Written by Michaella Prow – Recruitment Partner, PeopleVision

As the world of work has changed dramatically over the last 2 years, recruitment practices need to change and adapt with this. Specifically, the questions we ask at interviews need to reflect the current market, and your organisational practices and goals.

We have outlined below some key areas to consider, and suggested interview questions, to support your organisation in making the most of the interview process to secure the best candidate for you.

Physical Work Location 

Are your employees working from home, from the office or a mix of both? This has been one of the biggest changes in the last 2 years and has had a big impact on what we look for in a new employee.

Some applicants have a strong preference in regard to this, and it can be a contributing factor to them declining or accepting a role, as some thrive in the WFH environment whilst others want the physical contact with a team.

If your organisation is using a WFH model you need to ensure that the new employee has the ability to deal with this, both mentally and physically. Are they able to manage stress when working in physical isolation? Can they show the extra initiative and resilience often needed when working remotely from a supportive team? Are there channels they can use to seek assistance when required if working away from the office? Do they have the IT skills to easily manage virtual meetings or ability to do their own troubleshooting if required?

Questions that can assist in this

  • When working from home or remotely how do you structure your day?
  • What was the biggest challenge you had, when due to the lockdowns, you had to work from home?
  • What are some of the things you missed from being in the office environment when you had to work from home? If any?
  • What is your preferred working environment- working in an office or remotely? Why?
Vaccinations status

This can often feel like an uncomfortable question, but with a varied workforce and customers who may be more at risk if exposed to COVID, it is important to address this at the interview and be transparent if your company has specific polices around this. However, it is important not to probe about why they may not have received the vaccine. 

Questions that can assist in addressing this

  • Are you comfortable to advise if you have / have not received your COVID vaccines?
  • It is a requirement that employees have received both vaccines given the nature of our work. Can you confirm if you have? (dependent on your sector / company policy)
Emotional Intelligence

We have seen the importance of more emotional based skills, in all industries, with people navigating a lot of change and difficult times. So, asking more emotional based questions that focus on empathy, resilience, and drive are more important than ever.

Questions that can assist in this

  • Tell me about a time you had to deliver some bad news to a colleague or friend. What did you do / say?
  • What inspires you at work?
  • Tell me about a time you had a positive impact on someone, what was the situation and what happened?
  • How do you deal with setbacks at work?
  • Tell me about a time you were working on a project, and it did not go to plan. What did you do?
Skills Shortage - Ask about transferable skills

With the market as it is, the type of candidate you would have usually aimed the role at may not be available, so it is important to consider other great candidates who have transferable skills. At interview it is important to ask the right questions to ascertain if these skills will be suitable for the role. 

Questions that can assist in this

  • What skills and experience can you bring to the role?
  • What qualities make you the best candidate for this role?
  • Why do you want this job?
  • This job involves XXX (insert role activities), what experience have you had that is relevant to this?
Candidates have questions too

With candidates being in demand and having more choice on the employer they choose; they are likely to ask more questions themselves at interview. So, it is important that you / your hiring managers are prepared for this, how to respond and the information they provide.

How to handle this and what questions to expect

  • Address this at the interview by saying- we understand that you are here to interview us / find out more about our organisation, as much as we are here to interview you, so please feel free to ask any questions.
  • Be prepared to be able to outline how your business has changed over the last 2 years
  • Be able to explain how you have supported your employees in any changes such as working from home
  • Know your organisational goals and priorities and how this impacts the role they have applied for

In the ever-changing environment we are in, it is important to talk to other managers or organisations to find out what their interview practices are or reach out to a HR consultancy who can help you create up to date interview templates and deliver a more focused approach to your recruitment.

About PeopleVision

We partner with businesses to advise, guide, support and implement an end-to-end people management solution across human resources, safety and injury management.

We combine workplace industry expertise with technology to deliver tailored, practical and efficient services to help organisations be the best they can be.

For further information, go to www.peoplevision.com.au, call us on +61 8 352 5415 or email us at enquiries@peoplevision.com.au  

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