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9 Potential Questions to Ask an Employer to Get Noticed!

Asking questions during an interview can impact the outcome. Wanting to know more about the company or role shows engagement in the conversation. The desire to learn demonstrates self-direction and motivation. These are qualities that managers look for when deciding which candidate to hire.

Ask questions like these to stand out during your next interview.

1. Where Do You Anticipate the Company to Be in One Year?

Show that you are forward-thinking and invested in the organization’s success. If plans for growth are in the works, there may be additional leadership roles available for you.

2. Which of Your Main Competitors Are You Most Concerned About?

Demonstrate that you know the company’s top three competitors from your research. Show your interest in tackling some of the biggest problems head-on.

3. After Taking This Role, What Have Employees Moved on to Do in the Organization?

Look for a potential career path with the employer. You want opportunities to grow and get promoted.

4. How Do You Define Your Leadership Style?

The way the manager leads impacts their employees’ success. You need to be properly managed and rewarded to stay long-term and advance.

5. Does This Role Require Any Tasks Not Listed in the Job Description?

There typically are responsibilities beyond what the job description mentions. Gain a clearer idea of what to expect if offered the position.

6. How Do You Help Your Employees Manage Their Mental Health and Work-Life Balance?

Learn how the manager promotes health and wellness among their team. You want to avoid experiencing burnout if you start working for them.

7. What Are the Most Important Milestones for a New Hire to Accomplish in the First Few Months? 

Demonstrate that you see yourself in this position. Find out how you can begin setting and reaching goals to benefit the organization.

8. Does This Role Include Ongoing Training and Education? 

Clarify that knowledge and professional development are important to you. See how well the manager and the company support employees’ personal and career development.

9. What Are the Top Soft Skills Required for This Position?

People skills are important for any role. Knowing whether communication, empathy, problem-solving or other traits are prioritized lets you share stories that demonstrate you have them.

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Reveal a Candidate’s EQ with These Interview Questions

You have a shortlist of candidates who check all your boxes. They have the education, experience, and skills needed to fill the vacant role at your company.

Hiring a new employee requires you to find someone who does more than tick boxes. You want someone who will fit in, work well with other people, and even lead someday. You want someone with high levels of emotional intelligence (EQ).

You won’t find a candidates’ EQ profile in their resume. But you can figure it out before you hire them by asking the right interview questions.

What is Emotional Intelligence (EQ)?

A person’s emotional intelligence or EQ is their ability to understand and manage their own emotions both to deal with their own experience and to empathize with others.

You can spot a person with a high EQ because they usually:

  • Communicate clearly and effectively
  • Show empathy for others
  • Deal with stress using healthy mechanisms
  • Defuse conflict rather than create it

Attracting people with a high EQ to your company should be a top priority. They’re not only great workers and colleagues, but they also make great leaders. But how do you figure out whether a candidate possesses the kind of EQ that you want? You ask.

How to Use Interview Questions to Reveal a Candidates’ EQ

The best interview questions for revealing a candidate’s EQ go beyond asking about their strengths and weaknesses. It’s rare that someone will articulate their abilities simply because you ask them to spell them out.

Instead, you can learn more by asking them about specific scenarios and their response.

A few good questions include;

  • Share the worst piece of criticism you’ve ever received at work. How did you respond?
  • Talk about a time you saw a dispute between two co-workers. What did you do?
  • Tell us about a time you faced an ethical dilemma at work. What did you do?

But don’t just ask them about the scenario. Use follow-up questions to learn more about their responses to learn not only how the situation unfolded but how it shaped their experiences.

Don’t forget to pay attention to their body language and tone. Candidates who look or sound pained when answering these types of questions usually don’t respond well to stress or conflict, which also reflects their EQ.

Hire Emotionally Intelligent Teams

You know you want team members who have the skills and experience to get the job done, but their EQ is as important as their IQ. By asking the right interview questions and using follow-up questions wisely, you can choose candidates who are both good at their jobs and pleasant to work with.

Learn more

At RighStone, quality is part of our process. Get in touch to learn how we find candidates who not only fit your required skills but your corporate culture and personality.


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