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{"pageProps":{"blogPost":{"publishedAt":"2021-07-16T15:50","author":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"4sTFU5HhStCe4879oSOJmp","type":"Entry","createdAt":"2021-06-10T12:52:26.471Z","updatedAt":"2022-06-14T11:43:49.808Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":3,"contentType":{"sys":{"type":"Link","linkType":"ContentType","id":"author"}},"locale":"en-GB"},"fields":{"name":"PeopleGoal Team","image":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"6KKhpZy6ubIEgFstv18RsP","type":"Asset","createdAt":"2019-10-21T10:22:17.958Z","updatedAt":"2019-10-21T10:22:17.958Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"PeopleGoal","description":"PeopleGoal electric blue icon","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/6KKhpZy6ubIEgFstv18RsP/24e36e95385c0e0b94af8c03cda9e62a/peoplegoal.png","details":{"size":4308,"image":{"width":104,"height":104}},"fileName":"peoplegoal.png","contentType":"image/png"}}},"description":"Content Team","biography":"PeopleGoal helps organizations to activate experiences that drive employee growth and business development.","slug":"laura-evans","lastName":"Laura","firstName":"Evans","linkedInUrl":"https://www.linkedin.com/in/laura-evans-4377181b1"}},"slug":"hiring-manager-interview-questions","title":"15 Interview Questions to Ask as a Hiring Manager","readTime":4,"subtitle":"The questions asked in an interview can make a crucial difference to the decisions made in the hiring process. Find out our top 15 questions for hiring managers to ensure that you hire the top talent that will fit into your company culture. ","content":"The [hiring process](https://www.peoplegoal.com/blog/interview-questions) is one of the most important aspects of [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid). It is essential to attract and recruit top talent for organizational growth. Hiring managers are always on the lookout for individuals whom they feel could bring value to the company and drive [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary). \n\nThe interview process can be long and tedious which is why it is crucial to ask specific questions. [Only 20% of candidates are interviewed](https://www.forbes.com/sites/jacquelynsmith/2013/04/17/7-things-you-probably-didnt-know-about-your-job-search/?sh=37ade1823811) and it is critical to ask individuals useful questions that will inform your final hiring decision. \n\nPeopleGoal offers a series of [apps](https://www.peoplegoal.com/app-store) that help with a range of [HR functions](https://www.peoplegoal.com/blog/8-human-resources-functions), ranging from the initial interview, to [onboarding](https://www.peoplegoal.com/app-store/category/onboarding), [engagement](https://www.peoplegoal.com/app-store/category/engagement) and [performance management](https://www.peoplegoal.com/app-store/category/performance-management). Below we explain the importance of interviews for hiring managers and list the top 15 questions to ask. \n\n## The Importance of Interviews\n\nAs previously mentioned, not all job candidates receive an interview. It is important to meet candidates in-person (or remotely!) to gain an understanding of their prior job experience and [qualities](https://www.peoplegoal.com/blog/core-employment-competencies-explained). This helps determine if they will be a good fit for your role and [company culture](https://www.peoplegoal.com/blog/what-is-company-culture). \n\nCandidates may appear different in-person than from their CV and [reference letters](https://www.peoplegoal.com/blog/reference-letters). The way potential employees carry themselves is a crucial factor in hiring decisions. [Forbes](https://www.forbes.com/sites/ashleystahl/2020/12/10/how-to-answer-the-7-most-important-job-interview-questions/?sh=2bbd8fc6729a) conclude that 40% of hiring professionals believe that a candidate's overall confidence influences an individual's chances of being hired. \n\nEqually, it is important to explain to a candidate exactly what you are looking for. [Gallup](https://www.gallup.com/workplace/321638/recruit-top-talent-rethink-job-postings.aspx) found that just 5% of hiring managers strongly agreed that their company's job postings were an \"accurate reflection\" of the roles' actual job demands.\n\n\n\n## The Best Questions\n\nBelow we will list the top 15 questions hiring managers should ask to gain invaluable insight into a candidate's experience, capabilities, and potential fit into your organization. \n\n### Job Experience\n\nThe first thing you should establish during the interview is a candidate's work history. Find out about what their current role entails, the responsibilities they have and what they consider both failures and achievements. Ask about their experience of [working from home](https://www.peoplegoal.com/guides/remote-work) and whether they feel comfortable leading a team or making decisions. \n\n1. What can you tell us about your current role?\n2. Do you have experience in working remotely?\n3. Do you have experience in [leading a team](https://www.peoplegoal.com/blog/ted-talks-about-leadership-how-to-speak-like-a-leader)?\n4. What do you feel are your biggest career achievements?\n5. What can you tell us about your biggest failure in your role and how you overcame it?\n\n\n\n### Skills and Qualities\n\nHaving learned about a candidate's job experience, it is essential to understand who they are as a person and the implications this has for their approach to work. Ask about their [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses), their preferred ways of working and how others would describe them. Consider their technical experience.\n\n1. What skills and strengths can you bring to this position? \n2. Can you tell us about a time you have had a [disagreement at work](https://www.peoplegoal.com/blog/conflict-resolution-as-a-manager) and how you handled it?\n3. Do you work best independently or as part of a team?\n4. How would your colleagues and manager describe you?\n5. What technical experience do you have (e.g. [software](https://www.peoplegoal.com/blog/performance-management-software-for-small-business), programs, technology)?\n\n\n\n### Company Culture\n\nThe final part of the interview should enable hiring managers to evaluate how candidates may fit into your [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies). Discuss what they look for in a company and why they are leaving their current role. Assess what motivates them and their vision of [career development](https://www.peoplegoal.com/blog/career-development-essentials). \n\n1. Why do you want to work at our company?\n2. Why are you leaving your current role?\n3. What [motivates](https://www.peoplegoal.com/blog/top-30-hard-work-quotes) you at work?\n4. Where do you see yourself in five years' time?\n5. Do you have any questions for us?\n\n\n\nš [Click here for 21 more questions to ask remote hires](https://www.peoplegoal.com/blog/interview-questions) \n\n## Conclusion\n\nHiring managers should prepare questions before the interview which are focused and target all the necessary information. Consider asking about past job experience, skills, qualities, and [company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources). Hiring the [top talent](https://www.peoplegoal.com/blog/gen-z-in-the-workplace) is essential for your organization!\n\nPeopleGoal can help your organization with a range of HR functions. Our [customizable apps and workflows](https://www.peoplegoal.com/app-store) assist managers and employees with [performance](https://www.peoplegoal.com/solutions/performance), [engagement](https://www.peoplegoal.com/solutions/engagement), and [development](https://www.peoplegoal.com/solutions/development). \n\nā [Book a demo with PeopleGoal today](https://www.peoplegoal.com/book-a-demo)","summary":"## What are the Best Interview Questions to ask as a Hiring Manager?\n1. What can you tell us about your current role?\n2. Do you have experience in working remotely?\n3. Do you have experience in leading a team?\n4. What do you feel are your biggest career achievements?\n5. What can you tell us about your biggest failure in your role and how you overcame it?\n6. What skills and strengths can you bring to this position? \n7. Can you tell us about a time you have had a disagreement at work and how you handled it?\n8. Do you work best independently or as part of a team?\n9. How would your colleagues and manager describe you?\n10. What technical experience do you have (e.g. software, programs, technology)?\n11. Why do you want to work at our company?\n12. Why are you leaving your current role?\n13. What motivates you at work?\n14. Where do you see yourself in five years time?\n15. Do you have any questions for us?\n","primaryImage":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"4LHLqIdukQjzcTp8tMQFL4","type":"Asset","createdAt":"2021-07-16T13:15:48.555Z","updatedAt":"2021-07-16T13:15:48.555Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"interview questions","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/4LHLqIdukQjzcTp8tMQFL4/52440324f8c3e7c720f1d922e2518b6b/interview_questions.jpg","details":{"size":70824,"image":{"width":752,"height":423}},"fileName":"interview_questions.jpg","contentType":"image/jpeg"}}},"description":"Interview questions make a difference! Read our 15 top questions hiring managers should ask to find the perfect candidates for their company culture.","metaTitle":"15 Interview Questions to Ask as a Hiring Manager","metaDescription":"Interview questions make a difference! Read our 15 top questions hiring managers should ask to find the perfect candidates for their company culture.","category":"process","tags":["hr-management"]},"furtherReading":[{"publishedAt":"2022-04-13T14:50","author":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"4sTFU5HhStCe4879oSOJmp","type":"Entry","createdAt":"2021-06-10T12:52:26.471Z","updatedAt":"2022-06-14T11:43:49.808Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":3,"contentType":{"sys":{"type":"Link","linkType":"ContentType","id":"author"}},"locale":"en-GB"},"fields":{"name":"PeopleGoal Team","image":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"6KKhpZy6ubIEgFstv18RsP","type":"Asset","createdAt":"2019-10-21T10:22:17.958Z","updatedAt":"2019-10-21T10:22:17.958Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"PeopleGoal","description":"PeopleGoal electric blue icon","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/6KKhpZy6ubIEgFstv18RsP/24e36e95385c0e0b94af8c03cda9e62a/peoplegoal.png","details":{"size":4308,"image":{"width":104,"height":104}},"fileName":"peoplegoal.png","contentType":"image/png"}}},"description":"Content Team","biography":"PeopleGoal helps organizations to activate experiences that drive employee growth and business development.","slug":"laura-evans","lastName":"Laura","firstName":"Evans","linkedInUrl":"https://www.linkedin.com/in/laura-evans-4377181b1"}},"slug":"reference-letters","title":"Top 5 Examples of Reference Letters HR Should Be Aware of","readTime":4,"subtitle":"Reference Letters can make a critical difference in the hiring process. Here are 5 Examples of Reference Letters that HR should be aware of. ","content":"Reference letters can make a crucial difference to a candidate's job search. There are a multitude of types that [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid) should be aware of. These are critical for [onboarding](https://www.peoplegoal.com/blog/onboarding-a-new-employee) and helping [hiring managers](https://www.peoplegoal.com/blog/interview-questions) to recruit the employees that will best fit into the [company culture](https://www.peoplegoal.com/blog/company-culture-survey). They can give valuable insight into a potential employee's [personality traits](https://www.peoplegoal.com/blog/personality-traits), [soft skills](https://www.peoplegoal.com/blog/the-essential-soft-skills-you-need-on-your-resume) and professional or academic achievements throughout the hiring process. \n\n## What is a Reference Letter?\n\nA reference letter is a written and signed document that explains to a prospective employer why a candidate is suitable for a post. They highlight how a person is qualified for a role and why they should be hired. \n\nThey are also known as letters of recommendation. \n\n### Why is a reference letter needed?\n\nThey are often required when applying for a job. They may also be required when applying for internships, volunteering posts, college, or graduate schools. \n\nThe aim is to positively endorse a person's [skills](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020) and attributes. This affirms their character and achievements to a potential employer. \n\n\n\n## How to Write a Reference Letter\n\nThe aim of a reference letter is to testify for a candidate's [competencies](https://www.peoplegoal.com/blog/competencies-examples). The best examples begin by explaining the relationship to the candidate and why you are qualified to be writing the recommendation. \n\nYou must then explain why the candidate is suitable for a role. Provide specific examples where they have applied the relevant [skills](https://www.peoplegoal.com/blog/core-employment-competencies-explained) to the post they are applying to. Highlight the positive character traits that they display. It is important to write formally throughout and refer to the candidate's resume or CV in addition to the job posting they are applying for. \n\nAn effective letter concludes with a statement of recommendation. Provide your contact information if a recruiter seeks to further get in touch. \n\nš” TIP: Do not include sensitive information (race, age, religion, disability, marital/parental status)\n\n\n\n## Good Skills to Write About\n\nLetters of reccomendation aim to sell a candidate and promote their skills and qualities. These depend upon the job description but good examples to include when you write the letter are:\n\n- Honesty\n- Diligence\n- [Motivation](https://www.peoplegoal.com/blog/101-motivational-quotes-for-employees)\n- [Loyalty](https://www.peoplegoal.com/blog/employee-loyalty)\n- Discipline\n- Good Team Player\n- Positive Attitude\n- [Soft Skills](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) (Time-Management, Communication Skills, Leadership)\n\n## Different Types of Reference Letters\n\nThere are five main types. We will discuss the purpose of each one and provide examples: \n\n1. Professional \n2. Character/Personal \n3. Academic \n4. Business \n5. Email \n\n\n\n## 1. Professional Reference Letter\n\n### What is it?\n\nA Professional Reference Letter is also referred to as an Employee Reference Letter. \n\nIt describes a candidate's current or past employment. This includes their job title, job description, responsibilities, salary and duration of employment. \n\nIt further explains their qualities, [professional qualifications](https://www.peoplegoal.com/blog/human-resources-certificates) and key contributions to an organization. \n\n### Who is it written by?\n\nIt is written by someone from a candidate's work-environment. This can be a supervisor, colleague, client, teacher or professor. \n\n### Sample Professional Reference Letter\n\n\n\n## 2. Character/Personal Reference Letter\n\n### What is it?\n\nThis form of reference attests to the personality traits that make a candidate suitable for a post. They are often used by people seeking their first job and who have little formal work experience. \n\nIt is different from a Professional Reference Letter because it provides a broader overview of a candidate's [personality traits](https://www.peoplegoal.com/blog/personality-traits) and abilities without specific references to the position requirements. This helps the organization decide whether they would be a good fit into the [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies). \n\nMentioning a candidate's [work ethic](https://www.peoplegoal.com/blog/work-ethic-definition) may be worthwhile. \n\n### Who is it Written by?\n\nA character or personal reference is often written by a family friend, mentor or neighbour. \n\n### Sample Character Reference Letter\n\n\n\n## 3. Academic Reference Letter\n\n### What is it?\n\nThis form of reference letter is used to discuss a candidate's academic background. This highlights a person's academic achievements and provides an overall picture of their performance, [strengths](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses), experiences and personal attributes. \n\nIt may also be used to explain or justify any issues or weaknesses in a person's academic records. \n\n### Who is it Written by?\n\nThis is written by someone from the candidate's educational background. It can be a high school teacher, professor, or advisor. \n\n### Academic Reference Letter Template\n\n\n\n## 4. Business Reference Letter\n\n### What is it?\n\nA business reference letter is used to recommend a business or professional service. This attests to the quality of work provided by a contractor and helps a business increase its clientele. \n\n### Who is it Written by?\n\nThese are mostly written by professional contacts. These may be business associates, vendors, or clients. \n\n### Sample Business Reference Letter\n\n\n\n## 5. Email Reference Letter\n\n### What is it?\n\nIn the past, all reference letters were sent by mail or delivered in person. With the digitalization of the workplace and the more recent impact of [COVID-19](https://www.peoplegoal.com/blog/covid-advice-on-how-to-protect-yourself), it has become commonplace to provide professional, character/personal, academic and business recommendations by email. \n\nThe content of these remains the same. However, the letter format will change.\n\n### Who is it Written by?\n\nThese can be written by the same people who write professional, character, academic or business reference letters.\n\n### Sample Reference Letter for Email\n\n\n\n## To Sum Up\n\nLetters of recommendation can make a crucial difference in deciding who to hire out of two candidates with the same credentials. It is important for [HR](https://www.peoplegoal.com/blog/agile-hr) to be aware of the best written reference letters to identify who is best suited to a particular role. They can give valuable insight into a person's personality, preferred [ways of working](https://www.peoplegoal.com/blog/leadership-styles-and-the-millenial-what-is-their-leadership-style), and suitability for an organization's [company culture](https://www.peoplegoal.com/blog/what-is-company-culture).\n\n## Similar to this\nš[Smart Goals for Employees\n](https://www.peoplegoal.com/blog/examples-of-smart-goals-for-employees)\nš[Positive Feedback For Colleagues Examples and Tips\n](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips)\nš[Job Titles In Business](https://www.peoplegoal.com/blog/job-titles-in-business)\nš [5 Templates For Performance Reviews](https://www.peoplegoal.com/blog/5-templates-for-performance-reviews)","summary":"## What are the different types of Reference Letters?\n\n- Professional\n- Character/Personal\n- Academic\n- Business\n- Email","primaryImage":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"1GsLDgta7menI16lRu9BdU","type":"Asset","createdAt":"2021-06-16T12:51:18.012Z","updatedAt":"2021-06-16T12:51:18.012Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"reference letter","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/1GsLDgta7menI16lRu9BdU/b6c6fdcfac8354f60f7f0f845f77d51a/reference_letter.jpg","details":{"size":780387,"image":{"width":6000,"height":4000}},"fileName":"reference letter.jpg","contentType":"image/jpeg"}}},"description":"Reference Letters are one of the most important components in the hiring process for prospective employers. ","metaTitle":"Top 5 Examples of Reference Letters HR Should Be Aware of","metaDescription":"Reference Letters are one of the most important components in the hiring process for prospective employers. ","category":"process","tags":["hr-management","remote-work","hr-management"]},{"publishedAt":"2021-07-16T15:50","author":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"4sTFU5HhStCe4879oSOJmp","type":"Entry","createdAt":"2021-06-10T12:52:26.471Z","updatedAt":"2022-06-14T11:43:49.808Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":3,"contentType":{"sys":{"type":"Link","linkType":"ContentType","id":"author"}},"locale":"en-GB"},"fields":{"name":"PeopleGoal Team","image":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"6KKhpZy6ubIEgFstv18RsP","type":"Asset","createdAt":"2019-10-21T10:22:17.958Z","updatedAt":"2019-10-21T10:22:17.958Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"PeopleGoal","description":"PeopleGoal electric blue icon","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/6KKhpZy6ubIEgFstv18RsP/24e36e95385c0e0b94af8c03cda9e62a/peoplegoal.png","details":{"size":4308,"image":{"width":104,"height":104}},"fileName":"peoplegoal.png","contentType":"image/png"}}},"description":"Content Team","biography":"PeopleGoal helps organizations to activate experiences that drive employee growth and business development.","slug":"laura-evans","lastName":"Laura","firstName":"Evans","linkedInUrl":"https://www.linkedin.com/in/laura-evans-4377181b1"}},"slug":"hiring-manager-interview-questions","title":"15 Interview Questions to Ask as a Hiring Manager","readTime":4,"subtitle":"The questions asked in an interview can make a crucial difference to the decisions made in the hiring process. Find out our top 15 questions for hiring managers to ensure that you hire the top talent that will fit into your company culture. ","content":"The [hiring process](https://www.peoplegoal.com/blog/interview-questions) is one of the most important aspects of [Human Resources Management](https://www.peoplegoal.com/blog/human-resources-management-post-covid). It is essential to attract and recruit top talent for organizational growth. Hiring managers are always on the lookout for individuals whom they feel could bring value to the company and drive [performance](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary). \n\nThe interview process can be long and tedious which is why it is crucial to ask specific questions. [Only 20% of candidates are interviewed](https://www.forbes.com/sites/jacquelynsmith/2013/04/17/7-things-you-probably-didnt-know-about-your-job-search/?sh=37ade1823811) and it is critical to ask individuals useful questions that will inform your final hiring decision. \n\nPeopleGoal offers a series of [apps](https://www.peoplegoal.com/app-store) that help with a range of [HR functions](https://www.peoplegoal.com/blog/8-human-resources-functions), ranging from the initial interview, to [onboarding](https://www.peoplegoal.com/app-store/category/onboarding), [engagement](https://www.peoplegoal.com/app-store/category/engagement) and [performance management](https://www.peoplegoal.com/app-store/category/performance-management). Below we explain the importance of interviews for hiring managers and list the top 15 questions to ask. \n\n## The Importance of Interviews\n\nAs previously mentioned, not all job candidates receive an interview. It is important to meet candidates in-person (or remotely!) to gain an understanding of their prior job experience and [qualities](https://www.peoplegoal.com/blog/core-employment-competencies-explained). This helps determine if they will be a good fit for your role and [company culture](https://www.peoplegoal.com/blog/what-is-company-culture). \n\nCandidates may appear different in-person than from their CV and [reference letters](https://www.peoplegoal.com/blog/reference-letters). The way potential employees carry themselves is a crucial factor in hiring decisions. [Forbes](https://www.forbes.com/sites/ashleystahl/2020/12/10/how-to-answer-the-7-most-important-job-interview-questions/?sh=2bbd8fc6729a) conclude that 40% of hiring professionals believe that a candidate's overall confidence influences an individual's chances of being hired. \n\nEqually, it is important to explain to a candidate exactly what you are looking for. [Gallup](https://www.gallup.com/workplace/321638/recruit-top-talent-rethink-job-postings.aspx) found that just 5% of hiring managers strongly agreed that their company's job postings were an \"accurate reflection\" of the roles' actual job demands.\n\n\n\n## The Best Questions\n\nBelow we will list the top 15 questions hiring managers should ask to gain invaluable insight into a candidate's experience, capabilities, and potential fit into your organization. \n\n### Job Experience\n\nThe first thing you should establish during the interview is a candidate's work history. Find out about what their current role entails, the responsibilities they have and what they consider both failures and achievements. Ask about their experience of [working from home](https://www.peoplegoal.com/guides/remote-work) and whether they feel comfortable leading a team or making decisions. \n\n1. What can you tell us about your current role?\n2. Do you have experience in working remotely?\n3. Do you have experience in [leading a team](https://www.peoplegoal.com/blog/ted-talks-about-leadership-how-to-speak-like-a-leader)?\n4. What do you feel are your biggest career achievements?\n5. What can you tell us about your biggest failure in your role and how you overcame it?\n\n\n\n### Skills and Qualities\n\nHaving learned about a candidate's job experience, it is essential to understand who they are as a person and the implications this has for their approach to work. Ask about their [strengths and weaknesses](https://www.peoplegoal.com/blog/employee-strengths-and-weaknesses), their preferred ways of working and how others would describe them. Consider their technical experience.\n\n1. What skills and strengths can you bring to this position? \n2. Can you tell us about a time you have had a [disagreement at work](https://www.peoplegoal.com/blog/conflict-resolution-as-a-manager) and how you handled it?\n3. Do you work best independently or as part of a team?\n4. How would your colleagues and manager describe you?\n5. What technical experience do you have (e.g. [software](https://www.peoplegoal.com/blog/performance-management-software-for-small-business), programs, technology)?\n\n\n\n### Company Culture\n\nThe final part of the interview should enable hiring managers to evaluate how candidates may fit into your [company culture](https://www.peoplegoal.com/blog/five-company-culture-examples-from-technology-companies). Discuss what they look for in a company and why they are leaving their current role. Assess what motivates them and their vision of [career development](https://www.peoplegoal.com/blog/career-development-essentials). \n\n1. Why do you want to work at our company?\n2. Why are you leaving your current role?\n3. What [motivates](https://www.peoplegoal.com/blog/top-30-hard-work-quotes) you at work?\n4. Where do you see yourself in five years' time?\n5. Do you have any questions for us?\n\n\n\nš [Click here for 21 more questions to ask remote hires](https://www.peoplegoal.com/blog/interview-questions) \n\n## Conclusion\n\nHiring managers should prepare questions before the interview which are focused and target all the necessary information. Consider asking about past job experience, skills, qualities, and [company culture](https://www.peoplegoal.com/blog/company-culture-and-human-resources). Hiring the [top talent](https://www.peoplegoal.com/blog/gen-z-in-the-workplace) is essential for your organization!\n\nPeopleGoal can help your organization with a range of HR functions. Our [customizable apps and workflows](https://www.peoplegoal.com/app-store) assist managers and employees with [performance](https://www.peoplegoal.com/solutions/performance), [engagement](https://www.peoplegoal.com/solutions/engagement), and [development](https://www.peoplegoal.com/solutions/development). \n\nā [Book a demo with PeopleGoal today](https://www.peoplegoal.com/book-a-demo)","summary":"## What are the Best Interview Questions to ask as a Hiring Manager?\n1. What can you tell us about your current role?\n2. Do you have experience in working remotely?\n3. Do you have experience in leading a team?\n4. What do you feel are your biggest career achievements?\n5. What can you tell us about your biggest failure in your role and how you overcame it?\n6. What skills and strengths can you bring to this position? \n7. Can you tell us about a time you have had a disagreement at work and how you handled it?\n8. Do you work best independently or as part of a team?\n9. How would your colleagues and manager describe you?\n10. What technical experience do you have (e.g. software, programs, technology)?\n11. Why do you want to work at our company?\n12. Why are you leaving your current role?\n13. What motivates you at work?\n14. Where do you see yourself in five years time?\n15. Do you have any questions for us?\n","primaryImage":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"4LHLqIdukQjzcTp8tMQFL4","type":"Asset","createdAt":"2021-07-16T13:15:48.555Z","updatedAt":"2021-07-16T13:15:48.555Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"interview questions","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/4LHLqIdukQjzcTp8tMQFL4/52440324f8c3e7c720f1d922e2518b6b/interview_questions.jpg","details":{"size":70824,"image":{"width":752,"height":423}},"fileName":"interview_questions.jpg","contentType":"image/jpeg"}}},"description":"Interview questions make a difference! Read our 15 top questions hiring managers should ask to find the perfect candidates for their company culture.","metaTitle":"15 Interview Questions to Ask as a Hiring Manager","metaDescription":"Interview questions make a difference! Read our 15 top questions hiring managers should ask to find the perfect candidates for their company culture.","category":"process","tags":["hr-management"]},{"publishedAt":"2021-07-15T13:00","author":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"4vtvyTH6hX1HNiIxzHz9pv","type":"Entry","createdAt":"2020-09-14T13:03:58.931Z","updatedAt":"2021-05-05T10:17:25.563Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":4,"contentType":{"sys":{"type":"Link","linkType":"ContentType","id":"author"}},"locale":"en-GB"},"fields":{"name":"Lara Kelly","image":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"Yj4aXpcSxX8wj7qknY1FZ","type":"Asset","createdAt":"2020-09-17T09:46:33.034Z","updatedAt":"2021-05-05T11:54:58.103Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":2,"locale":"en-GB"},"fields":{"title":"Lara Kelly","description":"Lara Kelly","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/Yj4aXpcSxX8wj7qknY1FZ/b8512074c95e371afe573a304d058637/lara_kelly.png","details":{"size":636782,"image":{"width":756,"height":756}},"fileName":"lara_kelly.png","contentType":"image/png"}}},"description":"Content Team","biography":"Lara is part of the content team at PeopleGoal.","appUserId":"Content Team","slug":"lara-kelly","lastName":"Kelly","firstName":"Lara","linkedInUrl":"https://www.linkedin.com/in/lara-kelly-545a761b3"}},"slug":"skills-based-hiring","title":"Is Skills-Based Hiring the Future of Work?","readTime":6,"subtitle":"We deep dive into skills-based hiring, and how it's changing recruitment processes for the better","content":"\nHR leaders are aware of the need to make [recruitment](https://www.peoplegoal.com/glossary/recruitment) more inclusive. However, hiring managers often overlook candidates from __non-traditional__ routes. Could skills-based hiring be the solution?\n\nThe cost of higher education has [risen dramatically](https://www.businessinsider.com/why-is-college-so-expensive-2018-4?r=US&IR=T) in recent decades. US college graduates took on an average __debt of $29,900__ in 2019. Understandably, this is simply not an option for many people. \n\nCollege degrees used to be the ticket into highly skilled and highly paid employment. A four-year degree requires grit, attention to detail and time management. But candidates can also show these attributes in myriad ways ā from challenging life experiences to volunteering and previous work experience. \n\n\n\nTech companies like Apple and Google are starting to take note. As [Lazlo Block](https://www.nytimes.com/2014/02/23/opinion/sunday/friedman-how-to-get-a-job-at-google.html), Googleās former SVP of People Operations put it, 'When you look at people who donāt go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people'. \n\nSkills-based [hiring](https://www.peoplegoal.com/blog/reference-letters) allows companies to tap into a more diverse pool of talent. It helps people from all backgrounds get a foot in the door. Study after study shows that [inclusive organizations](https://www.peoplegoal.com/blog/diversified-workplace) deliver: with a [36% increase](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters) in business outcomes for companies with diverse executive teams. Beyond this, you create opportunities for people to shine which they might overwise have missed. \n\n> 'When you look at people who donāt go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people' - Lazlo Block, former Google SVP of People Operations\n\n---\n\n## What is skills-based hiring?\n\nSkills-based hiring places a greater emphasis on skills rather than credentials or level of education. [Skills](https://www.peoplegoal.com/blog/skills-for-managing-people-in-2020) may be technical, such as maths skills or software skills, or soft skills such as customer service and critical thinking.\n\n[Opportunity@Work](https://opportunityatwork.org/stars/) is a non-profit which targets the opportunity gap: the inequalities that makes access to career pathways harder. Whether itās professional networks or paying for a degree, those from lower income backgrounds are often left on the backfoot. As they highlight on their website: āToo many employers assume ā falsely that __āno degreeā equals āno skillsāā__.\n\nSelling your skills to a hiring manager without a degree takes *guts*. Those without degrees have to face an uphill climb of rejection letters before they can secure the role they want. \n\nOpportunity@Work supports candidates, or __STARS__ (Skilled Through Alternative Routes) to communicate their enthusiasm and abilities in applications. This experience might be developed in community colleges, online learning, volunteering or military service. \n\nStrikingly, [Opportunity@Work](https://opportunityatwork.org/stars/) highlight that when employers screen out applicants without a four-year degree, they exclude __68% of African Americans, 79% of Latinx people and 73% of rural Americans__. \n\nIn response, hiring managers are changing their practices to account for different forms of experience. Skills assessments and psychometric assessments are becoming the norm. Companies are also adapting [job descriptions](https://www.peoplegoal.com/glossary/job-description) and removing degrees as a requirement on applications. \n\n\n\n---\n\n## Skills-based hiring is expanding \n\nThe pandemic has taken a devastating toll on employment. However, some sectors are facing unprecedented turnover and vacancies. \n\nJob seekers need to consider how their skills are __transferable__. A waiter who lost their job due to widespread restaurant closures has transferable skills for customer-service roles ā but they may not know how to present this on an application.\n\nLinkedInās pilot scheme [Skills Path](https://www.linkedin.com/business/talent/blog/product-tips/introducing-skills-path) aims to connect job searchers with employers based on their skills, rather than work history. Online learning credentials and Skills Assessments promote opportunities for people to showcase their abilities.\nThe platform has attracted recruiters from GapInc to Microsoft to Task Rabbit. \n\nMeghan Kelly, Global Head of Talent Acquisition at GapInc, [writes](https://www.linkedin.com/business/talent/blog/product-tips/introducing-skills-path), āparticipating in LinkedInās Skills Path pilot will help us connect with candidates faster based on core skills and potential rather than traditional experience or credentials, which creates access to an even more diverse talent poolā.\n\nSkills-based hiring could support those from sectors devastated by the pandemic to transfer into new professions.\n\n[__Watch this video to hear Heather Whiteman explain how the US federal government is opening up job postings for non-graduates š¹__](https://www.youtube.com/watch?v=qMSjCb7-yto) \n\n<iframe width=\"560\" height=\"315\" src=\"https://www.youtube.com/embed/qMSjCb7-yto\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen></iframe>\n\n---\n\n## Higher ed leaves skills gaps\n\nThe [QS Global Skills Gap Report](https://www.qs.com/portfolio-items/the-global-skills-gap-report-2019/) of 2019 found that the widest skills gaps amongst graduates were: \n\n__1. Problem Solving__\n\n__2. Resilience__\n\n__3. Communication__ \n\n__4. Leadership__ \n\nThere are myriad ways to build these skills outside of higher education. Leadership skills can be developed through experience on a sportsā team, or from managing community groups. Problem solving skills can be built through apprenticeship programs, or demonstrated through online assessments.\n\nCreating a barrier for non-graduates means shutting out all of this valuable experience. It means keeping your organization closed to those who might fill skills gaps most effectively.\n\n\n\n---\n\n## Online learning provides upskilling beyond a degree \n\nThe pandemic has revealed the power of online [learning](https://www.peoplegoal.com/blog/learning-organization). From the comfort of our own homes, we can learn about anything from accountancy, to data science, to creative writing. \n\nWhether itās through Coursera, FutureLearn, LinkedIn Learning or edX, there are so many free opportunities to learn and upskill. This opens us up to a world of knowledge that was inaccessible to most a few decades ago. \n\nFor many, university courses are just not flexible enough. Online micro-courses cater to those with caring responsibilities, or who work full-time. You can carve out study in the evenings, without having to leave the house. \n\nGive online learners the recognition they deserve. Ultimately, if youāve learnt a technical skill, it shouldnāt matter whether youāve done it from your kitchen or a college library. \n\n> From the comfort of our own homes, we can learn about anything from accountancy, to data science, to creative writing\n\n---\n\n## Employers see the value of soft skills\n\nThe pandemic brought a host of challenges for organizations. When we think about what saw us through this difficult year, itās often soft skills that come to mind: resilience, compassion, teamwork.\n\nAccording to SHRM, [89% of employees](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/humanity-into-hr/pages/covid-19-soft-skills-at-work.aspx) who fail at a job within 18 months do so because of a lack of soft skills, for example, their ability to work well with others. [Soft skills](https://www.peoplegoal.com/blog/employee-feedback) come at a premium and given the current turnover rate of employees, organizations cannot afford to ignore them anymore.\n\nFor example, [2/3rds of Americaās war veterans](https://opportunityatwork.org/stars/) do not hold a four-year degree - but are equipped with ample technical and soft skills, from leadership to communication, which are invaluable to organizations. \n\nItās crucial that HR and recruitment leaders assess soft skills holistically.\n\n\n\n---\n\n## Changing up the recruitment process\n\nTraditionally, the first step into a role is sending off your [resume](https://www.peoplegoal.com/blog/the-essential-soft-skills-you-need-on-your-resume). This outlines your work and education history. Itās at this early point that many applications from people with non-traditional experience are thrown out. \n\nMany organizations are changing up the timescales of their recruitment. While application forms and resumes are used at this initial stage, online assessments, verbal reasoning and problem-solving tests are also being used.\n\nThese are an opportunity to judge skills __based on merit__. Bear in mind, pre-employment tests are still not objective measures of competence, and need to be combined with other methods.\n\n\n\n---\n\n## Skills-Based Hiring for an Upskilled Future\n\nAs we look towards the [new world of work](https://www.peoplegoal.com/resources/whitepapers/remote-work-guide-hr), skills-based hiring could bring us more equitable workplaces. It improves access for people from underrepresented backgrounds, ensuring that no oneās talents are overlooked. \n\nSkills-based hiring can also address the challenging skills gaps we face. If you only hire individuals from the same academic and employment background, youāll find team members have many skills (and skills gaps!) in common. \n\nBy broadening your pool of candidates, youāll find candidates with new competencies to offer - who will grow with your organization. \n\n[__Read this article on remote interview questions for more on recruitment š__](https://www.peoplegoal.com/blog/interview-questions)","summary":"## Skill-Based Hiring\n\nSkills based hiring takes an expansive view of experience. Beyond a college degree, we consider how employees' life experience, volunteering and much more can add value to an organization. ","primaryImage":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"7yY00tpYCHQV6ezbFzGHEl","type":"Asset","createdAt":"2021-07-15T15:41:21.798Z","updatedAt":"2021-07-15T15:41:21.798Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"Skills Based Hiring the Future of Recruitment","description":"Skills Based Hiring the Future of Recruitment","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/7yY00tpYCHQV6ezbFzGHEl/ac73191a98941a4206f5eed6531f7bd2/Skills_Based_Hiring_the_Future_of_Recruitment.png","details":{"size":370567,"image":{"width":522,"height":350}},"fileName":"Skills Based Hiring the Future of Recruitment.png","contentType":"image/png"}}},"description":"Skills-based hiring acknowledges that college degrees aren't the be all and end all. Non-traditional experience develops invaluable skills, as we explore.","metaTitle":"Is Skills-Based Hiring the Future of Work?","metaDescription":"Skills-based hiring acknowledges that college degrees aren't the be all and end all. Non-traditional experience develops invaluable skills, as we explore.","category":"people","tags":["hr-management","company-culture"]},{"publishedAt":"2019-06-18T00:00","author":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"2OGDzUQXNEcLqNWdINDpFB","type":"Entry","createdAt":"2019-06-18T10:56:38.341Z","updatedAt":"2022-06-14T11:47:53.869Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":11,"contentType":{"sys":{"type":"Link","linkType":"ContentType","id":"author"}},"locale":"en-GB"},"fields":{"name":"PeopleGoal Team","image":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"2p9YkqZz68ToiZDWBsgO5o","type":"Asset","createdAt":"2020-01-26T22:18:56.500Z","updatedAt":"2020-01-26T22:18:56.500Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"Forney Corporation","description":"PeopleGoal Forney Corporation case study quote","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/2p9YkqZz68ToiZDWBsgO5o/effb2e0f66425ad37e77dacc1077c773/pg_icon_rgb_blue_72dpi.jpg","details":{"size":61740,"image":{"width":370,"height":342}},"fileName":"pg_icon_rgb_blue_72dpi.jpg","contentType":"image/jpeg"}}},"description":"Content Team","biography":"PeopleGoal helps organizations to activate experiences that drive employee growth and business development. ","appUserId":"Content Team","slug":"henry-watson","lastName":"Watson","firstName":"Henry","linkedInUrl":"https://www.linkedin.com/in/henry-watson-588344122/"}},"slug":"hr-lessons-from-patagonia","title":"HR Lessons from: Patagonia","readTime":6,"subtitle":"It will come to no surprise that Patagoniaās ethical approach to retail practices is also mirrored in its operational practices with revolutionary systems being implemented throughout the organization.","content":"> A master in the art of living draws no sharp distinction between his work and his play; his labor and his leisure; his mind and his body; his education and his recreation. He hardly knows which is which. He simply pursues his vision of excellence through whatever he is doing, and leaves others to determine whether he is working or playing. To himself, he always appears to be doing both.\n> -- L.P. Jacks\n\n__Patagonia is famous for its left-field business practices - like telling its customers never to buy another jacket, or offering free repairs on their products, or campaigning against trade deals like the Trans-Pacific Partnership that would improve the company's bottom line. It will come as no surprise that Patagoniaās ethical approach to retail practices is also mirrored in its operational practices. Revolutionary systems are implemented throughout the organization in order to benefit not only the customers but more importantly, the employee experience.__\n\nAccording to Patagoniaās Chief Human Resources Officer (CHRO) Dean Carter, the organization is āa cause, disguised as a companyā. On top of its role as a retailer of outdoor clothing and gear it contributes to worldwide efforts to improve Earth's environment through a multitude of methods like donating 100% of Trump's tax cut to fight climate change, or giving each of their employees 60 days a year (paid) to take an internship at an environmental activist group. Such an offer would be considered a financial loss to most corporations, however Patagonia takes pride in doing things differently.\n\nIt can be argued that Yvon Chouinard's business model is like nothing that has come before, and its uniqueness may only be possible because Patagonia is not publicly traded. For these reasons it deserves close attention. Not only is the company said to have booked $1 billion in revenue last year -- and is contributing 1 percent of its annual net revenue to non-profit charitable organisations that promote environmental conservation and sustainability -- its staff turnover rate is only 4 percent. The retail and consumer product sector average is more than triple that at 13 percent. So how do they go about optimizing their [employee experience](https://www.peoplegoal.com/blog/why-employee-experience-matters)?\n\n## Patagonia's Hiring Process\n\nWhen it comes to hiring, Patagonia strives to employ as many true Patagonia customers as possible. Both in the sense of consumption, but more importantly in hiring people who fit the [company culture](https://www.patagonia.com/culture.html) and subscribe to its mission statement: āBuild the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisisā and to its values of transparency, collaboration and improvement.\n\nPatagonia's team tries to hire from within as much as possible. When they donāt hire internally they prefer to seek out people through an informal network of friends, colleagues and business associates.\n\nThey value [diversity](https://www.peoplegoal.com/glossary/diversity) of all kinds. They donāt want someone who can just do a job, they want the best person for the job. They argue that this creates an environment that boosts flexibility of thought and openness to new ways of doing things. They take risks. They think outside of the box when it comes to hiring, and firmly believe that āfinding a dyed in the wool business person to take up climbing or river running is a lot more difficult than teaching a person with a ready passion for the outdoors how to do a jobā.\n\nThey can afford to hire slowly due to the high number of applicants. They have prospective candidates interview with potential colleagues as well as their bosses. They train as if their future depended on it.\n\n## Employee Benefits\n\n- \"Let my People go Surfing Flex-time Policy\": The growing trend of [working flexible hours](https://www.peoplegoal.com/glossary/flexible-work-arrangements) is nothing new to Patagonia. From its very beginning as a blacksmith shop, they would shut the shop in order to catch a good swell (which cannot be planned ahead) so long as the work was caught up the next day. This ethos remains today to allow everyone to pursue a hobby, further education, etc.\n- Comprehensive health insurance, even to part-time employees.\n- On-site childcare.\n- Patagonia Child Development Centre in Ventura HQ.\n- 16 weeks of paid maternity leave, as well as 12 weeks' fully paid paternity leave.\n- Healthy organic food cafeterias and showers on site.\n- Discounts on employee purchases.\n- 60 day paid internship with an environmental activist group.\n- Free yoga.\n- Employees arrested during peaceful protests will have their bail paid for.\n\n\n\n## Patagonia's Management Philosophy\n\n- Patagonia has open plan offices with no employee having their own private office. This allows for managers to be easily approached by their employees and promotes better communication and an egalitarian atmosphere.\n- The best parking spots donāt go to those in managerial positions; they are given to the most fuel efficient cars.\n- They have a self-regulatory work system built on trust, which of course is totally feasible when looking at their rigorous hiring process.\n- They also restrict the number of employees in one location to 100 in order to avoid bureaucracy and to retain an optimum level of communication.\n- They avoid implementing a top-down system and try instead to instill trust in one another to do their jobs.\n- They openly invite change as essential to surviving as a business. As Chouinard states, āWhile values should never change, every organization, business, government, or religion must be adaptive and resilient and constantly embrace new ideas and methods of operation.ā\n\n*All Lists Taken from Yvon Chouinard's book: [Let My People Go Surfing: The Education of a Reluctant Businessman](https://www.amazon.com/Let-People-Surfing-Education-Businessman/dp/0143037838 \"Let My People Go Surfing - Yvon Chouinard\").*\n\n\nThis is just a glimpse into the working dynamics of a company that appears on no shortage of āBest Employerā lists. The current CEO of Patagonia, Rose Marcario, admits that as a privately held company it has greater freedom to be bold in its actions. Even so, she says that if she and Patagonia succeed in doing whatever they can to try to save the planet, they will \"make it hard and uncomfortable for other businesses not to follow our lead.\" So how are you going to follow their lead?\n\n","primaryImage":{"metadata":{"tags":[]},"sys":{"space":{"sys":{"type":"Link","linkType":"Space","id":"6g4s9n00xmsl"}},"id":"55kqQDt1SZ27LFNG5eloyA","type":"Asset","createdAt":"2019-06-18T10:51:59.903Z","updatedAt":"2019-06-18T10:51:59.903Z","environment":{"sys":{"id":"master","type":"Link","linkType":"Environment"}},"revision":1,"locale":"en-GB"},"fields":{"title":"HR lessons from Patagonia sea","description":"Sea abstract image","file":{"url":"//images.ctfassets.net/6g4s9n00xmsl/55kqQDt1SZ27LFNG5eloyA/bdc700263845f4e30b2b00a35e69edb3/HR_lessons_from_Patagonia_sea.jpg","details":{"size":316618,"image":{"width":1200,"height":899}},"fileName":"HR_lessons_from_Patagonia_sea.jpg","contentType":"image/jpeg"}}},"description":"Patagonia has not only a unique business model but also a specific management philosophy and approach to hiring process and employee benefits. 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