Welcome to The Unit Consulting’s guide on “The Best Interview Script When Hiring For Any Position.” At The Unit Consulting, we understand that the interview process is a critical component in hiring the right talent for your business. A well-structured interview not only helps you identify the most suitable candidates but also sets the stage for their future success within your organization. Our comprehensive interview script is designed to help you ask the right questions, assess candidates effectively, and ultimately make informed hiring decisions that contribute to your company’s growth and success.

The Opening Question

Tell me a little about yourself!

This is a common opening question that most applicants should be prepared to answer. A well thought-out response will likely be able to tell you a bit about their preparedness, their confidence, and, possibly most importantly, their ability to effectively communicate what should likely be in a paper resume in front of you; effectively summarize data. A scattered, unsure response will likely be able to tell you that they are likely not very confident, are unprepared, or both. Watch for word fillers such as “uh,” and “umm,” if their position is front-facing such as a representative or receptionist.

Work Experience Questions

Use these questions for every position listed on their resume that is pertinent to the role for which they are being interviewed. If they have no prior experience that is pertinent to the position, use these questions for the positions closest to the position.

What was your day to day at _________ like?

This question aims to uncover the applicant’s role and responsibilities at their previous job. A detailed and structured response can indicate their level of involvement and understanding of their tasks. It also helps to assess their ability to manage daily duties and prioritize effectively. For instance, if they provide a comprehensive breakdown of their daily activities, it shows they were engaged and had a clear understanding of their role. Conversely, a vague or overly general answer might suggest a lack of engagement or a superficial understanding of their responsibilities.

What did/do you enjoy about working at __________?

This question is designed to reveal what motivates the candidate and what aspects of a job they find fulfilling. A positive and enthusiastic response can highlight their passion and what they value in a work environment. It also provides insights into their work culture preferences and can help determine if your company’s culture aligns with their expectations. On the other hand, if their answer is brief or lacks enthusiasm, it might indicate a lack of genuine interest or motivation.

What didn’t/don’t you enjoy about working at___________?

Understanding what aspects of their previous jobs candidates found challenging or dissatisfying can help you gauge their potential fit within your organization. A thoughtful and constructive answer shows their ability to reflect critically and handle difficulties maturely. It also helps identify potential red flags if their complaints revolve around aspects that are integral to your company’s culture or operations. Be cautious of overly negative or blaming responses, as these can indicate poor problem-solving skills or an inability to work through challenges constructively.

Why are you interested in leaving?/What was the reason why you’re no longer there?

This question is crucial in understanding the candidate’s career motivations and aspirations. A well-articulated response can indicate they are seeking growth opportunities, a better cultural fit, or new challenges—all positive signs of a proactive and forward-thinking individual. If they left due to negative reasons, such as conflict or dissatisfaction, pay attention to how they frame their experience. A professional and balanced explanation demonstrates maturity and a problem-solving mindset. Conversely, a response that focuses on blaming others or detailing grievances without self-reflection can be a red flag.

Position Fit Questions

These are questions that will be more tailored toward determining whether the candidate has the necessary skills or experience needed to fil the role. Such questions can be, for example:

Tell me about a time when you successfully (insert necessary experience).

This question allows you to assess whether the candidate has relevant experience and can effectively apply their skills in real-world scenarios. For instance, “Tell me about a time when you successfully managed a project from start to finish” helps evaluate their project management capabilities.

Talk to me about your experience handling (insert necessary skill).

This question focuses on specific skills required for the role and provides insight into the candidate’s proficiency and comfort level with these skills. For example, “Talk to me about your experience handling data analysis” helps determine their expertise in analyzing and interpreting data.

Describe a situation where you had to (insert key responsibility).

This question assesses the candidate’s ability to perform critical responsibilities of the role. For example, “Describe a situation where you had to lead a team through a challenging period” evaluates their leadership and crisis management skills.

Give an example of a project where you were responsible for (insert relevant task).

This question evaluates the candidate’s direct experience with tasks that are integral to the job. For example, “Give an example of a project where you were responsible for budgeting and financial planning” helps understand their financial management skills.

Personality and Culture Fit Questions

What would you say are your greatest attributes?

This question is designed to determine just how in-line their self-identified attributes fit with what you’re looking for in the position. It also provides insight into their self-awareness and confidence. A candidate who can articulate their strengths clearly and confidently is likely self-aware and has a good understanding of their capabilities. Look for attributes that align with the key competencies and skills required for the role. Additionally, pay attention to how they support their claims—do they provide concrete examples or just general statements? Examples can demonstrate that they have genuinely utilized these attributes in real-world situations, adding credibility to their claims.

What are some things you feel that you need to work on, professionally?

90% of what you should be looking for in this question is not WHAT they answer, unless it’s an answer that can be a real cause for concern for the position, but HOW they answer. You are looking into how quickly they can process information. This question also reveals their level of self-awareness and their commitment to personal and professional growth. An ideal response would include a genuine area of improvement coupled with a proactive approach to addressing it. For example, if they mention a need to improve their public speaking skills and describe the steps they are taking to improve, such as attending workshops or practicing regularly, it shows initiative and a growth mindset. Avoid candidates who provide overly negative or insincere answers, such as claiming to have no weaknesses or offering a weakness disguised as a strength, like being a perfectionist. These responses can indicate a lack of self-awareness or honesty.

Tell me about a time where you failed, professionally. What did you learn?

This question aims to assess a candidate’s ability to handle failure, their resilience, and their capacity for self-reflection and growth. A well-crafted response can demonstrate their ability to learn from mistakes and adapt. When evaluating their answer, look for a specific example where they clearly outline the situation, their role, the outcome, and, most importantly, the lessons they learned from the experience. An ideal response will show humility, responsibility, and a proactive approach to personal development. Candidates who can articulate how they turned a failure into a learning opportunity are likely to possess strong problem-solving skills and a growth mindset. Conversely, avoid candidates who blame others or fail to take accountability, as this can indicate a lack of self-awareness and an inability to learn from setbacks.

Imagine you have to options to get from point A to point B: Option 1 provides you the steps on how to get to point B where you must follow every step correctly. Option 2 does not provide you with the steps to get to point B and requires you to map out these steps and find point B on your own. Which would you prefer?

This question aims to understand the candidate’s preferred working style and their approach to problem-solving. It helps to identify whether they thrive in structured environments with clear guidelines or if they are more comfortable with ambiguity and independent problem-solving.

Analysis:

• Option 1 (Step-by-Step Instructions): Candidates who prefer this option are likely detail-oriented and comfortable following established procedures. They might excel in roles that require adherence to specific processes and where precision and accuracy are critical. This preference can indicate a methodical approach to work, reliability in following guidelines, and an ability to execute tasks within a structured framework. However, it might also suggest that they are less comfortable with ambiguity and may struggle in environments that require high levels of creativity or innovation.
• Option 2 (Independent Mapping): Candidates who choose this option are likely to be more independent and innovative. They enjoy the challenge of figuring things out on their own and are comfortable with ambiguity. This preference can indicate strong problem-solving skills, creativity, and the ability to take initiative. Such individuals may excel in roles that require strategic thinking, innovation, and the ability to adapt to changing circumstances. However, they might find highly structured environments restrictive and could potentially struggle with tasks that require strict adherence to processes.

Evaluation:

When evaluating the responses, consider the nature of the role you are hiring for and how well the candidate’s preferred working style aligns with it. For instance:

• Structured Roles: For roles that require adherence to protocols, such as quality control, compliance, or administrative tasks, a preference for Option 1 might be more suitable.
• Creative/Strategic Roles: For roles that involve innovation, strategic planning, or project management, a preference for Option 2 might be more advantageous.

Additionally, observe how candidates justify their choice. Are they able to articulate why they prefer one option over the other? Do they provide examples from their past experiences that demonstrate their ability to work effectively in their preferred style? This can provide further insights into their suitability for the role and their ability to thrive in your organization’s environment.

The Closing Question

Do you have any questions for me?

This classic closing question serves multiple purposes. It allows the candidate to demonstrate their interest in the role and the company, and it also provides insight into what aspects of the job or organization are most important to them. The nature of the questions they ask can reveal their priorities, curiosity, and level of preparation.

Analysis:

• Demonstrates Interest: Candidates who ask thoughtful, specific questions show that they have done their research and are genuinely interested in the position and the company. It indicates that they are taking the opportunity seriously and are considering how they might fit within the organization.
• Shows Preparation: Questions that reflect a deep understanding of the company’s mission, values, products, or recent developments suggest that the candidate has taken the time to prepare thoroughly for the interview. This can be a positive indicator of their commitment and enthusiasm.
• Reveals Priorities: The topics of their questions can provide insight into what the candidate values most in a job. For example, questions about career development opportunities suggest that they are looking for growth and advancement, while questions about company culture might indicate that they prioritize a supportive and collaborative work environment.
• Clarifies Fit: Candidates may ask questions to determine if the role and company are the right fit for them. This can include inquiries about team dynamics, management styles, performance expectations, and day-to-day responsibilities. These questions help the candidate make an informed decision and demonstrate that they are serious about finding the right match.

Evaluation:

When evaluating the responses, consider the following:

• Depth and Relevance: Are their questions well-thought-out and relevant to the role and the company? Do they reflect an understanding of the job description and the organization’s goals?
• Genuine Curiosity: Do their questions show a genuine curiosity about the company and the role? Are they seeking to learn more about how they can contribute and grow within the organization?
• Professionalism and Insight: Do their questions reflect a professional approach and provide insight into their thought process and priorities?

Examples of Good Questions:

• About the Role: “Can you tell me more about the day-to-day responsibilities of this position?” “What are the key challenges or goals for this role in the first six months?”
• About the Team and Culture: “Can you describe the team I would be working with?” “What is the company’s approach to fostering a positive and inclusive workplace culture?”
• About Growth and Development: “What opportunities for professional development and career growth does the company offer?” “How do you support employees in their career advancement?”
• About Performance and Expectations: “How do you measure success in this role?” “What are the most important qualities for someone to excel in this position?”

Interview Script

1. Tell me a little about yourself!
2. What was your day to day at _________ like?
3. What did/do you enjoy about working at __________?
4. What didn’t/don’t you enjoy about working at___________?
5. Why are you interested in leaving?/What was the reason why you’re no longer there?
6. Tell me about a time when you successfully (insert necessary experience).
7. Talk to me about your experience handling (insert necessary skill).
8. Describe a situation where you had to (insert key responsibility).
9. Give an example of a project where you were responsible for (insert relevant task).
10. What would you say are your greatest attributes?
11. What are some things you feel that you need to work on, professionally?
12. Tell me about a time where you failed, professionally. What did you learn?
13. Imagine you have to options to get from point A to point B: Option 1 provides you the steps on how to get to point B where you must follow every step correctly. Option 2 does not provide you with the steps to get to point B and requires you to map out these steps and find point B on your own. Which would you prefer?
14. Do you have any questions for me?

Hire The Texas HR Outsourcing Firm at The Unit Consulting Today!

At The Unit Consulting, we specialize in providing expert HR consulting services, including creating effective hiring processes that align with your business goals. Our team of experienced HR professionals can help you streamline your recruitment process, improve candidate selection, and build a strong, high-performing team. Contact us today to learn how we can support your HR needs and contribute to your business’s success.