Entry level jobs can be particularly tricky to hire for. Hiring personnel have to figure out if an applicant can be successful based on limited work experience and an interview performance.
Due to this degree of difficulty, asking the right questions of entry-level applicants during the interview is essential to a successful hire.
Consider the following question for the next time you’re hiring for an entry level position.
Why Do You Want This Job?
This question seems obvious, but it’s a good one to ask because so many entry-level applicants can’t really answer it, or at least answer it in a way that impresses. While honesty is a plus for any applicant, you don’t want to hear someone tell you they need a job to pay the bills, get out of a toxic job situation or close a gap in employment. You want applicants who are genuinely excited about your opportunity.
What Part of Your History Makes You Think You’d Succeed Here?
At first blush, this can appear to be a trick question, especially if the applicant you’re asking doesn’t have much work history. What you’re looking for is a good, cohesive response. Entry-level applicants with little-to-no experience should have prepared for this obstacle. Having them address it head-on gives you a peek into their problem-solving abilities.
What Do You Think a Typical Day Might Be Like?
Typically, a candidate asks this question of a potential employer, but flipping the script on entry-level applicants can be quite useful.
By asking the applicant how they foresee their daily duties, you can get a good sense of their fit for the job. For instance, if they think they will be developing new procedures when they will simply be following established ones, they might be out of touch with the duties of the open position. If you let them know politely about any misconceptions, they should ideally take it in stride and maintain enthusiasm for the opportunity.
What Do You Hope to Learn Here?
Entry-level applicants typically have a great deal to learn from a job. Pay attention to how their response compares to what is listed on their resume. Then, consider how much training you can provide, and you’ll be capable of figuring out how well they line up.
For instance, if they are looking to pick up a completely new set of skills and you don’t have the time to train new employees from the ground up, they may not be the best fit. On the other hand, if your company expects to fully train applicants and the applicant says they want to learn all-new skills, it makes sense to hire and train them, not give the position to someone with established skills and work habits.
At Action Group Staffing, we take the heavy lifting out of the candidate screening process, so our clients can focus on other core business activities. If your company is currently looking for a talent acquisition partner, please contact us today.