59 Great Questions To Ask Interviewees
59 Great Questions To Ask Interviewees
These questions touch on four topics &#; general questions, personality, behavior and culture, and skills &#; each aimed at bringing out the most useful answers from your applicants.
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We have compiled 59 top candidate interview questions &#; 20 of which we discuss in detail &#;for you to use alongside talent assessments such as cognitive ability tests .
Though you may already have questions specific to the available role, it&#;s also important to prepare more generic questions to ask interviewees to get a better feel for the candidates.
Are you a hiring manager looking to fill some open positions? If so, you likely have several interviews lined up and want some good questions to ask job interviewees.
There are many different interview questions to ask candidates, depending on the role you&#;re hiring for. However, no matter what the open position is, you should always ask some general questions like the following:
What skill do you think helped you with your biggest achievement?
Describe a time you disagreed with a decision at work.
Why are you leaving your current job?
Have you ever been fired?
Can you explain why you changed career paths?
What&#;s your current salary?
When can you start?
What do you like least about your current job?
What are you looking for in this position?
How do you stay organized?
5 critical questions to ask interviewees plus what to look for in answers
Asking your applicant these five general candidate interview questions can help you get to know them more deeply.
1. Can you tell me more about yourself?
One of the best questions to ask a job candidate in an interview is to determine their suitability for a particular role.
Some candidates may focus heavily on their professional lives. Others delve into themselves as people outside of work, telling you more about their home lives. Look for candidates who have characteristics that align with your organizational values &#; for instance, volunteering for environmental causes if you have company commitments to sustainability.
2. Can you walk me through your resume?
A potential new hire&#;s resume should provide you with a basic understanding of their work experience, primary hard and soft skills, and education. This question enables you to go into more detail.
Look for candidates who can explain their skills in depth, particularly how they used them in their previous roles. It&#;s a prime opportunity to fact-check their resume, although you don&#;t have time to question every skill.
That&#;s where skills tests come in particularly useful. Resume evaluation is inefficient and highly prone to bias. To assess candidates&#; skills quickly and objectively, you should give them pre-employment skills tests before conducting interviews.
3. How did you find out about this position?
Given that 80% of all job searching is now done online, this is a great question to ask in an interview with a potential employee. It can help you determine where to invest your energy when it comes to advertising positions on job posting platforms.
Asking this is a smooth way to inquire about their motivation for leaving their current role and applying for it.
4. Why do you want to work at this company?
From the career progression that the role might offer to a simple aspect like the location of your office or workplace, there is a wide range of potential answers to this question.
Look for candidates who explain the research they conducted into the job description.
Some candidates may refer to your company values and explain how they align with their own. Conducting research before an interview indicates that your applicant is proactive and understands the role's requirements.
5. Why do you want this job in particular?
Candidates should explain how their skill set gives them the knowledge and abilities to complete this role&#;s primary duties.
The best answers to this question explain how some of the new skills required for the role fit their career plan.
Stop guessing; start assessing with TestGorilla
Get your free TestGorilla account10 questions to ask an interviewee about personality
Use the following list of interview questions to ask candidates about their personality traits:
Do you consider yourself successful?
Where do you see yourself in five years?
How do you plan to achieve your career goals?
What&#;s your dream job?
What other businesses are you interviewing with?
What would your first few months look like in this role?
What are your salary expectations?
What type of work environment do you like most?
What&#;s your working style?
What&#;s your management style?
5 critical questions to ask interviewees about their personality plus what to look for in answers
Getting to know candidates as individuals lets you discover if they are a good addition to your company and team. Here are good questions to ask interviewees.
1. How do you manage your work and personal life?
Work-life balance refers to how employees set boundaries between their work and personal lives.
Research shows that maintaining a poor work-life balance by working weekends or while on vacation severely impacts motivation, leading to lower employee satisfaction and quality of work.
It&#;s one of the best interview questions to ask a candidate because it gives you an excellent chance to discuss your organization&#;s policies to ensure employees are happy at work.
2. What are you passionate about?
Pursuing passion at work has been shown to increase work performance and engagement.
However, people also have passions outside of work. Knowing what your candidate is passionate about can help you learn more about them as a person and not just as an employee.
For example, bringing on more team members who are passionate about travel and exploration is great if you're a travel company.
3. What motivates you?
Although this may seem similar to the question about candidates&#; passions, what motivates someone can differ. Some interviewees may be honest and answer that money is their biggest driver.
Other answers can include the following:
Their family
A comfortable life
Achievements at work
Employees whose motivations align with your organization are more engaged, which leads to a host of benefits, including higher productivity and profitability and lower absenteeism and turnover.
4. What are your pet peeves?
Pet peeves refer to something, usually minor, that irritates someone on some level. Someone&#;s pet peeves can tell you about the factors that might affect their productivity.
They may refer more to their pet peeves relevant to the office or workplace &#; for example, a noisy office environment. In these cases, you can ask follow-up questions to see if they can stay productive despite these factors and learn how they work as a team member.
5. How do you like to be managed?
This question can help you learn if your company&#;s management style matches your candidates&#; preferences.
For example, if the candidate talks negatively about a time when they experienced hands-off management and the role requires a lot of independent work, this may be a bad sign.
Your candidate needs to add to your company culture rather than being a culture fit. These are the top questions to ask an interviewee to learn about their personality and understanding of the role:
What is the best company culture dynamic?
What are your strengths?
How important is a good relationship with your manager?
If you could study another subject at a university level, what would it be?
How do you provide yourself with a good work-life balance?
Do you think having a positive working relationship with your colleagues is essential?
Do you prefer working alone or with a team?
Which of our organization&#;s core values do you identify with the most/least?
Do you think of yourself as more of a mentee or more of a mentor?
Describe your approach to risk taking.
5 critical interview questions to ask applicants about culture plus what to look for in answers
Not all questions to ask employees at interviews are specific to the role. Asking general questions is a great way to gather knowledge about the candidate&#;s personality and whether they fit your company culture.
To better understand your applicant, why not use these interview questions alongside TestGorilla&#;s personality and culture tests?
1. Why should we hire you?
Asking this question can be a great way to learn more about what your candidate brings to the table.
Ideal answers explain in detail the strengths the candidate offers and why they can be an asset to your business's success.
Prioritize candidates who explain how their skills and knowledge of your market can give you a competitive edge. This knowledge indicates that the candidate has researched your product and services and understands your mission and competitors.
2. What can you bring to the company?
Even though this is similar to the previous question, it&#;s still good to ask because applicants could give a response that isn&#;t related to the job role itself.
Focus on candidates who explain how they can benefit your business as an employee. They might refer to a special ability, product idea, or service niche. Perhaps they offer a way to tackle a problem you&#;re facing.
Candidates who can suggest a specific strategy to benefit their future employer have strong critical thinking skills.
They are also likely to bring efficient problem-solving skills to the workplace.
3. What are your greatest strengths?
This one is a cliché for a reason: Questioning a candidate on their strengths also reveals other useful information. Do they emphasize skills that might not be useful in the role?
Look for candidates who explain how they wish to build on their strengths in their next role. The best candidates are motivated to develop continually, regardless of their confidence.
4. What are your weaknesses?
Asking about strengths and weaknesses in two separate questions enables the interviewee to provide much more detail and gives you a chance to ask any follow-up questions that may come to mind.
Prioritize candidates who are open and honest about what holds them back. Look out for canned answers like &#;I&#;m too much of a perfectionist,&#; which could indicate that the candidate lacks self-awareness or authenticity.
The best candidates can identify the biggest challenges they face and explain how they plan to improve on their weaknesses in the future.
5. What is your greatest professional achievement?
Emphasizing &#;professional&#; achievements can ensure that they describe an accomplishment in their professional development that could benefit them in their new role. Candidates might explain how they ensured their project was successful or what they learned from their experience.
Once they&#;ve spoken about their greatest professional achievement, you may also want to ask about an achievement they are proud of outside of work.
9 questions to ask an interviewee about skills
Above, we&#;ve listed common interview questions to ask interviewees about their work and what motivates them. If you&#;re wondering what are good interview questions to ask interviewees about their skills, try these:
What are your strengths and weaknesses?
How would your past coworkers describe your work ethic?
How long will it take for you to make a significant contribution?
What techniques and tools do you use to keep yourself organized?
Tell me about a time when you showed initiative or your abilities as a self-starter.
How do you deal with pressure and stressful situations?
Can you tell me about a challenge you&#;ve faced at work? How did your traits help you handle it?
Can you tell me about a time you showed leadership skills?
Can you tell me about a time you failed?
5 critical interview questions to ask employees plus what to look for in answers
Here are good questions to ask interviewees if you want to learn more about their skills.
1. How do you prefer to communicate with your team members?
This question can help you determine candidates&#; collaboration skills and ability to communicate issues in written and verbal form.
Hiring a candidate who feels comfortable with direct communication is essential if your company relies on in-person conversations when starting new projects.
Send candidates a Communication Skills test to see how they use their active listening skills to communicate effectively with others. Some questions focus on professional etiquette in the workplace.
Try this Communication test for free
Our free plan includes unlimited use of five tests from our library: Big 5 (OCEAN), Motivation, Communication, Time management, and Problem solving. Get started today.
Sign up for a Free forever plan today2. Do you have intermediate Microsoft Excel or similar spreadsheet software knowledge?
Most roles today require candidates to have a basic idea of how to use spreadsheet software when managing their tasks.
For roles where slightly sharper Excel skills are needed, this question helps you spot candidates with intermediate capabilities, like using pivot tables.
Using a Microsoft Excel test to learn more about candidates&#; technical skills, you can make this a more practical question. They can show their ability to create graphs and visualizations, manipulate data in a table, and perform basic calculations on a spreadsheet.
3. How do you navigate change in the workplace?
An ideal candidate can adapt to sudden changes in your company. Some of these changes may revolve around technological advancements or last-minute decisions from clients. Candidates who find this process challenging may fall behind your team.
Including this in your questions to ask employees at interviews helps you gain insight into their adaptability skills and strategic thinking
4. What strategies have you found to work best when convincing someone to accept your point of view?
Not everyone agrees in the workplace, especially during brainstorming sessions. Candidates who feel strongly about their ideas should be confident in expressing their thoughts. Sometimes, they might have to convince others to experiment with the idea.
Negotiation requires strong communication skills and a tough mindset, so look out for these qualities when interviewing your job applicants.
Consider using a Negotiation test to make an informed decision about whether candidates can influence conversations and close successful business deals.
5. Have you ever had trouble learning a new machine or procedure? How did you deal with it?
Candidates with technical skills must know how to navigate new machines or procedures in your company. These skills benefit software engineering, data science, cloud computing, data analytics, and digital marketing jobs.
However, every job needs candidates who can learn changing procedures and train others who don&#;t have much knowledge.
20 critical questions to always ask interviewees: A summary
To help you plan which questions to ask when interviewing someone, we&#;ve compiled the critical questions above into an easy-to-copy list for your hiring plan.
Topic
Critical questions to ask interviewees
General
- Can you tell me more about yourself?
- Can you walk me through your resume?
- How did you find out about this position?
- Why do you want to work at this company?
- Why do you want this job in particular?
Personality
- How do you manage your work and personal life?
- What are you passionate about?
- What motivates you?
- What are your pet peeves?
- How do you like to be managed?
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Culture
- Why should we hire you?
- What can you bring to the company?
- What are your greatest strengths?
- What are your weaknesses?
- What is your greatest professional achievement?
Skills
- How do you prefer to communicate with your team members?
- Do you know how to manage pivot tables in Microsoft Excel or similar spreadsheet software?
- How do you navigate change in the workplace?
- What strategies have you found to work best when convincing someone to accept your point of view?
- Have you ever had trouble learning a new machine or procedure? How did you deal with it?
Knowing what question to ask in an interview to a potential employee can be tricky, but talent assessments make it easier.
Replacing resume screening with skills testing eliminates the need for basic screening questions because you&#;ve already established these skills during the pre-interview assessment.
For example, when hiring a web developer, you could skip the coding test in the interview by including it in the upfront assessment:
For other positions, you could use skills tests to ensure all interviewees meet a certain standard of critical thinking with general questions like this:
Then, with these assessments already complete, you can use the interview to delve deeper into a job seeker&#;s competencies and past experiences.
You can also follow up with critical thinking questions more closely tailored to the role or give lower-scoring candidates a second chance to prove themselves.
These tests maximize the efficiency of your interview process, leading to positive outcomes for your workforce.
Research shows that skills-based companies are nearly twice as likely to retain high performers and more than twice as likely to innovate compared with competitors.
Need proof? Check out Ocean Outdoor UK, which shortened the time it spent on interviews by up to five hours per position after switching to TestGorilla &#; and decreased its rate of unsuccessful hires by 44%.
Make the best hires with the right questions to ask interviewees, and our skill tests
In this article, we&#;ve shown you:
General job interview questions to ask an employee
The top questions to ask an interviewee to find out about their personality, company culture preferences, and skills
An easy-to-copy list of the best questions to ask candidates
How skills testing can supercharge your interview process
Don&#;t waste any time. Try a free 30-minute live demo today, and our team at TestGorilla can help you streamline your recruitment process.
Alternatively, jump straight in and create your first multi-measure assessment by signing up for our Free forever plan!
Still unsure what questions to ask interviewees so you have all the information you need by the end of the interview? Here are the answers to some common queries.
What are the best 5 interview questions you could ask your candidates?
Can you tell me more about yourself?
Can you walk me through your resume?
How did you find out about this position or job?
Why do you want to work at this company?
Why do you want this job in particular?
What is the most popular interview question?
Why should we hire you?
What can you bring to the company?
What are your greatest strengths?
What are your weaknesses?
Can you tell me more about yourself?
What is your greatest professional achievement?
What is the STAR method when interviewing?
&#;STAR&#; stands for &#;situation, task, action, result&#; and is the best way for candidates to structure questions about their skills and experiences. HR professionals should look for candidates who can successfully use this method to structure their answers because it shows they understand their achievements and can communicate them.
How do I close an interview?
&#;Thank you for taking the time to talk to us today. We&#;ll be in touch with a hiring decision before the end of the week.&#;
&#;Thank you for speaking with us today. We&#;d like to invite you to the next stage, which is a written test followed by a second interview next week. Please let us know your availability by the end of the day tomorrow.&#;
ServiceNow Interview questions for various compani...
If you are a fresher ,experienced and looking for job change in ServiceNow, this article is for you.
In this article, i want to share the overall experience of ServiceNow interviews which my colleagues and i had given during our notice period.
As a interviewee and an interviewer also, i want to share some experience and some tips from my failures on how to crack ServiceNow interviews.
Trending coding question most asked:-
- Count and display incident categories (groupBy) from incident table (use GlideAggregate)
- Display duplicate records in any table without using GlideAggregate
- Count and display duplicate elements in an array. Also sort them.
- write a widget if you know portal.
- write an script to dynamically create a HTML table in notifications ( use HTML table in script)
- using event as trigger, crate an incident. event can be triggered from BR,UI actions or any flow
- scripted rest api to patch/post a record in any table.
- On incident table, if state changes to 'on hold' , a ui action should be visible on the form named "OnHold'. And when UI action is clicked a field named 'On hold reason' should be displayed on the form and after filling the reason, click on onHold button to save it. If incident state is something else, both ui action and ui field should be visible=false .
- Delete the first 5 incident created today.
- Background Script to create a KB article.
- Background script to create a service request .(cart api, catalog api)
- Script to display incident caller_id sort by their count . Display only the top 3 incident callers .
Questions gathered via different sources for ServiceNow interview :-
https://www.interviewbit.com/servicenow-interview-questions/
https://www.servicenow.com/community/itsm-articles/coding-scripting-assignments-for-freshers-and-ent...
https://svrtechnologies.com/cognizant-servicenow-interview-questions/
https://mindmajix.com/servicenow-interview-questions
https://www.edureka.co/blog/interview-questions/servicenow-interview-questions/
https://www.guru99.com/servicenow-interview-questions.html
https://www.javatpoint.com/servicenow-interview-questions
https://www.simplilearn.com/servicenow-interview-questions-article
https://community.servicenow.com/community?id=community_article&sys_id=dfdb97db80a39a0b55ca961...
https://community.servicenow.com/community?id=community_question&sys_id=84de24fadb666f00fca96...
https://community.servicenow.com/community?id=community_question&sys_id=6c7dcbe9db9cdbc01dcaff96...
https://community.servicenow.com/community?id=community_question&sys_id=d529b1cfdb38dfb...
https://community.servicenow.com/community?id=community_question&sys_id=4d28cb6ddb1cdbc01dcaff96...
https://community.servicenow.com/community?id=community_article&sys_id=07c80eb71bfdf6fe4bc...
https://community.servicenow.com/community?id=community_video&sys_id=91d0bd46db2cdcd8a345caf...
Sharing an overall interview experiences for these companies along with preparation tips
Infosys TCS cognizant Wipro Capgemini Accenture Deloitte PWC EY KPMG Mindtree LTI ValueLabs T-systems Globant mphasis Michelin DXC nagarro HCL Tech mahindra Genpact Securitas Hexaware EPAM TomTom InfoBeans
Most of the companies start with technical round, but mindtree,LTI and DXC do have an online written test. Maybe some of you have given , maybe someone have not depending on company to company. Personally my colleagues have given.
The Online test is related to servicenow or general aptitude. LTI asked 30 objectives related to SAM,HAM
Technical Round:-
- Most of the companies nowadays focus on use cases. They will ask practical use cases and how you will implement it. Example- mphasis asked in ITOM to create a use case where whenever a service is down in your windows server or dekstop, automatically create an incident on servicenow. after service is up, resolve the incident automatically.
- Another use case asked at some of the companies are to display incidents sort by desc or asc for example
Michelin asked to display only 10 incidents sorted by desc using glide aggregate. - Capgemini asked to write inbound action flow using flow designer.
- So as an overall experience , company do ask use implementation based questions. These questions are the ones which they have faced in their time or from their experience.
- Most of the questions will be asked as per your resume. what you mentioned in the resume.
- If you know the basics of servicenow administration and overall structure you can get the theory part clear.
- They ask new features in latest release if you are aware.
- For coding round, JavaScript and servicenow scripting is needed.
- Most of the interviews have 3 parts
A. They will ask you servicenow admisntration concepts.
B. Use cases to implement
C. coding in PDI - Most asked question by all these companies:
1. change management and incident management flow/architecture
2. ACLs ,BR,client script, UI policy, script include,UI action, client side and server side APIs. - Companies check your patience level by asking question you may not know. don't worry be calm.
- Integrations are important if you have implemented.
Tips:-
1. Resume
During the post covid and rise of digital age, many companies are now opting cloud based solutions and going digital.
Due to this ,servicenow demand is increasing as well as there is a sudden increase of servicenow professionals.
Its seems difficult to shortlist so many employees for interviews, so resume should be good.
I have seen many resumes and could not understand exactly what the candidate has implemented. My friend who did not got any calls was due to bad resume.
writing "good experience in ITSM module , good experience in ITOM" does not help recruiters how good are you and difficult to short list on basis of this .
- Define exactly what you did and mention your projects with your roles in that project.
- Resume should be 4 parts (contact detail, technical skills, projects, achievement & certificates)
- Your resume should have all the Technical certificates and achievements on your first page.
- Two page resume should be maximum. Recruiters have not much time to see all the 5-6 pages of your resume.
- For technical roles, photo is not mandatory on your resume. management roles may require photo .
- Try to divide your resume into sections like ITSM,ITBM,ITOM so that interviews can see exactly they want to see.
- Define metric bases achievements, like how many ITSM implementation you have done so far.
- If you have CSA certificate which you must have if you are a beginner to get the chances of getting shortlisted more. If not then its ok as long as you have excellent technical knowledge and experience.
- Don't try to update your resume as per the JD. only mention those things which you know and confident about.
2. Theory part /Administration
Today recruiters post everything in their JD.
ITSM,ITOM,HRSD,PORTAL,secops, Javascript,jelly,node js and all other modules . This is because company have multiple projects and they want a candidate who have skills on these modules. Some companies hire for certain modules only.
Its difficult for anyone to learn all the modules in servicenow .I don't think anyone has ever implemented everything mentioned in servicenow docs . Its just as per the requirement we learn, implement and grow.
From Theoretical point of view:-
- You should have a basic knowldege of all the servicenow products and modules. Not in depth
Nowdays you have to be "Jack of all trades, master of one or two" . - If you have strong skills in ITOM or ITSM, enhance them and master them. For rest modules it will be easy for you to understand.Platform knowledge is must like debugging
- Its easy to understand any module technical wise as every module has same backend concepts- BR, client scripts, UI pages, UI scripts, Script includes, Tables and columns ,ACLs.
- If you have these concepts clear regarding servicenow administration ,then its only the architecture part of any module which needed to be understand. You can learn any modules in a week or so to get overall basic idea.
- The trick to learn any module which i do is after learning a module, i goto community to see related questions and use cases. This give me ideas to answer question in interviews related to that module .
- Apart from one module try to learn other modules as well. itom,grc,secops are trending these days and found in most JDs
- Must be aware of new features in the current release .
You can learn free CSA courses from docs, Now learning or youtube.
Youtube:-https://www.youtube.com/watch?v=rtoZT94Wjqs&list=PLzTvAeLiW8Ac3Ph2t5z7A60Dw9x3JFZGb
Udemy(paid):- https://www.udemy.com/course/the-complete-servicenow-system-administrator-course/
Now learning(paid):-https://nowlearning.servicenow.com/lxp/en/now-platform/application-development-fundamentals-on-deman...
3. Coding/development
ServiceNow is low code/no code but chances of getting rejected are mostly is coding.
You cannot achieve 100 % implementation in all the projects without writing a single line of code in ServiceNow.
Most recruiters reject candidates in this round .
All the listed companies above have asked to open your PDI and write a code of their choice.
If you know ServiceNow scripting , its good but if not its get very difficult in interviews.
You should know all client side and server side APIs. Many methods are there which we don't know .
Try different use cases from community to practice in your PDI.
Integrations are must which you should know. Integration hub ,flow designer are free on now learning.
Try to do demo integrations in your PDI with different systems .
Some developer courses:-
Javascript:-https://www.youtube.com/watch?v=62Nabpb94Jw&list=PL3rNcyAiDYK2_87aRvXEmAyD8M9DARVGK
Youtube :- https://www.youtube.com/watch?v=axYFU6O0b8U&list=PLzTvAeLiW8AeO2Ep-qgufgOdLJ5UoA4hf
https://www.youtube.com/watch?v=myK-h1iFzTU
https://www.youtube.com/watch?v=6-VCcmP0WkA
Udemy(paid):- https://www.udemy.com/course/servicenow-201-development/
Now learning(paid):- https://nowlearning.servicenow.com/lxp/en/now-platform/scripting-in-servicenow-fundamentals-on-deman...
APIs list:- https://developer.servicenow.com/dev.do#!/reference/api/sandiego/server_legacy
https://www.geeksforgeeks.org/top-50-array-coding-problems-for-interviews/
4. Use cases
Nowday's use cases are mostly asked in interviews.
Some use cases you can implement
https://community.servicenow.com/community?id=community_article&sys_id=ce29dbb5fb...
Servicenow community is has also many use cases coming on daily basis.
5. Interview Presentation
Answer the questions if you are confident about it. If you don't have any idea about the topic, just say NO.
Rehearse your projects you mentioned in the interview.
I have seen people who have actually implemented the projects but lack confidence during explanation.
No one is perfect , No one has all the knowledge .So don't think you need to know everything .
There are no failures. Even if you get rejected, you will learn from it .
If some wants to share some feedback ,please comment.
If it helps ,You can bookmark this article and mark it helpful
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