The Top 5 job interview question swaps that will help you hire better people!

Sally Dillon • October 4, 2022

The Top 5 job interview question swaps that will help you hire better people!

Are you struggling with your recruitment and finding the right person? Maybe it’s time to change up your stale interview questions. Try these 5 question swaps to help you hire better people.

 

Old - Why are you leaving your current job?

New - Why did you decide to apply for this position?

There are many reasons someone wants to leave a job and they may be afraid to tell you because it's for more money, they’re not feeling challenged or they don’t like their boss. All of these may be valid reasons but don’t always come off sounding good in a job interview context.  This question swap focuses on what someone’s motivation is to apply for the job you’re offering, rather than focusing on any negative or unhelpful assumptions about their current job. 

 

Old – What do you know about our company?

New – Why are you interested in working for our company?

This question focuses on the applicant’s motivation to specifically join your company rather than just rattling off a laundry list of things they have seen about your company on your website.  The answer should show that they have actually researched your company but is also making them think specifically about what they like about potentially working your company. Is it your culture, benefits, values or mission? If a candidate hasn’t done any research before attending the interview, I would suggest that you probe their motivation for the role and your company a bit further.

 

Old - What are your strengths? 

New - What are your top 2 achievements over past 2-3 years

This question swap should give you better insight into their skills and achievements in real life rather than saying a few buzz words such as ‘being honest, hardworking and reliable’ etc.

 

Old - What are your weaknesses?

New - What areas do you think you need to improve upon and what are you doing to address them?

People are reluctant to share their faults without having an opportunity to tell you how they are working to improve or better them. This question should show some insight into their skills and also motivation for their own self development. 

 

Old - What’s your current salary?

New - What salary are you seeking in your new role?

This question swap is critical before you get to offer stage. Where possible also build this question into your online screening or seek questionnaire. Just because someone was previously on $70k doesn’t mean that they’ll accept a salary of $72k, just because its higher than their last role. A candidate may feel that they are under-valued or under paid in their current role, may have gained additional skills and experience, or simply want to increase their income. While there may be some room for both parties to negotiate, you need to understand early on if your budget and the candidate’s expectations align. 


Takeaway

The competition for good employees is at an all time high, with people looking for more accountability and flexibility in their work as well as having more say in what they do and how they do it (think remote and hybrid working). 


The old interview questions or processes of the past wont get you the results you need right now. In addition to these question swaps, it's time to review your all your interview questions as well as your recruitment process to ensure that it is fast (because good candidates are being snapped up quickly) as well as being fit for purpose so your process for each role needs to be relevant for example:

  • Do you really need to do 5 reference checks or is 2 enough?
  • Are pre-employment medical checks relevant for low risk admin roles?
  • Do your interview questions reflect the current company culture as well as outlining the challenges (don't over sell your company culture if there are issues to be solved)
  • Are you getting to know the whole person in the interview, not just their qualifications.
  • Can you implement processes or systems to help you move the process through quicker?


Additional Help

If you need help reviewing, updating or even creating a new recruitment process, please make a time for us to chat - Book a Call!


AI and ChatGPT can't be your HR manager.
By Sally Dillon February 26, 2025
Can ChatGPT Replace HR? The Risks of AI-Generated HR Advice AI tools like ChatGPT are revolutionizing the workplace, but can they handle complex HR decisions, employee issues, or legal compliance? The short answer—not safely. Businesses that rely on AI for terminations, pay rates, workplace investigations, or employment contracts risk costly legal mistakes, financial penalties, and reputational damage. HR isn’t just about policies—it’s about human behavior, legal nuance, and ethical decision-making—things AI simply doesn’t understand. In this article, we explore real-world examples of AI-generated HR blunders and the hidden risks of trusting ChatGPT for critical people management decisions. Plus, we share insights on where AI can help—and where it absolutely shouldn’t. Read on to protect your business from HR disasters.
By Sally Dillon January 29, 2025
Introduction HR is one of the most misunderstood roles in business. Some believe HR exists to protect employees. Others think HR’s sole job is to defend the company. Both are wrong. And this misunderstanding is costing businesses money, trust, and talent. For over two decades, I’ve seen organisations sideline HR - treating them as a policy enforcer or an afterthought. The result? 🚨 Employees don’t trust HR. 🚨 Leaders fail to leverage HR strategically. 🚨 Businesses struggle with culture, retention, and performance. But here’s the truth: HR isn’t about sides. It’s about solutions. Great HR drives business outcomes by balancing people and performance. The question is: Are you using HR to its full potential? HR as a Strategic Powerhouse, Not Just a Policy Enforcer The best businesses don’t just "have" an HR department. They embed HR into leadership decisions. HR isn’t just about hiring, firing, and compliance - it’s about: ✅ Shaping culture and engagement (which directly impacts performance). ✅ Developing leadership capabilities (to create stronger teams). ✅ Driving strategic workforce planning (so you have the right people, in the right roles, at the right time). ✅ Maximising financial impact - because people are both your biggest cost and your greatest asset. If your HR function isn’t influencing leadership, growth, and profitability , you're leaving money on the table. HR as a Key Voice on Your Leadership Team Many leadership teams still treat HR as a support function rather than a core business driver. That’s a mistake. Your Chief People Officer (CPO) or HR Director should have the same level of influence as your CFO, COO, or Head of Sales. Why? Because your people strategy IS your business strategy. 🔹 You wouldn’t make financial decisions without consulting your CFO. 🔹 You wouldn’t make operational changes without your COO’s input. 🔹 So why make leadership and talent decisions without HR at the table ? And yet, in many businesses, HR reports to finance, operations, or admin - departments that have their own agenda when it comes to assessing people needs, budgets, and workforce requirements. HR should report directly to the CEO, or Business Owner to ensure people strategy is aligned with business strategy - not just budget constraints or operational efficiency. Because when HR is filtered through another department’s lens, critical workforce decisions become secondary to financial targets, logistical priorities, or admin processes. If your HR leader doesn’t report directly to the top, you may be unknowingly limiting their ability to drive real business outcomes. Are You Using HR to Its Full Potential? Take a moment and ask yourself: ❓ If you have an in-house HR team, are you using their skills and expertise across all areas of your business? Or are they stuck in admin-heavy tasks, when they could be driving strategic initiatives? ❓ If you’re a small or medium business and don’t have in-house HR, why haven’t you partnered with an external consultant? What’s stopping you from leveraging the expertise that could transform your business? In larger businesses, HR should go beyond just ‘HR.’ Under an expanded People & Culture framework, HR should oversee: ✔ Training & Development – ensuring leaders and employees are constantly upskilling. ✔ Work Health & Safety – making compliance, risk management, and employee wellbeing a priority. ✔ Recruitment & Talent Strategy – not just filling roles but attracting and retaining top performers. ✔ Major Projects & Change Management – ensuring workforce alignment with organisational shifts. In smaller businesses , these functions can be outsourced or strategically managed by an external HR consultant working directly with the business owner. This ensures a strong, aligned people strategy, while certain operational roles (finance, admin, or operations) may take on specific HR tasks - as long as they receive the right training, support, and strategic direction. HR isn’t just a department - it’s an investment in your business’s future. Whether in-house or external, make sure your HR function is working at a strategic level, not just buried in paperwork. HR’s Impact on the Bottom Line People aren’t just a cost centre - they are a profit driver. 📊 Labour is often one of the largest expenses in a business - so managing it strategically impacts profitability. 📊 Engaged employees are 23% more profitable , according to Gallup. 📊 Turnover costs 50-200% of an employee’s salary - losing top talent is expensive. When HR has a strategic voice in leadership , businesses see: ✔ Stronger alignment between business goals and people strategy. ✔ Faster, smarter hiring that supports growth. ✔ Better leadership development , reducing costly turnover. ✔ More effective workforce planning , so salaries, training, and hiring are investments—not wasted costs. Final Thought: HR is Not a Department - It’s a Business Growth Lever If your HR function feels like a compliance department , you’re doing it wrong. HR should be a leadership asset , helping your business make smarter, people-focused decisions. So, here’s my challenge to you: 📌 If you’re a CEO or MD - bring HR into the strategy conversation early and often. 📌 If you’re a leader - use HR as a coaching and development resource, not just a policy checker or problem fixer. 📌 If you’re in HR - push for a strategic role in leadership, not just operational support. Because when HR and leadership align , businesses don’t just succeed. They thrive. Want to Develop Stronger, More Strategic Leaders? If you’re serious about building leadership capability in your business, let’s talk. My Leadership Dynamics Accellerator Program helps CEOs, Business Owners, Leaders and HR teams create high-performing leaders who know how to balance people and performance. 📅 Book a free leadership triage call to see how we can help here . 🚀 Save your spot in our next Leadership Dynamics Accelerator Program here . 📩 Send us an email for more information here . Let’s build something stronger - together.
By Sally Dillon January 16, 2025
Introduction
By Sally Dillon October 4, 2024
Introduction
By Sally Dillon September 18, 2024
Introduction
More Posts

READY TO GET THINGS DONE?

Revolution Consulting Group is your Dedicated HR Partner

Share by: