We don’t need to tell you that selection procedures have changed entirely. After all, many companies have adopted digital job interviews as the norm. But the types of questions asked during job interviews have also evolved since the pandemic broke out. We have listed some of the most relevant ones.
Is working from home a requirement?
In recent months, many employees have become used to working from home. Although not everyone is equally enthusiastic, many people say working from home has made them more productive and has improved their work-life balance. These employees hope working from home will still be possible after the pandemic. It is essential to sound out your candidates’ expectations in this respect. If your company is planning to scale back working from home after Covid-19, for example, it is best to be clear about this intention right away. Would you be prepared to commute further in the case of structural homeworking? Does your organisation have multiple branches? And would it be convenient to be able to deploy your employees in these various branches? In that case, it is good to know that structural homeworking, which has seen a significant increase due to Covid-19, offers opportunities in that respect. Employees who have the opportunity to work from home are sometimes prepared to commute further on days when they do have to go into the office. It is worth asking about this during an interview.
It is also a good idea to mention the option of working from home in your job advertisements. That way, you can also persuade talent from outside the region to apply.
How is your adaptability or AQ?
These days, a candidate’s adaptability or AQ is more important than their IQ or EQ. That should not come as a surprise. After all, for many companies, the past year was marked by constant change and rapid adjustments. Employees who were able to adapt quickly now have a competitive advantage. You can test this adaptability during job interviews by asking ‘what if’ questions or probing about specific circumstances in which people demonstrated great adaptability. What best practices have you discovered during the pandemic? Covid-19 introduced a whole new way of working. It is interesting to know how a candidate dealt with that and which best practices they learnt from that as a result. This may have involved offering products or services online, organising efficient remote working, or setting up initiatives to stimulate bonding between colleagues.
Has the contact with your supervisor increased or decreased? How did you feel about that?
Covid-19 made it more challenging for supervisors to maintain close contact with their staff, who had to demonstrate more independence. For some, that was a welcome relief, while others were more in need of a strong, guiding hand. The way a candidate felt about that switch can tell you a lot about their personality and way of working. People who require control and a strong managerial presence, for example, should not be employed in jobs where independence is essential.
In what way has your search changed because of the pandemic?
Many people started reflecting on their jobs during the crisis. Is this what I want to keep doing my entire life? Should I not be looking for something with greater social impact? Isn’t it time for a job with a better work-life balance? These days, people actively look for a job that is a perfect fit for them. That is why it is particularly useful to ask candidates why they applied for the job, even if just to check whether their perception of the position corresponds to reality.
Have you become more or less flexible towards your job?
Sadly, the reality is that in recent months, many people have lost their jobs. Someone who is out of work may be more flexible towards a new job. However, this involves a risk recruiters should be wary of. For example, someone who has made concessions on salary or commuting distance may regret these in the long run. Others may have become less flexible, because they really want a job that is perfect for them. It will then be up to the recruiter to determine what ‘perfect’ means and whether the job in question fulfils that requirement.
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