- Where do you see yourself in a year? Five years?
- Do you have any hesitations about this job?
- What is your ideal work environment?
- How will you bring value to this position? Why should I hire you?
During times of high turnover, like the Great Resignation of 2021, you may find yourself conducting more exit interviews than you’d like. This is a great case for prioritizing the underutilized stay interview and learning which stay interview questions are most effective.
When quit rates rise, conducting stay interviews with your top-performing employees may help you uncover solutions to your retention problems that you hadn’t otherwise considered. And it may help you get to know better the people who are sticking with you, which may generate insights into what you need to look for in new candidates, too.
Yes, alongside exit interviews and employee surveys, stay interviews are a powerful employer-listening tool. Ideally, it should be a regular part of your HR strategy.
You can use stay interviews to improve retention and check in with your highest-performing employees long before they might decide to leave your company. The purpose of these interviews is to find out what is motivating them to stay with you (and what might entice them to work for someone else).
Like having sound recruiting and performance review processes, implementing a stay interview strategy can help you understand what it may take to address turnover.
Stay interviews can be especially powerful because you are selectively having these conversations with employees you trust and respect.
Working with what you discover after the interviews, you’ll be able to generate a list of actions you could take to improve employee morale, engagement and retention. And any improvements you may make to your organizational culture may help with recruiting and hiring new talent.
Next, with a few great stay interview questions in hand, you’ll get the most out of these conversations and discover new ways to improve employee retention.
What Are Your Career Goals? (How to ANSWER this TRICKY Interview QUESTION!)
Interview Questions to Discover Motivation
Motivation is an intangible trait that can be difficult to determine, but it’s easy to see in action.
Using these competency based interview questions (also known as behavioral based interview questions), you can uncover motivation in the context of past experience and behavior.
General Motivational Interview Questions
Knowing the dreams and goals of candidates can help you learn whether they want to stick around, or branch out into the world of entrepreneurship.
These interview question examples are a great way to get a general idea of what motivates your candidates.
Selecting the right interview questions plays a key factor in hiring the right people, as well as weeding out the bad apples.
Hiring managers spend countless, wasted hours, asking the wrong interview questions to determine the right job or culture fit in a candidate; many of them end up as mis-hires that hurt the bottom line.
What most managers dont do is make the adjustment from typical interview questions like “Why should we hire you” to behavioral interview question that eliminate vagueness and get to the root of the answer theyre looking for. Let me explain.
Employee turnover is downright costly. A great way to avoid it is to ask the right questions in the interview process.
I hate to start on a grim note, but its necessary. Bringing in a few bad apples because of a lack of due diligence in the hiring process can be very costly (and inexcusable). Check out these latest statistics:
OK, who wants to hire disengaged workers that will be bailing ship after six months on the job, raise your hand? Didnt think so. So what gives?
Offering competitive compensation and great benefits aside, its way too common for inexperienced hiring managers to ask the wrong interview questions to size up job candidates for job/culture fit, and the people skills that lend to success on the job. This is a problem that needs fixing.
FAQ
How do you ask about dependability in an interview?
What is a good interview question to find out if someone is conscientious?
…
Ask follow-ups like:
- How do you work in busy environments?
- How often do you feel the need to work alone?
- How do you feel about working on teams?
How do you test commitment in an interview?
What makes you want to leave your current role? What could your current company change about your job, your team or their culture to keep you on their team? Would you take a job with a toxic work culture but a higher salary, or a lower salary with an ideal work culture? Why?
What are powerful interview Questions?
- Describe a single project or accomplishment that you consider to be the most significant in your career to date. …
- When was a time you messed up? …
- Tell me about a time you failed. …
- What did you like and dislike about your previous job? …
- Do you have any questions for me?
