Recruiting & Hiring Blog for HR Professionals

How to Avoid Bad Hires: 5 Job Structure & Work Style Questions to Ask

job-structure-questionsThere’s no denying HR representatives are responsible for a number of vital company operations. Recruiting and hiring are arguably among the most important of these responsibilities. That’s because one bad hire costs 66 percent of companies anywhere from $25,000 to $50,000 per year. And that doesn’t take into account indirect costs such as lost worker productivity and impact on overall employee morale.

To avoid hiring the wrong employees, you know you need to ask potential candidates hard-hitting questions regarding their previous work experience and industry knowledge. Equally important, however, are questions to determine if their working preferences are compatible with the open position.

Why should you care how a potential candidate prefers to work? The answer is quite simple, really. Your goal is to hire a qualified candidate who stays with your company for years to come. The more a job aligns with how a person prefers to work, the more likely that person is to stick around.

Add the following questions to your trusty list of questions, and you’ll be on your way to determining if job structure and company pace align with a candidate’s preferred work style!

1. What is your preferred work style?

Your ideal candidate will work quickly without sacrificing competency and accuracy. This question will help you determine what environment the candidate needs to achieve this. Does the position your offering match the candidate’s preference?

2. Do you prefer working alone or as part of a team?

Does the position you’re hiring for involve working as part of a group or is it more independent, receiving little supervision? In which situation does the candidate thrive?

3. How would your former coworkers describe your work style?

Sometimes more important than how candidates say they like to work is how they actually worked at their last jobs. Perhaps a candidate thinks she’s an independent worker, but when she thinks about her former position from her coworkers’ perspectives, she realizes she often thrived in team settings.

4. How do you manage stress at work?

You need a person who can effectively manage his or her stress without impacting work performance or disturbing coworkers. Ask candidates for specific instances of when they were stressed at work and what they did to ebb that stress.

5. When are you most productive?

Some employees work best following the standard Monday through Friday 9 to 5 work day. Others are more productive when they’re able to work a few hours here and a few hours there. What does the candidate prefer? Is it possible to accommodate his or her preference for the role in question?

In the eBook “Interviewing Job Applicants: 100 Interview Questions You Didn’t Think to Ask,” we share even more job structure and work style questions you should ask to determine if a candidate’s working preferences are compatible with an open position. Click here to get your copy now!

Free Download: Interviewing Job Applicants: 100 Questions You Didn't Think to Aslk

Topics: interview questions, job structure, work style

This is disclaimer text. We’ve shared these tips to help educate you on social media employment screenings and considerations for your business — this information should not be construed as legal advice. But if your company chooses to screen applicants on social media or want to explore the topic even further, consult with an attorney for advice related to this screening tactic.

Photo credit: photographer via website

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