[vc_row][vc_column][vc_single_image image=”538″][vcex_spacing][vc_column_text]When it comes to long-term job stability, Australian millennials (those aged 18-34) are some of the most restless in the world. In fact, quite a few of these young professionals plan to have a different job from their current one within the next few years.

How big a number are we talking about? Make your best guess from the following:

a)     42%

b)     67%

c)     81%

If you went all out and picked c), give yourself a pat on the back. According to Deloitte’s 2016 survey, only 19% of Australian millennials plan on being in the same job within five years’ time. While hanging on to good people is one of the biggest challenges in today’s corporate environment, you can get a leg up on that challenge by finding the best fit through effective hiring practices.

The questions you ask during the recruitment process largely determine the quality of information you’ll receive. So, if you want to cut through inflated applicant enthusiasm and drill down to what’s really important, make a point of adopting interview queries that reveal as much as possible about the candidate sitting across the desk from you.

Behavioural Questions

Given the limited amount of time that most hiring managers have to work with in an interview setting, targeted behavioural questioning is the best way to determine who a candidate really is. Consider these three little queries as a good place to start:

1.    Describe your worst-case scenario in terms of a stressful situation. Now, tell me how you’d cope with it.

Questions like this are meant to give you a sense of the applicant’s workstyle, and how well they deal with performing under pressure. Variations of this question can reveal a candidate’s ability to juggle personal and professional responsibilities, as well as their attitude toward accepting direction and feedback.

2.    What was the best job you’ve ever had, and why?

Hiring the right personnel for your unique company culture is key to encouraging long-term engagement. Listen for cues that will offer insights into your candidate’s professional priorities regarding:

·       specific work duties they most enjoy

·       their approach to company policy and work ethic

·       the importance of co-worker motivation

·       their preferred style of management interaction

3.    Tell me what you would have done differently if you’d been manager in your last position. What’s most important to you in your next role?

If you want to weigh a candidate’s leadership potential, pay close attention to the way they answer this question. Not only will it help you to gauge their fit and enthusiasm for the vacancy you’re looking to fill, it will give you a better understanding of how comfortable they are inspiring a team or spear-heading an innovative new direction.

Do you have a favourite interview question that’s brought you hiring success in the past? Consider sharing it to help other companies find just the right candidate, too.


Director at Synergy Placements