Our 5 answers to candidate’s questions

Finding the right employee for your business is no small task, and as an employer, it can be stressful to know how to tackle tough interview questions. Especially when you’ve found the right person for the job only to be met with an interview question that leaves you speechless.


While a job interview is your best chance for understanding a candidate, on the flip side, it is the candidate’s chance to assess your company. From analysing the company’s culture to the people, work, and structure of your business, top candidates will often dig a little deeper to determine if they are a match for the role.


When conducting interviews, you should know how to answer some of the tougher, on-the-spot questions. This can help reassure candidates, accurately reflect your company brand, and get them over the line.


To avoid being stumped through this process, we’re going to share the most common interview questions our candidates ask about the role.

1. What does success look like within this role?

This question is directed towards the exact performance expectations of the role. Candidates are trying to understand the difficulty of the role, along with the organisation’s general culture.


We suggest highlighting the company’s expectations, work philosophy, and priorities. This can assist your candidate in determining their suitability. Provide examples of how the candidate can achieve this success while using the framework of how others have succeeded.


The aim is to provide some insight into the skills they will need while discussing the expectations surrounding the position.

2. What is the history of this position?

In other words, “why is this position available?”


Top talent will use this question to gain insight into the organisation’s turnover rate, general trajectory, and growth opportunities. Whether the role was newly created or the previous employee was laid off, candidates are looking for answers about security.


As an employer, we suggest highlighting the positive aspects and opportunities of the position, regardless of the circumstances of the job opening.


Be as transparent as possible. While you don’t need to divulge every granular detail, candidates are seeking a response that conveys authenticity.

3. What opportunities will I have to learn and grow?

Top talent will use this question to understand how they can progress within your company. They want to know they have opportunities for development and upward mobility.


If you have any opportunities for growth within your company, it is key to share them. Talk the candidate through the progression chain and the KPIs that need to be met for a promotion to occur.


It can be helpful to discuss recent promotions, upskilling opportunities, and workshops. Use examples your company has used in the past and team members who currently work for your organisation.


If your company doesn’t have any growth pathways, at least let the candidate know. If that’s okay with them, great. If not, you’ve probably saved the company from a costly turnover a few years down the track.

4. How would you describe the organisation’s culture?

Your company’s culture plays a massive role in attracting and retaining top talent. In fact, according to research conducted by Careerarc, 82% of candidates consider the employer brand and reputation before they even apply for the role.


A candidate asking this question is seeking the benefits your company offers. From a solid work-life balance to recognition programs, team events, and support, your company culture says a lot.


It’s important to be authentic with your response. Painting a picture of the culture your workplace aspires to have can create a mismatch between expectations and reality. This can lead to dissatisfaction and a high turnover rate. By putting these characteristics first, your company can foster a healthy and inclusive work atmosphere that attracts and keeps great people.

5. Can you describe the management style?

While this question ties into culture, it also indicates the strength of leadership at the organisation.


While there are many different kinds of management styles, not every style will align with your candidate. Top talent seeks management styles that they believe will best suit them.From an authoritarian style to a democratic or laissez-faire style, there are strengths and weaknesses in all styles. For example, laissez-faire leadership allows group members total freedom, which may not work for a candidate who values a higher level of structure and guidance.


We suggest that when answering this question, the good principles of your management style be highlighted. Discuss the varying management styles of those working under the manager, along with the dynamic of the team the position is within.

Looking for your next high-calibre candidate? With a large pool of candidates, we’re here to help. Get in touch today.

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