Whether you’re an expert hiring manager or interviewing your first ministry candidate, having a list of prepared questions to ask applicants in an interview can help you decide between a good candidate and a great candidate.

Whether you’re an expert hiring manager or interviewing your first ministry candidate, having a list of prepared questions to ask applicants in an interview can help you decide between a good candidate and a great candidate.

Below are some helpful interview questions to ask your candidates during the interview process!

Open-ended Questions:

• “Tell me about your most recent work experience. How has your last job experience shaped you and your skill sets?”
• “Why are you seeking a new role at this time and what are you looking for in your next career opportunity?”
• “What about our organization and its mission is most attractive to you?”

Asking open-ended questions to start the interview allows you to learn about the candidate’s desired role and career goals. These type of questions also help you get a sense for how the candidate communicates and his or her personality.

Behavioral Questions:

• “Tell me about a time when you made a mistake at work. What did you do, and what did you learn?”
• “Tell me about a work accomplishment you’re proud of? How did you achieve it and why is that accomplishment important to you?”
• “Tell me about how you work under pressure? How do you stay organized amidst competing priorities?”

Behavioral questions are designed to learn how a candidate would respond to specific workplace situations and how they may strategically solve problems to achieve a successful outcome.

Career Development Questions:

• “What are your career goals? How does this position fit in with your long-term vision?”
• “How would this position need to stay the same or change to be a long-term match for you?”
• “Which responsibilities are you the least excited about? Are there any elements of the job that you feel you would need additional help or training to accomplish?”

Career development questions relating to a candidate’s goals are great as they will give you an idea of how ambitious the candidate is. It also lets you know whether or not your organization will be able to offer the candidate the things they want in the long term.

Closing Question:

• “Thank you so very much for your time today. It was such a pleasure to learn more about your experience and career interests. What questions can I answer for you at this time?”

Always leave the candidate with a positive and upbeat impression of your organization. Be positive, smile, listen to them, and try to make a real connection with the candidate. The more the candidate trusts you, the more they will share which will allow you to make the most educated decision about their fit in this role.