5 Questions Every HR Professional Should Ask (That’s Not on a Candidates Resume)

Looking a resume over from top to bottom takes time, time that your managers want to see turn into talent. However, you know, hiring quality people is much more than just poring over a stack of resumes– it’s a talent all in itself. So how do you go from bullet points on a resume to knowing the value of the person that paper represents? It’s all in the questions—and if you just stick to what’s in front of on paper—you’re going to miss the mark.

It’s time to look up from that stack of resumes and focus on what you really need to know. These questions will tell you more than any well-formatted, perfectly updated, professionally written resume.

Tell me about your non-industry experience?

Why would you need to know about the restaurant serving job they had in college if the applicant is applying for a marketing position? At Wavely, we know that all experience could be relevant even if it’s not directly job-related, especially for a recent college grad who may be lacking industry experience. Being a server means this person knows how to work in a high-pressure environment, they understand teamwork, and they know how to focus on the customer. None of which you’d know by looking at their entry-level resume. Most of the time, the non-industry-related experience will translate to skills your company will value long-term.

What do you know about our company, and why do you want to work here?

If being prepared is a skill your company values—don’t skip this question on the interview. You’d think with the easy access to information online today, most candidates would do their homework, but that’s not always the case. Some applicants may not even know what type of business the company engages in. Ask this interview question and you’ll find out quickly who is sincerely interested in working for you.

Can you tell me about a time when you had a disagreement with a boss or colleague and how you handled the situation?

This is one of our top recommended questions at Wavely. Why? It’s one of the best questions to ask an interviewee because you’ll get a sense of their conflict resolution abilities. What tone does the person use when talking about the other people involved? Were they able to handle the situation described appropriately? Did they find common ground? Emotional intelligence is keenly needed in almost every job.

Do you work best alone or on a team?

What kind of work will the candidate be performing if they’re selected for the position? This question helps determine if they’re suited to the types of assignments they’ll receive. Regardless of whether they’ll work remotely or in the office, someone who enjoys solitary work and long stretches of uninterrupted time may not thrive in a position that requires collaboration or multitasking.

Describe your ideal work environment?

It’s smart to ask what that candidate prefers in terms of atmosphere to ensure you find someone who can not only survive—but thrive—in your existing culture. If they describe a quieter environment with lots of heads-down work, your extremely fast-paced and high-energy office environment could cause some friction. Or, maybe they prefer structure and predictability, which could be a challenge in a start-up environment where everybody wears a lot of hats. For better or for worse, this question will at least help you determine whether or not that applicant would feel comfortable in the work environment you’ve already fostered.

If you just stick to the old format and form your interview questions based solely on the resume—you’ll miss out. It’s not just about what’s in black and white, it’s about the perfect fit for your company. It’s an art that starts with a resume but ultimately ends at a place where you know the person in front of you is a great fit with company goals, values, and culture.