How to ask and answer difficult questions in an interview

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It is essential to know how to ask and answer difficult questions in an interview. Because? You only have an average of 40 minutes[1] and a limited number of questions to get to know each candidate. Plus, during the interview, you'll usually see them at their best. It can be difficult to get a sense of how they act under stress, communicate with team members , or bounce back after failure. What about the classic and trite questions? ''Could you describe yourself in one word?" "Determinado." Asking cliché questions will only give you cliché answers. Most likely, the interviewees have already prepared them. Deep, probing interview questions delve into the knowledge you need from your candidates and show you their values, skills and experience. We're going to explain how to answer difficult interview questions, how to ask them yourself, what answers you should look for, and why these crucial questions are essential to your hiring process. Index of contents Why difficult interview questions and answers are important Examples of difficult interview questions to ask candidates.

Self-assessment questions These are questions that give you an idea of ​​what the candidate thinks about themselves or their level of self-awareness. Are you too confident? Is he insecure? You're not looking for someone arrogant, but it's also good to make sure the candidate doesn't put themselves down. Statistics show that 76% of recruiters reject people who are too arrogant, but 40% of interviewers will not take a candidate to the Industry Email List next phase if they do not have enough self-confidence. It is clear that balance is key. Here are some self-assessment questions as an example: Think about a coworker you didn't get along with at your previore than the typical interview question ''What is your greatest weakness?'' This is because it asks the candidate to reflect on how others perceive them, which encourages greater self-reflection. You're more likely to get a more informative response, like "They'd probably say I'm a little picky about my work and hold others to the same standard," rather than something prepared and rehearsed.



The third question is another improvement on a standard interview question. Instead of simply asking about candidates' motivations, they are asked specifically how they regain motivation after being hit. Knowing a candidate's key motivations is crucial. It tells you whether or not their preferences align with the position you're offering, and a good match is linked to better performance and retention. Try incorporating TestGorilla's Motivation test into the skills assessment section of your job posting to determine candidates' baseline motivation before the interview begins. 2. Personality questions Personality-based questions are similar to self-assessment questions, but they reveal more about a candidate's actual traits and character than about how they view themselves. Story-based questions are great because the scene, atmosphere, and outcomes of the story will tell you a lot about a person's personality. I have some concrete examples: Have you ever disagreed with a supervisor's instructions? How did you handle it? Tell me about a time you lost your temper at work. How long are you willing to make mistakes before you do something right? The second question has many nuances.