The interview process is a two-way street. While you’re assessing a candidate’s skills and experience, they’re also evaluating your dealership as a potential employer. The questions they ask can reveal a lot about their priorities, their research, and how well they might fit into your team.
Being prepared to answer those questions thoughtfully and confidently can make a positive impression with candidates and help you attract top talent in today’s competitive market.
Understanding the "why" behind the questions
There are various reasons why candidates ask questions during the interview process:
- Clarity: They might need more details about the role, responsibilities, or expectations.
- Culture: They’re trying to get a feel for your dealership’s work environment, values, and leadership style.
- Growth: Ambitious candidates are curious about career progression opportunities and how your dealership supports employee development.
- Work-life balance: With increasing emphasis on wellbeing, candidates want to know about flexible work arrangements, overtime policies, and the dealership’s commitment to a healthy work-life balance.
- Insight: Some candidates will ask deeper questions that demonstrate their research and critical thinking skills. They might inquire about your dealership’s challenges, its approach to innovation, or its plans for the future.
Strategies for stellar answers
Here’s how to handle candidate questions like a pro:
- Be prepared: Before the interview, review the job description, research your dealership, and anticipate potential questions. Have thoughtful answers ready to demonstrate your professionalism and engagement.
- Honesty is key: Candidates appreciate authenticity. Provide honest and straightforward answers, even if they’re not always what the candidate wants to hear. If there are areas for improvement within your dealership, acknowledge them and discuss how you’re addressing them.
- Get specific: Avoid vague or generic responses and use concrete examples and data to support your answers. For instance, if asked about training opportunities, mention specific programs, partnerships with manufacturers, or apprenticeships offered.
- Tailor your responses: Connect your answers to the candidate’s experience and interests. If they express a desire for growth, highlight opportunities for advancement within your dealership or the broader industry.
- Promote your dealership: Use questions as a chance to showcase the positive aspects of your workplace culture, values, and employee benefits. If they ask about work-life balance, mention initiatives like early finishes on Fridays or flexible work arrangements.
- End on a high note: Encourage the candidate to ask any remaining questions and reiterate your enthusiasm for their application. Leave them with a positive impression of your dealership and the opportunity.
Example questions and answers
Here are a few examples of common questions and how you could answer them effectively:
- “Can you describe a typical day in this role?”
“While every day is different, a Service Technician can expect to…”
(Outline the core responsibilities and highlight the variety and challenges involved.) - “What are the dealership’s core values?”
“Our core values are [list values]. We demonstrate these by…”
(Provide specific examples of how these values are reflected in the workplace culture and employee interactions.) - “What opportunities are there for professional development?”
“We’re committed to investing in our employees’ growth. We offer…”
(Detail what training programs, manufacturer partnerships or opportunities for mentorship and apprenticeships are available in your dealership.) - “How does the dealership promote work-life balance?”
“We understand the importance of work-life balance. We offer…”
(Highlight initiatives like flexible work arrangements, generous leave policies, or employee wellness programs.) - “I read that you’re expanding into new markets. What are the biggest challenges you face?”
“That’s a great question! Our expansion has presented some exciting challenges, such as…”
(Discuss challenges honestly, but also emphasise the positive aspects and how you’re overcoming them.)
Researching the candidate
Taking the time to research the candidate beforehand can help you tailor your responses and demonstrate your interest. Review their resume, LinkedIn profile, and any online portfolios or websites they might have. This preparation can help you connect with the candidate on a more personal level and show that you value their individual skills and experience.
Creating a positive candidate experience
The interview is an opportunity to showcase your dealership as a desirable employer.
- Respect their time: Start and end the interview punctually.
- Create a welcoming environment: Offer refreshments and ensure the interview space is comfortable and professional.
- Be engaging and enthusiastic: Show genuine interest in the candidate and their qualifications.
- Communicate clearly: Keep them informed about the hiring process and next steps.
- Maintain professionalism: Avoid any behaviour that could be perceived as discriminatory or disrespectful.
The takeaway
By being prepared, honest, and engaging, you can turn the Q&A section of the interview into a positive experience for both you and the candidate. Remember, it’s a two-way street. You’re assessing them, but they’re also assessing you. Make sure you leave a lasting impression that showcases your dealership as a great place to work.
Teamrecruit is Australia’s most established recruitment agency specialising in truck, earthmoving and agricultural machinery dealerships in Australia, New Zealand, the South Pacific and Southeast Asia. Find out more about Teamrecruit and how we support employers and candidates in the dealership industry.
