Interview question generator - New Reed AI tool
Why should recruiters and hiring managers use our tool?Well-crafted interview questions are essential for determining an interviewee's skills, experience, and fit for the role.If you are looking for good interview questions for recruiters or managers, our interview question generator is your go-to resource for fast, comprehensive interview question generation, providing you with a wide range of relevant and effective questions to choose from.Our tool uses advanced AI algorithms to generate a list of interview questions to ask candidates that are tailored to the specific requirements of the role and your company. Using the tool ensures that the questions you ask at an interview are relevant, effective, and comprehensive, allowing you to gain a deeper understanding of each interviewee’s strengths and weaknesses. Our interview question generator will save you time and effort, while ensuring that you are asking the right questions to identify the best candidates for your open positions.Tailoring questions to your industry and roleOur interview question generator will craft a set of interview questions to suit any role, in any sector, across a range of seniority levels, from entry level to c-suite.Helping recruiters and managers craft better interview questionsBy highlighting your top-three most sought-after soft skills, this AI-powered interview question generator will align with your hiring needs, helping you uncover the best talent to help your team thrive.Helping hiring managers save timeWhat used to take hours of searching the internet for the best interview questions, will take you no more than five minutes.
How to prepare for an interview presentation
Particularly for executive level positions, a presentation stage can be an integral part of the short-listing process.Many employers opt for a presentation interview as it gives a better overview of your general aptitude when compared to (or combined with) a traditional question and answer interview. The presentation is your opportunity to showcase your knowledge, experience and communication skills as well as your general organisation and diligence.Here are our tips on how you can ensure you deliver the best interview presentation possible.Preparing your presentation for an interviewKeep each slide short and significant, aiming for no more than 10 slides. This ensures the information you deliver is memorable and will help you to stand out from other intervieweesUse a range of formats to help illustrate your points. Include graphs, statistics, diagrams, video clips, and images to help break up large volumes of text and maintain the attention of the interviewersInclude quotes from industry leaders and/or research pieces. This helps give your points authority and demonstrate your commercial awarenessIncorporate company colours or fonts in the design of your presentation. This will show you’ve done your research and highlight your brand awarenessCheck spelling and grammar thoroughly – small mistakes can really undermine the content of your presentationPresenting tipsPresent confidently and enthusiastically. Remember to speak clearly, make eye contact and use open body languagePractice, practice, practice. Ensure you are well rehearsed so that you are familiar with the structure and are able to deliver your presentation smoothlyArrive early to give yourself time to set up the presentation and settle any nervesGet comfortable with PowerPoint and presentation equipment. Make sure you know how to work the projector, visual screens or remote control before you begin to avoid any awkward stumbles or pausesHave access to multiple sources of your presentation. Email the file to yourself and the recruiter, bring a copy on a USB stick and bring printed handouts. This way you are covered if anything goes wrong with the file you’re intending to useStay within the allocated time. If you have not been given a guidance on length, aim for the 10 minute mark. Time your presentation when you are practising to make sure it will fit within your allowed time slot. If you need to reduce the content of your presentation, cut out the least relevant or weakest pointsBe prepared to adapt. You may have practiced your presentation in a certain way, but the interviewer might not respond accordingly. Be prepared to be stopped for questions or further discussion unexpectedly10 minute interview presentation templateBelow is an example for the structure of your interview presentation. Use this as a baseline and adapt or reorder where appropriate based on the task you have been set by the interviewer.Slide 1:Introduction – Reiterate the objectives you have been set and lay out the structure of your presentation so that the interviewers know what to expectSlide 2:About you – Detail your professional experience, skills and working styleSlide 3:Company history – Give a brief summary of the company history, any milestones or awardsSlides 4-7:Answering the brief – Give your responses to questions you’ve been asked to answer, the benefits and limitations of your suggestionsSlide 8:Question and answers – Include a slide titled ‘questions and answers’ as a cue to pause for interactionSlide 9:Conclusion – Sum up the key points you have made, reach a decision and explain your reasoningSlide 10:Personal achievements – End the interview on a high with a brief slide on achievements that show you will succeed in the roleTaking these steps should help you to succeed in your presentation interview.
The path to success in phone interviews
Covid-19 has reduced the number of face-to-face interviews. This means organisations need to use phone or video interviews to assess jobseekers. While some are continuing to use phone interviews as a method of filtering applicants, others requiring quick turnarounds are using easy-to-arrange phone interviews as the only stage in the process.Phone interviews present different experience to face-to-face and video interviews. It might seem like a relief not to have an interviewer scrutinising your appearance and body language, but it also means it can be harder for you to make a good impression on them.Below are some tips to ensuring you give the best phone interview you possibly can:Prepare like it is a face-to-face interviewRegardless of whether your interviewer is using this as a single interview or as a first interview to shortlist candidates, you should still prepare as though this is a face-to-face meeting.Find out as much as you can about the organisation who you would be working for. Research your interviewer and what they do at the company. List your key achievements and areas which demonstrate your skills.Make sure that you write down any questions you want to ask. A phone interview is an ideal time to find out more about the role you have applied for, company culture and personal development opportunities.Have your preparation to handWhen preparing for a face-to-face interview, it is important to memorise information, as consistently referring to pieces of paper does not create a flowing conversation and can count against you.In a phone interview, an interviewer cannot see you referring to your notes, so you can do this much more often than in a face-to-face setting.As part of your preparation, make a note of any important figures you can quote back to your interviewer, such as your sales figures, number of customers you have helped and other areas where you have gone above and beyond targets.Have your CV and anything else you used in your application to hand, such as a cover letter, to ensure that you can refer to what you have listed on them; your interviewer will be doing the same.However, do not fall into the trap of simply reading off a piece of paper, as this will be apparent to your interviewer. Instead, drop any information in naturally, ensuring that conversation continues to flow freely.Communicate clearly and conciselyIt is more difficult to have a naturally flowing conversation over the phone than face to face. There are actions you can take to help the conversation progress naturally.The most important element is listening hard to your interviewer. Take on board all elements of their questions, making a note of anything that seems particularly important, in case they refer back to it later.Always leave a pause when an interviewer stops speaking, just to make sure that you are not interrupting them. This pause will also give you some time to frame your answer in your mind.When answering questions, put on your best ‘telephone voice’ and speak with enthusiasm and energy. Enunciate as much as you can, not forgetting to breathe. Having a glass of water to hand will also help you.Just because there is no visual element, it does not mean you have to speak as much as possible. Well-formed, concise answers will make a far better impression than you rambling to make the same point over five minutes that you could have made in 30 seconds.Finally, before the interview begins, make sure you can take the call in a quiet area where you will not be interrupted.By following these steps, and applying face-to-face interview practice, you will make a great impression on your potential employer.If you are looking for a job, permanent or temporary, across one of our 20 specialisms, contact your local Reed office.
Ask James Reed: how to ace the job interview
Questions employers ask at interview can range from the standard ‘What are your weaknesses?’ to out-of-the-box questions like ‘How many traffic lights are there in London?’ – James Reed can help you decipher what they are really asking.Find out how to pass your next interview with flying colours with this free webinar, in which James shared insight from his 25 years in recruitment and answered your burning questions.This webinar was the second instalment of a two-part series based on two of his books:- The 7 Second CV: How to Land the Interview- Why You? 101 Interview Questions You’ll Never Fear AgainIn case you missed the first one on CV-writing tips, you can watch it back here.Speaker profile: James Reed, CEO and Chairman, ReedJames Reed has worked in recruitment and careers for more than 25 years. Reed receives forty million job applications a year and has delivered over one hundred programmes to help more than 200,000 people who had been long-term unemployed back into work.The Reed Group currently employs more than 3,800 people across the globe helping to improve lives through work. James Reed was voted Top CEO by employee-ratings platform Glassdoor in both 2018 and 2019, and Reed won a coveted Best Places to Work Award from the same company in 2019 and 2020. This means it is the top-ranked recruiter on the list of all organisations voted as excellent workplaces by employees on Glassdoor.
Top 10 competency-based interview questions to find the perfect candidate
This list of competency-based questions encourage interviewees to use real-life examples in their answers. You get to understand how a candidate made a decision, and see the outcome of their actions.Our top ten list of competency-based interview questions will help you recruit the skills your team needs.1. What are your greatest strengths?This is a classic interview question, and with good reason.It’s a chance for your candidate to prove they have the right skills for the role. Keep the job description in mind to see whether the interviewee understands how their skills relate to the role.Remember you’re looking for transferable skills, not proof that they’ve done the role before.2. What will your skills and ideas bring to this company?This competency-based question is an opportunity to see which of your candidates stand out from the crowd.A good candidate will show an understanding of your company goals within their answer. A great candidate will offer practical examples of how their skills can help you achieve that vision.3. What have you achieved elsewhere?Confidence is key in this competency-based question. It gives your candidate an opportunity to talk about previous successes and experiences that relate to your vacancy.Make sure the achievements you take away from their answers are work-related and relevant to what you’re looking for.4. How have you improved in the last year?Candidates can tie themselves up in knots trying to disguise their weaknesses. This competency-based interview question is a chance to show a willingness to learn from their mistakes.It’s also an opportunity to test the candidate’s level of self-awareness and desire to develop."Competency-based interview questions ask for real-life examples to show a candidate’s skills."5. Tell me about a time you supported a member of your team who was strugglingThis competency-based question will test your candidate’s ability to show compassion towards their colleagues without losing sight of their own objectives.Those further along in their career should be able to reference training or mentoring that not only helped their co-worker but also improved team performance.6. Give an example of a time you’ve had to improvise to achieve your goalIn other words: “Can you think on your feet?” It is increasingly important to be able to react to unexpected situations.The candidate’s answer should highlight their ability to keep their cool and perform in a scenario they haven’t prepared for.7. What was the last big decision you had to make?The answer to this question should be a window into your candidate’s decision-making process and whether their reasoning is appropriate for your role.This is a competency-based question designed to highlight how an interviewee makes decisions. Do they use logical reasoning? Gut intuition? However they manage big decisions, does their approach match what you’re looking for?8. Tell me about a time you dealt with a difficult personAll candidates should be able to reference an experience of working with a challenging colleague. Look for them to approach this question with honesty and a clear example of working through the experience.Rather than passing blame, there should be a recognition of the part they have played in the situation, and how they might tackle it differently next time.It’s essential to get a sense of how candidates would fit and thrive within your company culture.9. What was the last thing you taught?You’ve asked the interviewee about their skills, but can they show a capability for teaching others about these skills?This question isn’t restricted to managerial or senior roles, and should be asked whenever you’re looking for a candidate who will add value to your team.10. Why are you a good fit for this company?The key to this competency-based question is whether the candidate can explain how their transferable skills would fit your role. This tests both an awareness of their own abilities and an understanding of what you are looking for in a new employee.The candidate should be able to confidently explain why they want to work for your company, and convince you that they would fit your team culture.If you’re interested in learning more about interviews, please contact your local recruitment specialist.
Second interview questions to ask candidates
The second interview may seem like there is a light at the end of the tunnel after weeks of recruitment to find someone for an opening at your business. Your previous interviews have removed candidates who don't fit the role, which leaves only a handful of people, one of whom you most certainly will be working with in the near future. But working out who this person should be is often decided by running a second interview.The second interview is an important comparison task for you and your team and therefore the questions you use need to give you some real insight into the person you may employ. Yet, just as in your first round of interviews, asking the right questions can be crucial in order to understand if a candidate is suitable for the role.Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.Second interview questions to ask candidates:What are your personal long term career goals?The way your candidate answers this question will give you an insight into where they would position themselves within your company in the long term. If they answer directly referencing your business then they are thinking of remaining within the company for the future and will work hard towards achieving their own career goals whilst working hard for the business. It also allows for you to gauge their personality as their honesty will be very important when making a final decision about who to hire.Do you have any questions about the business or the role since your first interview?This gives your candidate the opportunity to ask questions they may not have thought of during the nerve-wracking first interview. This is good for both of you as it allows you to see how much they have prepared for this interview but also gives them the chance to ask the really good questions they probably thought of on the journey home from the first time they met you.What skills do you think are needed for this role?This does not directly ask them what they could offer but questions their ability to comprehend the role and think critically. It then invites them to state the skills they have and how they compare with what they think is needed.Why would you not be suitable for this role?This asks your candidate to think about problem and resolution - how they would overcome any professional issues they may have in the role. How positive they are in answering this question gives you an idea for their own motivation for achievement.What changes would you make at this company?This invites your candidate to analyse the business constructively from the research they may or may not have undertaken prior to the interview. It gives you the opportunity to see how they would deal with negative questions and how they would positively bring about change. Good answers could include more specific training or offering more responsibility to certain members of the team.How soon would you be able to start this role?This is quite a typical question but an important one as the logistics of taking on new staff can be an administrative nightmare. It can be purely comparative as some candidates will be able to start sooner than others. It also shows their commitment to their current roles and how professional they are in their conduct. If they mention leaving their current position without serving notice they may do this to your business as well.Ultimately, good questions are essential in establishing who will be best for your business. Hopefully, having met with a candidate for the second time, you will have a much better understanding of their skills, capabilities and – most importantly – whether or not they would be a good fit for your business.