3 Job Interview Questions to Ask Millennials

Hiring millennials? It's now more important than ever to update your interview questions accordingly. The 3 job interview questions to ask millennials are...

By 2020, the workforce will reflect a prominent presence of millennials. As companies go about hiring larger numbers of millennial candidates, it becomes important to update the job interview strategy accordingly. Millennials are an interesting type; in part about the selfies, in part about the selfless causes. What your millennial candidates are really looking for can be a challenging thing to unravel.

If you consider asking these three interview questions to your millennial candidates, you can attempt to gain some insight into their skills, expertise and career goals.


What do you like best about teamwork?

Most jobs today are collaborative (and customer-oriented) in nature. On the contrary, millennials are taking to all the anti-social (but selectively expressive) facets of social media. Asking the right questions related to teamwork will offer you some insight into how the Gen Y candidates look at the company’s goals—is the focus more on personal success or are they looking to build something worthwhile collaboratively? Finding candidates who will be a good fit for the team is very crucial.

Related: 9 Disruptive Ideas to Improve the Quality of Hire

A cause that you’re passionate about?

Almost as if to offset the anti-social bits, millennials today like to keep close to their heart a passion for a cause that counts. Initiate a discussion in the direction of where and how these candidates like to spend their free time—either in terms of volunteering activities or enterprises they’re looking to build to address some of the prevalent issues of everyday living. This, of course, leads into the next question on career goals.

Where do see yourself (in your career) one year from now?

Those questions about what the future looks like five or ten years down the line are of little relevance in this context. It’s important for you to know exactly what career path the candidate envisions for himself/herself and how s/he expects to grow. The aspirations and goals that the candidate elucidates will make for a key discussion point in the interview. Additionally, if you get a sense that the candidate is looking to move on from your company soon after a year, you can make sure you offer relevant opportunities within your own company to help retain talent.

Related: How to Retain Your Best Employees


There’s not much left of 2016 to go, and it’s now more urgent than ever to update the hiring process to address the millennials.

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