. Avoid over-recruiting or under-recruiting to prevent unnecessary costs or challenges. Regular workforce planning helps maintain balance.

Budget constraints 

Is your recruitment plan budget realistic? 

Consider job posting costs, agency fees, referral bonuses, and ATS expenses. A clear budget helps prioritize efforts and allocate resources effectively. Invest in quality recruitment tools and technologies to improve efficiency and reduce long-term costs.

Labor market conditions 

Understanding the labor market is crucial. Facing a talent shortage or high-demand skills? 

Analyze labor market trends to adjust your recruitment strategy and attract top talent. Consider partnering with educational institutions to build a talent pipeline or hiring remote employees to fill skill gaps.

Technology 

Are you using technology to streamline recruitment? 

Applicant tracking systems help manage job postings, screen resumes, and schedule interviews. AI tools can automate tasks like resume screening and scheduling, reducing time to hire and improving efficiency. However, they must involve human judgment to ensure fairness and avoid biases.

Diversity and Inclusion 

Are your recruitment practices equitable? 

Actively seek candidates from diverse backgrounds. A diverse workforce brings varied perspectives and skills. Implement unconscious bias training for hiring managers and use blind hiring to ensure fair decisions.

Legal compliance

Is your company up-to-date with employment laws? 

Review and update recruitment policies regularly to avoid legal issues. Consult legal counsel to ensure compliance with relevant laws, especially when hiring in multiple areas.

Startup hiring plan vs. established company hiring plan

How to create a hiring plan: Best practices

Creating your own hiring plan need not be complex; just follow these steps:

1. Assess your organizational needs

The first step in building a hiring plan is assessing your current workforce and identifying the positions that need to be filled in the short, medium, and long term. This involves:

• Conducting a workforce analysis: Look at your current employees to determine gaps in skills or experience.
• Consulting with leadership and department heads: Meet with senior management and team leaders to understand their upcoming projects, staff expansion needs, and the roles necessary to support those initiatives.
• Considering growth projections: Collaborate with finance or business development teams to assess company growth forecasts. If your company is aiming to expand into new regions, product lines, or markets, you’ll need to plan for hiring staff who can support that growth.

HR’s role

HR is responsible for gathering and analyzing workforce data and coordinating with department heads to assess staffing needs. This includes:

• Compiling reports on current headcount, turnover rates, and future staffing needs
• Conducting skills gaps analyses
• Providing workforce analytics to leadership.

Strategic questions to ask

1. What roles are critical for achieving the company’s strategic goals?
2. Which departments are experiencing the most growth or strain due to understaffing?
3. Are there internal candidates who can be promoted or retrained to fill upcoming roles?
4. What is the projected headcount needed for the next 12 months?
5. Should we consider a mix of full-time, part-time, and contract employment types to match evolving growth needs?

2. Define HR roles and responsibilities

Once you’ve identified your hiring needs, it’s crucial to define the specific roles within your HR team that will be responsible for executing the hiring plan. This might include:

• HR Business Partner: This role works closely with department heads to understand their talent needs and provide strategic HR advice. They will play a key role in aligning hiring initiatives with the company’s overall business objectives.
• HR recruitment specialist: This role focuses specifically on talent acquisition, sourcing candidates, conducting interviews, and managing the hiring process. They will be responsible for attracting top talent and filling vacancies efficiently.
• HR day-to-day execution lead: This HR Generalist role oversees a wide range of HR functions, including recruitment, onboarding, and employee relations. They will be instrumental in implementing the hiring plan day to day.

HR’s role

• Assign HR team members to key roles to support your recruitment requirements and the implementation of your hiring plan
• Define the specific needs and expectations for each HR role.

Strategic questions to ask

1. Have we allocated our HR team members effectively to execute the hiring plan?
2. Do we have sufficient HR resources to execute the plan within the stipulated timeframes?

3. Develop job descriptions

Clear and concise job descriptions are essential for attracting qualified candidates who match the role requirements. When creating job descriptions, consider the following:

• Core responsibilities: Clearly outline the primary duties and responsibilities of the position.
• Required skills and experience: Specify the qualifications, certifications, and technical skills.
• Desired skills and experience: List any additional skills or experience that would be beneficial but not strictly required.
• Cultural fit: Highlight the company’s values and work culture to attract candidates who align with the organization’s mission and vision.

HR’s role

• Build a powerful employer brand that resonates with top talent in your industry to differentiate you from your competitors
• Write compelling job descriptions that highlight the unique selling points of the role and the company
• Incorporate relevant keywords to optimize job postings for search engines and applicant tracking systems
• Regularly review and update job descriptions to reflect changing job requirements and industry trends.

Strategic questions to ask

1. How is our employer brand perceived by ideal candidates?
2. How can we improve our job descriptions to attract top talent?
3. How can we use multimedia to enhance our job postings?
4. What are the most effective channels for distributing job ads?
5. How can we measure the effectiveness of our job postings?

4. Determine recruitment strategies

To attract top talent, you’ll need to implement a multi-faceted recruitment strategy. Consider the following approaches:

• Job boards: Post job openings on popular job boards to reach a wide audience.
• Social media: Utilize social media platforms like LinkedIn to connect with passive candidates and build your employer brand.
• Recruitment agencies: Partner with recruitment agencies to source specialized talent or expedite the hiring process.
• Employee referrals: Incentivize current employees to refer qualified candidates.
• Campus recruitment: Target recent graduates and interns from universities and colleges.

HR’s role

• Develop a schedule for each stage of the hiring process, including sourcing, screening, interviewing, and onboarding.
• Set realistic, achievable deadlines for each step to ensure a timely hiring process.
• Regularly track progress against the timeline and make adjustments as needed.

Strategic questions to ask

1. What are the most effective recruitment channels for our target audience?
2. How can we leverage social media to attract passive candidates?
3. How can we measure the effectiveness of our recruitment strategies?

5. Establish a hiring timeline

A well-defined hiring timeline will help you track progress and ensure your positions are filled efficiently and within deadlines. Key milestones to consider include:

• Job posting: Determine the optimal posting duration and target audience.
• Screening resumes: Establish a timeline for reviewing resumes and shortlisting candidates.
• Scheduling interviews: Coordinate interviews with hiring managers and potential candidates.
• Making offers: Set a deadline for extending offers to selected candidates.
• Onboarding: Plan the onboarding process, including paperwork, orientation, and training.

HR’s role

• Develop a schedule for each stage of the hiring process, including sourcing, screening, interviewing, and onboarding.
• Set realistic, achievable deadlines for each step to ensure a timely hiring process.
• Regularly track progress against the timeline and make adjustments as needed.

Strategic questions to ask

1. What are the critical milestones in the hiring process?
2. How can we expedite the hiring process without compromising the quality of hires?

6. Allocate budget

You’ll need to allocate a sufficient budget to execute your hiring plan effectively. Consider the following costs:

• Job posting fees: Fees associated with posting jobs on job boards and other recruitment platforms.
• Recruitment agency fees: Costs incurred when using recruitment agencies to source talent.
• Background checks: Fees for conducting background checks on potential hires.
• Onboarding costs: Expenses related to onboarding new hires, such as training materials and equipment.

HR’s role

• Allocate a budget for recruitment expenses, including job postings, agency fees, and travel costs if applicable.
• Prioritize your hiring based on the highest-impact roles on the business and allocate resources accordingly.
• Regularly monitor your spending and make adjustments as needed.

Strategic questions to ask

1. How much of the budget is required to fill each role?
2. What are the most cost-effective recruitment strategies we can use without compromising top-talent hires?
3. How can we maximize the return on investment for our recruitment efforts?

7. Implement an onboarding process

A robust onboarding process can help new hires feel welcome and productive from day one. Key components of an effective onboarding process include:

• Preboarding: Make a good impression by sending a welcome email and providing essential information about the company and the role.
• Orientation: Conduct a comprehensive orientation program to introduce new hires to the company culture, values, and policies.
• Role-specific training: Provide training on the specific skills and knowledge required for the job.
• Mentorship: Assign a mentor to guide new hires and answer their questions.
• Regular check-ins: Schedule regular check-ins with new hires to assess their progress and address any concerns.

HR’s role

• Create a structured onboarding plan that includes orientation, training, and mentorship.
• Assign experienced employees to mentor new hires and help them integrate into the company culture.
• Monitor new hires’ progress and provide ongoing support.

Strategic questions to ask

1. How can we ensure a smooth and efficient onboarding process?
2. What kind of training and development opportunities must we provide to new hires?
3. Do we have mentors we can assign to new recruits?
4. How can we measure the effectiveness of our onboarding program?

HR tip

Embrace inclusive hiring practices

To build a truly inclusive workplace, begin by reimagining your hiring process.

• Expand your talent pool: Partner with organizations supporting underrepresented groups, utilize diverse job boards and explore non-traditional recruitment channels.
• Enhance your interview process: Train your interviewers to ask unbiased questions, actively listen, create a welcoming environment, and implement structured interviews with standardized scoring to minimize bias.
• Assemble diverse interview panels: Consider factors like gender, race, ethnicity, age, ability, and sexual orientation when forming your panels. This helps to support varied perspectives, reduce bias, and signals your organization’s commitment to inclusion.

Aligning hiring plans with company growth goals

To stay competitive in the talent market, HR needs to align hiring plans with the company’s growth goals. Here’s how:

• Encourage innovation: Find candidates with unique skills and new ideas to support the company’s goals for diversification and innovation. This includes identifying trends, attending industry events, and partnering with educational institutions to attract top talent.
• Build talent pipelines: Develop strong talent pipelines. Keeping in touch with potential candidates and actively seeking talent helps fill roles quickly as the company expands, reducing hiring time and minimizing disruptions.
• Focus on key hires: Collaborate with leadership to identify crucial roles vital for the company’s success. Prioritizing these positions speeds up growth and helps achieve strategic objectives.
• Plan for different scenarios: Since the future is unpredictable, scenario planning is important. Consider different types of employment, like part-time workers, contractors, or freelancers, to adapt to changing needs such as high growth or downturns.

Hiring plan example: AccounTech

Now that we’re familiar with the steps and considerations required to build a recruitment plan, let’s examine an example of what your hiring plan may actually look like. In this example, AccountTech, an accounting software firm, needs to hire additional staff to develop, market, and sell an upgraded software application.

1: Organizational needs

• Workforce analysis: The software development team lacks the necessary headcount to build out new product features within the given timeframe. In addition, the current marketing and sales team lacks sufficient expertise to drive growth.
• Leadership consultation: Marketing and sales teams need additional staff to handle increased lead generation, customer acquisition, and account management. The software development team needs to fill additional seats.
• Growth projections: The company aims to expand into new markets and launch a new product line, requiring additional development resources to achieve its 20% growth target in the upcoming year.

2: HR roles and responsibilities

• HR Business Partner: Collaborates with department heads to understand their talent needs and provide strategic HR support.
• Recruitment Specialist: Focuses on sourcing and screening candidates for marketing, sales, and development roles.
• HR Generalist: Oversees recruitment, interview scheduling, onboarding, and general HR tasks.

3: Job descriptions

• Software developer: Designs, develops, and tests new accounting software features and applications.
• Marketing manager: Oversees marketing strategy, content creation, and digital marketing campaigns.
• Sales representative: Generates and qualifies new leads, closes deals, and manages customer relationships.

4: Recruitment strategies

• Job boards: Post on LinkedIn, Indeed, and specialized tech job boards.
• Social media: Leverage LinkedIn and X to target passive candidates.
• Recruitment agencies: Partner with agencies specializing in tech and sales recruitment.
• Employee referrals: Incentivise current employees to refer qualified candidates.

5: Hiring timeline

• Q1 2025: Hire three software developers to develop new product features.
• Q2 2025: Hire one marketing manager and two marketing specialists to work on the product relaunch.
• Q3 2025: Hire two additional sales representatives to sell the product.

6: Hiring budget

• Recruitment costs: Allocate budget for job postings, recruitment agency fees, background checks, and employee referral incentives.
• Onboarding costs: Budget for training materials, equipment, and onboarding programs.

7: Onboarding process

• Preboarding: Send welcome emails with essential information and paperwork.
• Orientation: Conduct a general company orientation and introduce new hires to the team.
• Role-specific training: Provide tailored training for development, marketing, sales, and roles.
• Mentorship: Assign experienced team members to mentor new hires.
• Regular check-ins: Schedule meetings at regular intervals to assess progress and address any concerns.

To sum up

Legendary business author Jim Collins’ adage, “Great vision without great people is irrelevant,” underscores the critical role of talent in achieving organizational goals and the immense importance of building strategic hiring plans.

Without a well-executed, aligned hiring plan, attracting the right talent to drive innovation and fuel long-term business growth is virtually impossible.

The post How To Craft a Strategic Hiring Plan in 2025 appeared first on AIHR.

Also, while 50% of new hires plan to quit shortly after starting, that number climbs to 80% among those who feel undertrained from poor onboarding. A well-designed new hire onboarding survey can help you pinpoint and tackle such issues early. This will lower the risk of turnover, increase engagement, and show new hires the company’s commitment to job satisfaction.

Contents
What is a new hire onboarding survey?
Why is a new hire onboarding survey important?
35 onboarding survey questions to ask new hires
Preparing a new hire onboarding survey: Best practices

What is a new hire onboarding survey?

Also called a new hire orientation survey or onboarding questionnaire, a new hire onboarding survey is an HR tool for evaluating and improving new hires’ onboarding experience. You would usually send it out within the first weeks or months of employment to gauge if employees have successfully transitioned into the organization. 

Onboarding surveys evaluate the effectiveness of the onboarding process, training, and initial support. They also measure new hires’ satisfaction and understanding of their role, team, and company culture.

Why is a new hire onboarding survey important?

The key benefits of a new hire onboarding survey include: 

• Understanding the new hire’s first impressions: Their responses shed light on their onboarding experience—do they feel confident in their new role or understand the work culture? These factors can directly influence their decision to stay with the company. 
• Identifying gaps in the onboarding process: Reviewing onboarding survey results can help you spot any underlying issues early so you can address them promptly.
• Encouraging honest feedback: Urging employees to share their opinions freely opens a line of communication between you and them, setting the foundation for a positive working relationship.

35 onboarding survey questions to ask new hires

Here is a list of new hire onboarding survey questions to ask at different points after they’ve completed their onboarding. Doing so ensures you check in with them regularly and stay updated on how new and recent hires are doing.

Questions to ask one week after onboarding

At this stage, your questions should focus on the new hire’s first impressions of the company, their role, and their team. The goal is to find out if they feel welcomed and supported and have the essential tools and resources to do their job. This helps you address any immediate concerns so they can transition as smoothly as possible into the job and organization. 

1. How well was your role explained to you?
2. Did you receive enough information to understand the company’s expectations of you?
3. Did you receive the necessary equipment, logins, and resources to start your job? 
4. How clear were the instructions for setting up your work environment?
5. Did you feel welcomed and supported by your team and manager?
6. Did you find the onboarding schedule well-planned and manageable?
7. How well did the onboarding session cover the company’s mission, values, and culture?
8. Do you feel comfortable asking questions or getting help from your team?
9. On a scale of 1-5, would you rate the overall onboarding experience?
10. What improvements would you suggest for the onboarding process (if any)? 

Questions to ask two weeks after onboarding

At this point, the new hire would have already completed their initial onboarding and started to engage more with their role. The survey questions should focus on gauging how well the training has prepared them for their job, how comfortable they feel with their duties, and whether they’re integrating well with their team.

This feedback helps you and the new hire’s manager understand if the onboarding process has provided sufficient support and helps identify any gaps in resources or training. 

11. Are you starting to feel more comfortable in your role and responsibilities?
12. Do you have enough access to the tools and resources you need to do your duties?
13. Do you think your role aligns well with your team’s goals?
14. Has your manager provided enough guidance and feedback so far?
15. Do you feel you now understand the company’s culture and work environment better?
16. Are there any additional resources or support that would be helpful at this point?
17. Do you feel prepared for your role’s next steps or upcoming responsibilities?
18. On a scale of 1-5, how would you rate the training materials and sessions provided?

Questions to ask one month after onboarding

After a month, the new hire should have settled into their new position and started cementing their place within the team and company. The 30-day onboarding survey questions should focus on understanding their level of job satisfaction, how well they know their role, and how well they align with the company culture.

These questions should also explore the new hire’s working relationships with colleagues and the level of support their managers offer them. The purpose of these questions is to determine the new hire’s level of engagement and job satisfaction. 

19. Do you now have a full understanding of your role and responsibilities?
20. Have you been able to build positive working relationships with your coworkers?
21. Was your initial training comprehensive enough to cover your role’s requirements?
22. Is there anything you still need to clarify about your role or the company?
23. On a scale of 1-5, how satisfied are you with your manager’s support and communication so far?
24. Do you have a clear idea of the tools and resources you’ll need going forward?
25. How aligned do you feel with the company’s values and culture?
26. Is there any additional training or information that would improve your ability to succeed?
27. Do you feel engaged and motivated in your role and team?

Questions to ask three months after onboarding

At this point, new hires should be more independent and fully integrated into their team. The employee onboarding survey questions you ask now should assess their confidence in performing their duties independently, their understanding of growth opportunities, and their overall satisfaction with the job and the company.

The questions should also seek feedback on the onboarding process and determine their level of engagement, alignment with company goals, and satisfaction with their decision to join the organization.

28. On a scale of 1-5, how confident are you in your ability to do your job independently?
29. Do you clearly understand your career path and growth opportunities in the company?
30. Are you satisfied with the feedback and support your manager provides?
31. Do you feel like a valued member of the team and organization?
32. How well do you understand your role’s impact on the team’s and organization’s goals?
33. Do you have any suggestions for improving the onboarding process for future hires?
34. On a scale of 1-5, how satisfied are you with the company culture and work environment?
35. Do you feel fully integrated into your team and familiar with company processes?

Preparing a new hire onboarding survey: Best practices

When preparing a new hire onboarding survey, here are some best practices to keep in mind:

• Make questions clear and relevant: The onboarding questionnaire must be clear, relevant, and linked to the specific stages of the onboarding journey.
• Ask straightforward questions: Avoid jargon or overly complex language. Focus on topics relevant to the new hire’s experience at that particular stage. Use close-ended questions to measure satisfaction levels. 
• Protect respondents’ privacy: Make your onboarding surveys anonymous to foster trust and encourage honest feedback, and use aggregated data for reporting in order to maintain confidentiality.
• Establish a prompt follow-up process: Set a regular schedule to follow up on employee feedback and assign HR team members to review survey responses. This will allow you to adjust your onboarding procedures as soon as possible. 
• Ensure accessibility and ease of completion: To maximize the response rate, design the onboarding survey to be mobile-friendly and accessible on different devices. Keep the survey length manageable (it shouldn’t require more than 20 minutes to complete). 
• Time the onboarding survey strategically: Plan survey intervals that align with important onboarding milestones (e.g., one week, one month, etc.) and avoid over-surveying. ‘Survey fatigue’ may yield lower response rates and inaccurate answers.
• Tell employees how you’ll use their feedback: Tell employees you’ll use their responses to enhance the onboarding experience. Share survey results to demonstrate transparency and show their feedback matters to the onboarding improvement process.

HR tip

Pair close-ended questions with open-ended questions to see how new hires score different aspects of the onboarding process and why. Close-ended or quantitative questions offer an overview of satisfaction levels, while open-ended or qualitative questions put them into context. When combined, they offer a complete picture of the onboarding experience, helping you make more targeted improvements.

To sum up

A well-designed new hire onboarding survey can help improve the onboarding experience so new employees feel supported, welcomed, and ready for their roles. By collecting feedback during the employee’s first few weeks and months, HR can review how well new hires are taking to training, resources, and company culture and promptly make any necessary improvements. 

A good onboarding survey also encourages open communication between new hires and HR. When employees know their feedback is taken seriously and acted upon, they are more likely to feel satisfied, engaged, and committed to the company.

The post 35 New Hire Onboarding Survey Questions To Ask in 2025 appeared first on AIHR.

When used properly, these scorecards can also simplify the hiring process and encourage teamwork, helping to choose the best candidates based on relevant and measurable data.

This 101 guide will help unpack what an interview scorecard is, the pros and cons of using a scorecard, and guidance on how to correctly use it. We have also created a customizable interview scorecard template that you can download for free!

Contents
What is an interview scorecard?
The benefits of using an interview scorecard
The challenges of using an interview scorecard
Creating an interview scorecard
Interview scorecard examples
Free candidate interview scorecard template
7 steps to correctly use an interview scorecard

What is an interview scorecard?

An interview scorecard is a structured tool your hiring teams can use to assess candidates during the interview process. It provides a standardized way for interviewers to score and compare candidates based on predefined competencies or criteria aligned with the job requirements.

The primary purpose of an interview scorecard is to let interviewers score each candidate objectively, reducing bias and increasing consistency. This approach encourages evidence-based evaluations rather than intuition or subjective opinions, promoting a fair and transparent hiring process.

The benefits of using an interview scorecard

Here are the key benefits of using an interview scorecard:

• Greater objectivity: An interview scorecard’s clear evaluation criteria allow you to assess candidates based on predefined competencies. This minimizes personal biases and ensures fair evaluation, which is the foundation for strong Diversity, Equity, Inclusion, and Belonging (DEIB) at work.
• Improved consistency: Using a scorecard standardizes the interview process, helping different interviewers assess candidates using the same framework. This consistency leads to more reliable and comparable candidate evaluations that are free from biases.
• More effective decision-making: An interview scoring rubric can help you make informed, data-driven decisions. The rubric’s structured feedback and numerical scoring make it easier to identify top candidates and justify their selection.
• Better documentation and compliance: An interview scoresheet records the hiring process, providing evidence of fair candidate evaluation. This documentation is crucial for compliance as it demonstrates adherence to legal standards and anti-discrimination policies.
• Enhanced team collaboration: When multiple interviewers use a shared scoring matrix, it’s easier to compare notes and reach a consensus. This helps prevent assessment conflicts and fosters more comprehensive discussions about each candidate.
• Better candidate experience: Interviewers can provide constructive feedback to candidates who request it, along with detailed scoring and notes. This enhances the candidate experience and strengthens the employer’s reputation as a transparent, professional organization.

The challenges of using an interview scorecard

Interview scorecards can help improve the hiring process. However, only if they are used correctly. One primary challenge is making sure that the interview scoring matrix accurately reflects each role’s required competencies.

For instance, if the criteria on a candidate scorecard are too broad or irrelevant, interviewers may struggle to evaluate candidates effectively, leading to inaccurate assessments.

Another example is a job interview scorecard, which should have clear guidelines on interpreting and scoring each competency to provide reliable evaluations. Without proper training, interviewers might use different standards or scoring scales, reducing the scorecard’s effectiveness.

Relying heavily on an interview scorecard can also lead interviewers to overlook qualitative factors or positive candidate qualities that may not fit into predefined categories. This can discourage flexibility, making it challenging to adapt the scoring process for different roles.

HR tip

Combine structured scoring with open-ended questions that explore creativity and adaptability, allowing you to assess both defined skills and intangible qualities, aligning with the skills-based hiring approach that focuses on a candidate’s potential beyond formal qualifications.

Creating an interview scorecard

Here are the essential elements of a candidate or job interview scorecard:

• Skills and competencies: This section lists the specific competencies or skills relevant to the role, such as technical knowledge, communication skills, leadership potential, or problem-solving ability. Identifying these areas helps interviewers focus on what matters for the position, ensuring a thorough assessment of the candidate’s qualifications.
• Weighting: Your scorecard should indicate the relative importance of each skill or competency by assigning it a weight, so interviewers can more accurately evaluate candidates.
• Scoring scale (numerical): A job interview scorecard should include a numerical scoring scale (e.g., 1-5) to allow interviewers to rate candidates consistently based on their level of proficiency in each skill and competency.
• Comments: The interview grading rubric should include a comments section for each candidate, where interviewers can indicate their level of suitability for a role and why. This explains the scores and provides clear recommendations to guide the next steps in the hiring process.

Interview scorecard examples

Below are examples of different types of interview scorecards, each tailored to evaluate specific competencies based on individual roles:

General job interview scorecard

This scorecard can be used to assess candidates across various roles, regardless of industry or job function. It provides a standardized way to evaluate key competencies applicable to most positions.

This scorecard guides interviewers through the assessment process by breaking down essential job-related competencies into measurable criteria and establishing a clear, quantifiable candidate comparison method.

Sales interview scorecard

The sales interview scorecard focuses on the competencies and characteristics crucial for success in sales roles. It evaluates skills like persuasive communication, negotiation, relationship-building, and target achievement, along with an understanding of sales strategies and the ability to work under pressure.

By establishing a clear and quantifiable assessment method, this scorecard ensures an objective comparison of sales candidates based on key factors that impact performance.

Hiring and recruiting scorecard

The hiring and recruiting scorecard can help assess candidates for HR or recruitment roles. It focuses on competencies like candidate sourcing and screening, interviewing skills, relationship management, and knowledge of recruitment practices and strategies.

It also includes criteria for evaluating communication skills, collaboration, and understanding of the company’s culture and talent needs. This structured approach helps hiring teams objectively identify candidates with the expertise and interpersonal skills needed for effective recruitment.

Candidate interview scorecard

This evaluates different shortlisted candidates’ skills and proficiencies against the criteria for a role. Based on this scoring, you can compare the candidates to one another to help you decide which candidate is most suitable for the position.

It also helps you assess how well each candidate’s profile aligns with the company’s core values and work environment. By using a consistent evaluation framework, you can ensure fair treatment of all candidates, reduce bias, and focus on essential criteria.

Free candidate interview scorecard template

AIHR has developed its own candidate interview scorecard template that you can download for free and customize to suit your organization’s needs.

HR tip

Ensure all criteria are measurable and role-specific to avoid subjective judgments. Use clearly demonstrable behavioral-based competencies, such as asking candidates to share examples of how they handled certain situations in previous roles. Additionally, involve key stakeholders to make sure the scorecard reflects both technical needs and team dynamics. This helps create a well-rounded evaluation tool and reduces bias.

7 steps to correctly use an interview scorecard

Here are seven key steps for creating and using an interview scorecard:

Step 1: Define job-specific criteria

The first step is to identify the job-specific criteria for evaluating candidates. These criteria should reflect the skills, qualifications, and behaviors necessary for success in the role.

Do this:

• Review the job description: Understand the role’s core responsibilities and expectations. For example, a sales role might prioritize negotiation skills, while a technical role might focus on problem-solving abilities.
• Identify core competencies: List the essential skills and behaviors candidates should demonstrate. A sales interview scorecard could include competencies like closing techniques, resilience, and communication skills.
• Involve stakeholders: Get input from hiring managers and team members to ensure the criteria reflect real-world expectations.
• Prioritize job-specific, universal skills: Include both role-specific and soft skills important across the organization, such as adaptability or teamwork.

Step 2: Assign weights to each skill/competency

Not all skills or competencies are equally important for every role. Assigning weights to each competency or skill helps interviewers understand their relative importance and evaluate candidates accordingly. This ensures the listed skills have a proportional impact on final evaluations, allowing for a more nuanced, accurate understanding of each candidate’s suitability.

Do this:

• Determine weights based on the role’s needs: Assign a higher weight to competencies essential for success in the position
• Consult with hiring managers: Ensure the weights reflect job requirements and expectations accurately.
• Adjust weights based on priority: In a sales interview scorecard, for example, closing techniques would carry more weight than administrative skills.

Step 3: Create a scoring scale

Establish a clear scoring scale on your interview scoring rubric to measure every candidate’s proficiencies in each of the role’s different required skills and competencies.

Do this:

• Choose a numerical range: Common scales range from 1 to 5 or 1 to 10, with each number representing a defined performance level. 
• Define each level: Provide descriptions for each score. For instance, 1 could mean “not proficient at all,” and 5 could mean “expert-level proficiency.”
• Use the same scale for all criteria. Consistent scoring across competencies ensures candidates are rated evenly and fairly.

Step 4: Stick to the scorecard throughout the interview

During the interview, be sure to adhere as closely as possible to the skills, competencies, weights, and scoring scale you’ve established to ensure the interview and evaluation process is as fair and objective as possible.

However, remember also to leave room for flexibility in case there are important questions to ask that you did not prepare in advance. This allows you to assess intangible elements like cultural fit, creativity, or growth potential.

Do this:

• Follow the structure: Ask relevant questions and rate the candidate’s responses against each criterion on your job interview scorecard.
• Stay objective: Focus on the interview evidence, not initial impressions or biases.
• Avoid over-reliance on the scorecard: While it’s important to follow the scorecard’s structure, you can also pursue an unplanned discussion if it’s relevant to a unique skill or quality the candidate displays that may be useful to the role or company.

Step 5: Record comments and observations

In the comments section on your interview scorecard, be sure to record detailed notes about each candidate. This should include information on their proficiencies in the different skills and competencies the role requires, their knowledge of and interest in the job and company, and their potential to excel in the position.

These details will provide a well-rounded context to help you decide which candidates should proceed to the next stage of the recruitment process or which candidate would be most suitable for the role and organization.

Do this:

• Explain scoring decisions: Add notes to justify the score assigned to the candidate’s proficiency in each required skill and competency.
• Highlight strengths and areas for improvement: Offer specific observations for post-interview discussions.
• Capture unique qualities: Record any traits or experiences candidates may have displayed that don’t fit neatly into the existing criteria.

Step 6: Calculate the total score

After evaluating each candidate’s proficiencies, calculate their total score based on the skills and competencies assigned weights and their individual scores for each skill/competency.

Do this:

• Calculate scores proportionally: Multiply each score by the weight assigned to the corresponding skill/competency to ensure proportional calculation and fair candidate evaluation.
• Determine overall performance: To do so, you have to sum all the weighted scores. However, remember that while high scores may indicate high overall proficiency, you should focus on the most critical competencies to determine each candidate’s suitability.
• Compare scores across candidates: Use each candidate’s total scores to compare them to one another and identify the strongest candidates based on objective data.

Step 7: Post-interview use

After the interview, review the interview scorecard with other interviewers and stakeholders to make informed hiring decisions. You can also use the information you’ve gathered on the scorecard to provide constructive feedback to candidates should they request it.

Do this:

• Share and discuss scores: Hold a debrief meeting to compare ratings and comments with other interviewers.
• Align on the final decision: Use the interview scoring rubric to reach a consensus on whether to advance, reject, or conditionally consider each candidate.
• Store scorecards for future reference: Maintain records to justify hiring decisions and support future assessments. This allows you to provide detailed feedback to candidates when necessary.

To sum up

Interview scorecards are a powerful tool for improving the accuracy, consistency, and fairness of the hiring process. By using a structured, criteria-based approach, HR professionals can reduce bias, ensure all candidates are evaluated on relevant competencies, and make better data-driven hiring decisions.

Implementing scorecards enhances team collaboration and decision-making and provides crucial documentation for compliance and feedback purposes. When used correctly, interview scorecards lead to better hiring outcomes, increasing both the quality of hire and long-term employee retention.

The post [Free Template] What Is an Interview Scorecard? Your 101 Guide to Rating Candidates appeared first on AIHR.

This article explains what strategic interview questions are, discusses their importance, and provides 31 such questions to ask in your candidate interviews.

Contents
What are strategic interview questions?
Types of strategic interview questions
Top strategic interview questions to ask candidates
– Career-oriented interview questions
– Behavioral interview questions
– Situational interview questions
Strategic interview questions to ask candidates in PDF

What are strategic interview questions?

Strategic interview questions are targeted, open-ended questions designed to assess a candidate’s deeper qualities beyond what’s presented on their résumé. These questions aim to evaluate key attributes, such as the candidate’s problem-solving skills, cultural fit, career goals, and ability to handle specific work-related situations.

The goal of asking strategic interview questions is to get a clearer picture of how a candidate might perform in a role by revealing their thought processes, decision-making abilities, and interpersonal skills.

Good strategic interview questions encourage candidates to share detailed examples from their past experiences, allowing interviewers to gauge how well they align with the organization’s values, expectations, and long-term goals. Ultimately, strategic interview questions help identify candidates who not only possess the necessary qualifications but also demonstrate the potential to thrive in the company’s unique environment.

Types of strategic interview questions

Strategic interview questions can be classified into three categories:

• Career-oriented interview questions: These help gauge a candidate’s long-term career aspirations and provide HR or the hiring managers with an idea of whether the candidate is looking to stay with a company for the foreseeable future. In other words, they provide insight into the candidate’s potential for long-term retention and development within the organization.
• Behavioral interview questions: These questions focus on past experiences to assess how a candidate has handled specific situations, offering insight into their interpersonal skills, work ethic, and compatibility with organizational culture and values. They uncover patterns in how the candidate approaches challenges and collaborates with others.
• Situational interview questions: These present real or hypothetical workplace scenarios to evaluate how a candidate might handle challenges like conflicts, risks, or unexpected setbacks. They help interviewers gauge the candidate’s problem-solving abilities, decision-making processes, and capacity to adapt to complex or high-pressure situations.

Top strategic interview questions to ask candidates

Although strategic interview questions to ask candidates can vary depending on the role and industry, the questions below can provide you with a good starting point.

Career-oriented interview questions

These questions assess whether the candidate’s ambitions, skills, and motivations fit the role and the organization’s trajectory.

1. What are your short- and long-term career goals?

Job candidates whose values and aspirations align with organizational goals are less likely to leave, according to a study by Qualtrics. Asking a candidate about their career aspirations helps determine if their path aligns with the company’s.

A candidate who does not see themselves working in the industry long-term may not be the right person for the role. Conversely, a candidate looking to build a long-term career in the industry can be a better fit, and the company can support their career development goals.

2. How do you seek out opportunities for professional development, and what specific skills are you focusing on improving right now?

A candidate’s commitment to their professional development plan provides insight into their growth mindset. A strong answer should demonstrate their proactive approach to learning and their focus on staying up-to-date with skills relevant to their career.

3. What is the professional achievement you’re most proud of, and what did the experience teach you about your abilities?

Asking about professional achievements allows a candidate to highlight a key success in their career. Their answer will give you an understanding of their drive, problem-solving skills, and what they value most in their work.

4. What motivates you to pursue this role, and how does it fit into your overall career plan?

Evaluating a candidate’s motivation for the role allows you to see how well their career aspirations align with the position, what drives them professionally, and how the role supports their long-term goals.

5. What key milestones or achievements do you hope to accomplish in your career over the next five years, and how does this role align with those goals?

Understanding a candidate’s long-term career aspirations helps determine if their goals align with the opportunities available in your company. This can reveal their potential for long-term engagement and growth within the organization.

6. What skills or experiences are you hoping to gain from this role to help you in your broader career aspirations?

This question can help you determine if a candidate’s career goals are a good match for the role. It also sheds light on whether your organization can provide the development opportunities they seek.

7. What innovations are likely to transform the industry in the next five years?

Being updated on the latest happenings in the industry is a crucial quality for potential employees. This inquiry evaluates how enthusiastic and knowledgeable a candidate is about the industry. 

In their responses, observe the candidate’s understanding of the upcoming trends and factors the industry is expected to encounter, and how they are likely to influence the organization.

Behavioral interview questions

Behavioral questions explore past actions or general habits and help uncover a candidate’s established patterns.

8. What’s your ideal organizational culture?

When interviewing a candidate, it’s important to ask about their ideal organizational culture. This can help you better understand the candidate’s preferred work environment, such as whether they prefer to work independently or in a team, or if they’d rather work remotely or on-site. 

By learning about their preferences, you can determine if they are a good fit for your organization. Additionally, discussing your company’s culture during the interview can give the candidate a better understanding of what your company stands for.

9. How do you motivate yourself and stay productive in the face of difficult challenges?

Employees face various challenges in their daily work routine that can impact their motivation and output. As an employer, it’s crucial to evaluate how a potential employee deals with such difficulties and stays motivated.

This question can help the interviewer assess a candidate’s capability to overcome challenges without affecting their productivity or motivation levels.

10. Tell me about a change you proposed and how it impacted your workplace.

The purpose of this question is to assess whether a candidate is able to adjust and adapt their work style when needed. Encourage the candidate to share examples of when they proposed ideas for change, and the role they played in implementing it.

You could also ask a follow-up question on whether they perceived the change as beneficial to their team or organization. This will help you understand whether the candidate can assess the bigger picture.

11. Tell me about a time when you had to use an unorthodox approach to solve a problem.

Effective problem-solving is a valuable skill in any organization. Candidates who possess this skill are likely to succeed in the workplace. Asking this question during an interview can give you insight into a candidate’s problem-solving capacity. 

Inquire about situations where the candidate had to use an unconventional approach to solve a problem. This will help you determine their ability to think outside the box when faced with complex challenges.

12. How do you stay informed about industry news and trends?

Closely related to the previous question, this question seeks to determine the information sources a candidate relies on for industry developments. In their response, find out which publications they read, podcasts they listen to, or thought leaders they follow.

A positive answer demonstrates their sense of initiative and passion to stay up-to-date with the industry. Lack of quality sources or scant knowledge of trends could indicate a low commitment to self-improvement.

13. Describe a time when you made a serious mistake at work and how you handled it.

Even the best professionals can make mistakes. Making mistakes is not a sign of personal failure, but how one handles, learns, and moves on from them will tell you a lot about their personality. Asking this question allows you to assess a candidate’s understanding of accountability.

14. How do you handle criticism?

Criticism is unavoidable in the workplace. How a job candidate handles criticism indicates their attitude towards their work and team.

When taken well, constructive criticism can help an employee reach higher levels of performance and career success. Use this question to gauge how a candidate handles feedback about their work, including how criticism may have contributed to their professional development.

15. How would you describe your learning process?

This question’s purpose is to help you understand the candidate’s approach to learning, how they acquire new knowledge and skills, and their ability to adapt to new situations.

In an ideal response, a candidate should demonstrate a willingness to take on new challenges and learn from mistakes, and the ability to apply what they’ve learned to real-world situations. Consider whether their response demonstrates a proactive, curious, and growth-oriented approach to learning.

16. Describe a time when you were involved in a workplace conflict and how you handled the experience.

The ability to manage conflict in the workplace is a valuable trait for any worker. Asking about conflict resolution allows the interviewer to evaluate how a candidate perceives and manages conflicts in the workplace. 

A candidate who can address conflicts from various angles and handle them positively can be an excellent addition to the team. A candidate who struggles to manage conflict may not communicate well with management or could be inflexible on most matters.

17. What is your general rule for handling competing tasks?

Task prioritization is a necessary skill to ensure productivity and a high quality of work. This question enables an interviewer to assess a candidate’s ability to manage their schedule and prioritize tasks in order of urgency and importance. Candidates who answer this question successfully demonstrate their time-management skills and ability to work productively.

18. How do you motivate those working under you?

Maintaining high team morale is crucial for leaders as it often results in better performance outcomes. During the selection process for a leadership role, evaluating a candidate’s ability to motivate and inspire people is essential. 

Ask for concrete examples of how the candidate previously motivated their team to accomplish specific objectives. This information can help you choose the best individual for the job based on their interpersonal and motivational capabilities.

19. Describe a situation where you worked with people from diverse cultures or backgrounds.

As workplaces become more diverse, it’s important for employees to be able to work well with colleagues from different backgrounds. This question can help hiring managers can gauge a candidate’s awareness of diversity and ability to exhibit inclusive behavior on the job. To assess cultural competence and sensitivity, look at examples of the candidate demonstrating these qualities in previous positions.

20. Describe a time when you had to make a difficult decision.

This question helps the interviewer assess the candidate’s decision-making skills and approach to complex situations. Consider the candidate’s approach in such a situation, how they managed potential risks or negative consequences, and finally, the outcome of their decision.

From their response, assess whether they were able to communicate the situation or the decision with relevant stakeholders and what they learned from the experience.  Their response should demonstrate sound judgment and the ability to manage risk effectively.

21. Tell me about a time when you set a goal and achieved it.

Asking candidates about their goal-setting strategies can provide valuable insights into their level of ambition and dedication, as well as their approach to achieving objectives. This question can help interviewers gauge a candidate’s determination, motivation, and ability to develop and implement effective strategies to reach their goals.

22. Can you describe a situation where you failed to meet a goal? How did you reflect on the experience, and what changes did you make afterward?

A candidate’s ability to self-reflect and learn from failure is crucial for growth. This question allows you to assess how they handle setbacks, process lessons learned, and apply those insights to future situations.

23. Tell me about a time when you had to learn something new quickly to meet a deadline. How did you manage it, and what was the result?

Here, you’re assessing the candidate’s adaptability and ability to perform under tight time constraints. The answer will show how resourceful they are in their learning process and whether they can handle fast-paced environments while still delivering results.

24. How do you build and maintain strong relationships with colleagues or clients, especially when faced with disagreements or conflicting priorities?

Understanding a candidate’s interpersonal skills is crucial for roles that rely on teamwork or involve regular client interaction. This question helps you assess their ability to foster positive relationships, resolve conflicts diplomatically, and collaborate effectively in a challenging environment.

25. How do you handle feedback from both peers and supervisors, and how have you used it to improve your performance?

This question evaluates a candidate’s active listening skills, self-awareness, and openness to growth. You’ll gain insight into their emotional intelligence and willingness to make adjustments based on constructive feedback from various sources.

Situational interview questions

Situational interview questions present specific hypothetical scenarios and ask how a candidate would respond. They test problem-solving and decision-making in unique situations that are likely to happen on the job.

26. What would you do if a project you’ve been working on for a long time suddenly hits a major obstacle that impact its way forward?

This question can be adapted to include a scenario relevant to the role; however, the main goal is to understand how a candidate manages significant challenges at work.

Can they offer a fresh perspective? Would they take a collaborative approach to solving the problem? Their response will provide you with insight into the approach they would take to such challenges. 

27. What steps do you take to prepare and deliver a persuasive pitch to management, and how do you handle potential objections or pushback?

This question can reveal a candidate’s ability to communicate their ideas effectively, think critically, and anticipate and address potential objections. It can also provide insight into their strategic thinking style and their ability to influence and persuade others.

The interviewer should assess the candidate’s approach, whether they demonstrate the ability to anticipate and address potential objections or concerns, and if they can provide data or evidence to support their proposal. Additionally, the candidate should show confidence and clarity in their delivery, and be able to adjust their approach based on the feedback from management.

28. When working on a complex project, how would you explain technical topics to people unfamiliar with the topic?

Employees sometimes have to take charge of challenging projects. In such situations, they must be able to simplify technical concepts so their team can understand the project and they can secure leadership buy-in for it. By asking this question, you can assess the candidate’s expertise in the field and their capacity to explain a topic in easy-to-understand language.

29. How do you handle ambiguity and uncertainty in your work?

This question allows the interviewer to assess a candidate’s ability to handle situations that lack clear guidelines. It also helps determine how the candidate manages stress and adapts to change. From their response, evaluate how comfortable they are with ambiguity and uncertainty, and whether they can remain calm under pressure.

You can also ask the candidate to describe how they managed an ambiguous or uncertain situation in their previous role. Their response will show if they’re able to communicate effectively, collaborate with others, or seek help from their manager. 

30. How do you deal with work-life balance challenges?

Aviva’s research indicates that post-pandemic, work-life balance is a major concern for employees. Maintaining a healthy work-life balance allows employees to excel in their roles without neglecting their personal responsibilities. While evaluating a candidate’s approach to their work-life balance, assess their ability to plan their daily tasks effectively and minimize work outside office hours.

31. What would you do if you found out a colleague was routinely violating company policies?

This question provides the interviewer with an opportunity to assess a candidate’s ethics, judgment, and ability to handle sensitive situations. The candidate should illustrate how they’d handle the matter—both individually and on a company level. Does the candidate show a willingness to work collaboratively to resolve the issue, and display good ethical judgment? An ideal candidate would display integrity, diplomacy, and professionalism.

Strategic interview questions to ask candidates in PDF

Have all the questions designed to assess skills, culture fit, and long-term potential always at hand with this useful PDF document, and start making more informed hiring decisions!

Key takeaways

• What are strategic interview questions? Strategic interview questions are questions that provide HR practitioners and hiring managers with an opportunity to ascertain if a candidate is suitable for a given role, beyond what’s indicated in their résumé or cover letter.
• What are the types of strategic interview questions? Strategic interview questions can be career-oriented, behavioral, or situational. Career-oriented questions focus on candidates’ career aspirations, behavioral questions look at culture fit, and situational questions assess a candidate’s reaction to different work situations.
• Why ask open-ended questions? Unlike “yes or no” questions, open-ended questions allow candidates to provide in-depth answers. Interviewers also get an opportunity to ask follow-up questions based on a candidate’s initial response.

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