Introduction

An employment interview, whether using a structured or unstructured format, is an important element in the recruitment and selection process – with it usually being the first time you will have met the candidate face-to-face.

It is also important to have consistency regarding the questions you ask each candidate so that you can compare their answers accurately and as an aid in determining the most suitable candidate(s) for the role(s) you are trying to fill.

Below is a selection of general questions you may choose to ask when interviewing candidates. You will likely want to select only a few – i.e. choosing those which you believe will provide the most insight into your candidate. You may wish to ask additional questions relating to the particular skills or requirements of the position applied for.

General/Overview Questions

• Tell me about yourself.
• What do you know about our business?
• What in particular drew you to this role/this business?
• How do you see this position in relation to your career goals?
• Where do you expect to be in five years’ time?
• What do you feel you can contribute to this business?
• What do you like most about working in the fitness industry?
• Are you happy to work weekends, nights, and public holidays?

Questions relating to Skills/Experience

• Do you have any particular expertise or interest in a specialised area of the fitness industry?
• Have you ever been in a situation where you disagreed with a colleague or your manager? How did you overcome this problem?
• Describe an occasion where you showed initiative.
• How do you handle competing priorities?
• Where do you expect the fitness industry will be in five years? What changes do you expect to happen?
• What do you consider to be your biggest strength?
• Describe a time when you faced a difficult situation. How did you overcome it?
• What would you do if you did not know the answer to a question asked by a client/member?
• How would you handle a complaint made by a client/member?
  • Useful to provide a real world example if possible.

Questions relating to Personality/Character

• Which type of people do you get on the best with?
• What do you find motivates you?
• Do you work better independently or as part of a team?
• What do you value in a workplace?
• What do you feel is your greatest achievement? Why?
• What do you like to do in your spare time? Do you have any particular hobbies?
• How do you deal with changes in your routine? Would you be able to handle varied hours or duties?
• Describe a time when you went over and above what was required.

Questions from the Candidate(s)

• It is convention to ask the candidate at the end of the interview “Do you have any questions for us?”
• If the interviewer and the candidate have developed a good rapport, and the interview has proceeded well, this may not be necessary.
• Current convention suggests that a candidate should ask at least one question – the implication being that a candidate who does not ask a question may not be a good candidate (which I have always found bizarre).
• An interview is a two-way process, therefore the candidate should be asking questions throughout the interview and not just at the end.
• However, some candidates may decide to leave questions to the end of the interview, and potential questions may include:
  • What can the business do for me?
  • What are the opportunities to expand my role/responsibilities?
  • What are the training and development opportunities available?
  • Where does the business see itself in the future?
  • What pressures is the business currently facing?