How can you create interview questions that reflect your company's global employer brand?

To create interview questions reflecting your company's global employer brand, align inquiries with diverse cultural perspectives, emphasize values that resonate universally, and tailor questions to assess candidates' adaptability to global work environments.

Ask questions more around will vs skill. As well as behaviour type scenerios. Lastly, personal questions such as their hobbies can help identify key strengths in someone’s determination and abilities to uphold values. Each question should have a direct purpose with a desired outcome.

Our interviews should not only assess candidates but also showcase our unique value and culture. Incorporating questions like, "What aspects of Sika's mission and values resonate with you?" allows candidates to express their understanding of our culture while reinforcing our employer brand.

Most roles don’t require strong Q&A skills so I think we need to reimagine interview assessments. My recommendation is to make the interaction more like a working session. Get a problem on the whiteboard and solve it together! This will give you way more insights into each others cognitive process and you can a feel for the chemistry.

a) Consistency: Ensure all interviewers ask the same core questions to maintain fairness. b) Behavioral questions: Ask candidates to provide specific examples of their past experiences to gauge their potential fit within our organization. c) Continuous improvement: Regularly review and refine our interview questions to stay aligned with our evolving global employer brand. By understanding our brand, aligning questions with goals, eliminating biases, adapting to cultural contexts, showcasing our culture, and embracing continuous improvement, we can ensure that our interviews not only select the best talent but also reinforce our position as a top global employer.

I’ve seen many interviewers ask the same standard and boring questions for any and every role their company recruits for. Every role should have a set of tailored interview questions with a tailored process if needed. Every question you ask should add value to the process and give you more insight into the candidates suitability for the role. If q’s aren’t directly aligned with the role and responsibilities of the position your interviewing for, you can’t ever be fully confident in your assessment of that candidate. There should be a different set of questions for every role and an adapted process too.

This must sound a bit naive on my part, though I've been 'the candidate' many times now: a key question is 'what do we need to find out?' Once you are clear about that then you can start to work out how you can get a clear enough picture of these things. I phrase it like that because questions may not be the best way. Or they may. 'Why not just ask?' Is a valid question itself sometimes. If there are submissions (e.g. tech tasks) as part of the process then you can find out a lot of what you want to know from what gets submitted and behaviours around all of that. It's a bit of an art to find out what you need to know whilst remaining human and professional, and fate has a way of making them your interviewer some day ??