Preparing for a job interview is more than just brushing up on your skills and getting your resume in order. Many employers conduct pre-interview screenings to gather information and determine if you’re a suitable candidate for the role before scheduling a formal interview. These screenings are an opportunity for employers to get a sense of your background, interests, and availability, and it’s essential to be prepared. While you can expect to be asked about your employment history and expected pay range, there are some questions that you may not be prepared for but are being asked more and more during interviews. These include:

1. “Describe a time when you took initiative on a project that wasn’t assigned to you. What motivated you, and what was the outcome?”

This question digs into a candidate’s proactiveness, motivation, and ability to identify opportunities or problems that need addressing. Unlike asking about past projects or responsibilities, this question focuses on self-driven actions, giving insight into how a candidate contributes to a team or company culture beyond their basic job duties.

Why It Matters: Employers want to hire people who see themselves as part of a bigger picture, who don’t just do what they’re told but seek out ways to add value. This question helps identify those who are proactive and willing to go the extra mile.

2. “Tell me about a skill or tool you learned recently on your own. How did you go about learning it, and why?”

Rather than simply asking about existing skills, this question explores a candidate’s approach to self-improvement and continuous learning. It highlights whether they take the initiative to develop new skills without being prompted, which is a crucial trait in fast-paced industries where roles and requirements can change quickly.

Why It Matters: Employers want candidates who are adaptable and capable of learning new things on their own. Understanding how a candidate learns and adapts can reveal their potential for growth and success within the company.

3. “What’s one aspect of your current or past job that you wish you could have changed? How would you have done it differently?”

This question asks candidates to reflect critically on their past experiences, pinpoint areas of improvement, and demonstrate problem-solving skills. It’s less about complaining and more about showing that the candidate can identify weaknesses and suggest practical solutions.

Why It Matters: It gives employers insight into how candidates think about efficiency, processes, and innovation. It also shows whether the candidate is capable of constructively analyzing situations and has the mindset to drive improvements, even when they’re not in control.

4. “Can you describe a situation where you had to work with very limited information? How did you handle it, and what was the result?”

Working with incomplete data or vague instructions is a common scenario in many jobs, but it’s not always easy to navigate. This question examines a candidate’s resourcefulness, critical thinking, and decision-making ability when faced with uncertainty or ambiguity.

Why It Matters: Employers need team members who can handle uncertainty and still make sound decisions. Candidates who can thrive in these situations are likely to excel when tasks or projects don’t go as planned, which is a common reality in dynamic work environments.

5. “When was the last time you received feedback that surprised you? How did you respond?”

This question goes deeper than the typical “how do you handle feedback?” query. By focusing on surprising feedback, it reveals how well candidates accept unexpected criticism, how self-aware they are, and whether they can adapt and improve based on external input.

Why It Matters: Being open to feedback is critical, but handling unexpected feedback with grace and a willingness to learn speaks volumes about a candidate’s character. Employers can gauge emotional intelligence, adaptability, and self-awareness by understanding how a candidate responded to feedback that challenged their self-perception.

Conclusion

These deeper, less traditional pre-interview questions aim to uncover qualities like initiative, adaptability, resourcefulness, and self-awareness, which can be difficult to assess through conventional queries. For employers, asking these questions can lead to more meaningful conversations and better insights into a candidate’s potential fit. For job seekers, being prepared to answer these kinds of questions can help set you apart as someone who is reflective, growth-oriented, and capable of navigating complex situations.

As the job market evolves, so do the qualities that make for a great candidate. GL Staffing helps employers find candidates who are not only qualified but are also prepared to excel in dynamic and ever-changing environments. Ready to build your ideal team? Contact us today to learn more about our staffing solutions.