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10 Interview Questions to Ask Service Tech Candidates

The whole point of an interview is to find out if a candidate fits the job and your company. In this article we will talk about the questions that will find out who the right fit is for your company.
SAWIN Pro Field Service Management Interviewing Service Job Candidates
Learn our top 10 Interview questions to make sure you have the right fit for the job:

1. Why are you the best person for this job?

This is an excellent question that you can use to begin the interview. It will help you find out how much time the candidate spent reviewing your business.
Additionally, this question allows the candidate to highlight their values and past accomplishments. You might hear about their dedication to showing up on time every day or how they have led an efficient team in the past.
You will be able to tell a lot about their energy and experience based on their answer.

2. What was one of your favorite jobs and why?

Candidates will be able to reveal what motivates them through this question. They may indicate that they value autonomy and can handle responsibility by describing a position where they were responsible for their own crew.
Possibly their favorite task involved working alone to avoid customer interaction, and the position you’re looking to fill requires a lot of customer face time. That might be a red flag.
When the response is minimal, don’t be afraid to dig a little deeper. If they have any experience dealing with customers, ask them why they feel they did such a good job leading that crew.

3. What has your typical role on a team been?

This question will let you know how previous employers viewed the interviewee as well as how the candidate may interact with fellow employees and customers.
Do they have any responsibility for projects, or do they always play a supportive role?

4. How would your colleagues describe you?

This will help you gain a deeper understanding of their self-perception as well as their ability to work as a team.
What is their reputation? Are they the quiet one, goofballs, communicators, workaholics, or something else?
If the answer does not align with the desirable personality traits you are seeking, make sure to develop and refer to your ideal candidate personas.
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5. Tell me about a time where you experienced great customer service and horrible customer service.

The ideal candidate should have a strong understanding of what constitutes good and bad customer service. Here’s your chance to find out.
You’ll get a clear picture of what candidate’s value in these important interactions whether they describe a time they provided great customer service or were on the receiving end.
The answer to this question will tell you if the candidate’s own standards match your expectations.

6. What motivates you to work?

A simple question, yet one that requires the interviewee to think deeply and often opens valuable discussions about what motivates them internally.
It can convey a lack of exceptional ability if they only answer at the surface level with something like “I relish challenges”.
In order to understand their motivations, you may need to probe further.

7. Name a work acomplishment that makes you proud?

By asking this line of interview questions, you’ll learn more about the job seeker and get a better sense of the types of work they’ve done previously and currently.
In addition, the interviewee gets a chance to display some of their strongest qualities and leadership skills.

8. What would you need from the company to make sure you’re delivering quality work and making out customers happy?

During a job interview, you typically look for someone who will fit your company’s culture. This question will not only help you find out if the candidate is a good fit for you but the candidate can also find out if your company is a good fit for them.
Depending on their past experiences, your candidate may tell you they want to be paid on time. Perhaps they value effective internal communication, such as receiving reasonable notice when a job is newly scheduled or cancelled.
In addition to making your employees happier, understanding what they value will improve your leadership and retention.

9. Speak about some of your coworker relationships.

Teams are made up of different personalities. Using this line of interview questioning will give you insight into how the interviewee interacts with others and whether he or she will be a successful employee.

10. If there’s one reason I shouldn’t hire you, what would it be?

Despite the fact that this question may seem confrontational, consider it another way of asking “what is your greatest weakness?” It might surprise you how much candidates reveal about their challenges at work. It’s an opportunity for them to demonstrate how they are overcoming any shortcomings.
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