Right after I sent the job description and vacancy out I knew there would be lots of Curriculum Vitae documents (CV) flooding my office in Accra Ghana.  But what I didn’t really consider was Next step: in-person interviews. How should you use the relatively brief time to get to know — and assess — a near stranger?.How can you tell if a candidate will be a good fit? And finally, what type of questions should really be asked.

Candidate interview is a highly important part of the hiring process regardless of the industry you belong to, whether oil and gas, procurement jobs, a job as a waitress or factory jobs in Ghana. To hire the most qualified candidate, human resource managers and other managers that will be on board should be well informed about the interviewing process, methods and techniques. With careful preparations, employers can make the most out of the interview process.

To work in Ghana, as either a Senior Investment Officer, a waitress or even a  factory in an oil and Gas Company or any procurement job, you will need to go through the interview process and having a job winning CV document usually serves as the passport to this stage.

There are some focusing questions that can help you in the interview session. You can start with experimental questions.

Experimental questions also sometimes referred to as Behavioral questions tend to contain keywords such as “give me an example when” etc. These questions help to reveal whether a candidate has a certain type of skill or typical response. The below throws light on sample experimental questions:

  • Now tell me about a mistake you made along the way and how you overcame it
  • Are you proactive or reactive? Give us an example
  • Tell me a time you added a new skill to your resume
  • How did you deal with a difficult client who wouldn’t listen? What was the result?

Another type of question that can be asked regarding any job vacancy interview in Accra is the diagnostic questions. This type of question allows you to separate the candidate in some way that is deeply meaningful for the position by asking/giving the candidate a trivial task. See examples below

  • What do you believe you can achieve with us professionally that you can’t anywhere
  • Please put this spreadsheet in alphabetical order
  • I have misplaced your resume, could you send me another copy?
  • What do you believe is the solution for an employee who often procrastinates or fails to do assigned tasks?

The final set of questions that can be asked during an interview session is the Human questions.  This type of question allows the candidate to express themselves comfortably. The following are sample questions in this category

  • Tell me more about yourself
  • What are your biggest weaknesses?
  • Out of all the candidates, why should we hire you?
  • Why do you want to leave your job? Do you prefer working with others or alone?

Having gone through the above categories of interview questions, be rest assured that as an employer, you will settle in selecting a best fit for your job vacancy.

In a nutshell, using experimental, diagnostic and human questions increases your chances of finding those highly gifted talents. Andy Stanley once said, “leaders who don’t listen will eventually be surrounded by people who have nothing to say”, after asking these questions, be sure to listen carefully to all answers provided by each candidate. Again, remember to avoid  prejudice, racism, ethnicity and favoritism as these can  also influence your search for a  best candidate.