Must-Ask Questions for Light Industrial Interviews

As you work to recruit the best light industrial candidates, it’s important to be prepared for a rigorous round of screenings and interviews before making the right choice. You’re preparing to interview a few candidates who look great on paper – lots of experience, the right attitudes about the industry and a career path that could easily land them in your plant.

How do you make sure they fit? How can you tell if they REALLY know their stuff or if they’ve just been fortunate in the workforce? How will you set one apart from the select few? Everything about recruitment begins and ends with fantastic interview questions. Pressure’s on, right?!

Well, it doesn’t have to be. Your goal is to determine whether your candidate has the goods? Compartmentalize your interview into the most important skills, and target each skill separately as a benchmark for your interviewee’s proficiency. Using this method, you bypass the clutter and dig into the heart of why you’ve both chosen to meet. Consider these as a guide and feel free to add your own for the perfect arsenal of interview questions for light industrial jobs:

Want to measure your candidate’s problem-solving skills?

“Give me an example of a time you were left to independently solve a big problem. How did you feel? What did you do?”

Here you’re getting a concrete example from your candidate. Examples and anecdotes are the best way to gauge a candidate’s understanding, attitude and values. Also, this will give you an idea of the types of situations your candidate would identify as a “big problem.”

Gauge your candidate’s regard for safety.

“What do you do every day to contribute to the safety of yourself and your colleagues on the floor?”

This question is open-ended while asking for an action answer. Your candidates will have the flexibility to speak to situations and attitudes that matter most to them while still giving the details you need to gauge their readiness. Look for answers that speak to initiative, quality assurance and natural leadership as well as the policies and practices needed for the specific job at hand.

Clarity under stress.

“This industry can be stressful. What are your strategies for working well under pressure?”

This question requires the candidate to think critically and will reveal a great deal about their maturity. A candidate who asserts there is no stress involved with the job is trying to say the right things. Look instead for a candidate who has a strategic plan and the ability to be flexible and keep a finger on the pulse of production.

Willingness to collaborate.

“How do you handle working closely with a colleague you don’t see eye-to-eye with?”

You’re able to identify pain points for your candidate and mentally place them among the best possible teammates if hired. You’ll learn what types of people or personalities will trigger the candidate’s frustrations as well as how collaborative they are by nature. Most of all, you’ll better understand whether your candidate is strategic in solving problems independently or whether they will require mediation to resolve issues.

Just as these are not the only four skills you’ll seek in your light industrial job candidate, these are not the only four questions you should ask in an interview. However, you can create a reliable go-to list that allows your candidate to speak to the skills that matter most.

For more interview tips or to work alongside Malone Staffing Solutions to recruit top talent for your light industrial job, request an employee!

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