10 good part-time interview questions
- What days and times are you available to work?
- This position involves occasionally working in different shifts (e.g. night or weekend shifts.) What’s your availability and how flexible are you?
- Given the opportunity, would you be interested in working full-time in the future?
- Why did you apply for this job? What do you expect to gain from this experience?
- What are your long-term career goals and how do you plan to achieve them?
- What would you do if your shift ended and your colleague who works the next shift hadn’t arrived yet?
- What would you do if you found a pile of Post-it notes or emails with unfinished tasks from a colleague who worked the previous shift?
- How do you handle stress? (e.g. managing multiple clients at the same time) Explain how you’d react to a stressful situation, using examples from your work experience.
- How do you think people discover our brand?
- How would you rate your ability to use technology for tasks?
Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.
1. What days and times are you available to work?
Understanding a candidate’s availability helps in scheduling and ensures that they can fulfill the role’s requirements.
“I am available on weekdays, specifically on Mondays, Wednesdays, and Fridays from 9 am to 2 pm.”
2. This position involves occasionally working in different shifts (e.g. night or weekend shifts.) What’s your availability and how flexible are you?
This question gauges a candidate’s flexibility and willingness to adapt to varying schedules.
“I am open to working different shifts as needed, including weekends. I prefer to have advance notice to make necessary arrangements.”
3. Given the opportunity, would you be interested in working full-time in the future?
This helps determine if the candidate sees the role as a temporary position or is open to long-term opportunities.
“Yes, I am open to transitioning to a full-time role if the opportunity arises and it aligns with my career goals.”
4. Why did you apply for this job? What do you expect to gain from this experience?
This question assesses the candidate’s motivation and what they hope to achieve in the role.
“I applied because I believe in the company’s mission and feel that this role aligns with my skills. I hope to gain hands-on experience and contribute to the team.”
5. What are your long-term career goals and how do you plan to achieve them?
Understanding a candidate’s future aspirations can help determine if the role and company align with their career trajectory.
“I aim to move into a managerial role in the next five years. I believe this part-time position will provide me with the foundational skills needed to achieve that.”
6. What would you do if your shift ended and your colleague who works the next shift hadn’t arrived yet?
This question tests the candidate’s sense of responsibility and problem-solving skills.
“I would inform my supervisor and offer to stay until my colleague arrives or until alternative arrangements are made.”
7. What would you do if you found a pile of Post-it notes or emails with unfinished tasks from a colleague who worked the previous shift?
This gauges the candidate’s initiative and teamwork.
“I would prioritize the tasks and ensure they are completed. If I had questions, I’d reach out to the colleague for clarification.”
8. How do you handle stress? (e.g. managing multiple clients at the same time) Explain how you’d react to a stressful situation, using examples from your work experience.
This question assesses the candidate’s stress management and coping mechanisms.
“I prioritize tasks and take breaks when needed. Once, when faced with multiple deadlines, I created a detailed schedule and successfully managed my time to meet all of them.”
9. How do you think people discover our brand?
This question tests the candidate’s knowledge about the company and its presence in the market.
“I believe people discover the brand through social media campaigns, word of mouth, and online reviews.”
10. How would you rate your ability to use technology for tasks?
Understanding the candidate’s tech-savviness can be crucial for roles that require digital tools.
“I am comfortable using various digital tools and software. I’ve used [specific software] in my previous roles and am quick to adapt to new technologies.”
What does a good part-time candidate look like?
A strong part-time candidate is flexible, committed, and aligns with the company’s values. They should be open to learning, adaptable to varying schedules, and possess the skills necessary for the role.
What you should know before hiring part-time employees
Part-time employment usually refers to working less than 40 hours per week. Consider hiring part-time employees to:
- Address seasonal needs and peak demand (e.g. holiday season in retail)
- Determine whether an employee is a good fit before offering full-time employment
- Cover various shifts throughout the day
- Get help for specific projects
To attract the right candidates, make sure to clearly advertise that you’re looking for part-time employees. You could also include knockout questions, either on your job application forms or during screening calls, to avoid dealbreakers later in the hiring process.
How to interview candidates for part-time positions
- Understand local labor laws governing part-time employment. Depending on where you operate, you might have different legal obligations for full-time and part-time workers. During interviews, be prepared to explain to candidates working schedules, contract terms, wages, bonuses and benefits.
- Avoid interview questions that could raise legal risks. Asking “Do you have family commitments that prohibit you from taking a full-time job?” might make parents feel uncomfortable if they have to explain their family commitments. Instead, mention your available shifts and ask candidates whether this schedule would work for them. Read this list of illegal interview questions to make sure your interviews are legally sound.
- Stick to job-related criteria. Part-time employees are classified as part-time for a reason: they shouldn’t be expected to work at a full-time level. Evaluate candidates using structured techniques (e.g. situational interview questions and skills assessment tests) to determine whether they’re qualified for the role.
- They’re not available to work different shifts. For certain industries and roles, it’s important to be flexible. For example, salespeople in retail stores should be available to take on their colleagues’ shifts when needed or work different schedules during peak seasons. If candidates have commitments that create scheduling conflicts, they mightn’t be a good fit for these types of roles.
- They prefer full-time employment but you only offer part-time jobs. Some candidates see part-time jobs as stepping stones to full-time positions. If you want to retain employees in the long-run and you don’t have opportunities for full-time jobs, be transparent. Hire people who prefer to work part-time, not full-time.
- They are not a culture fit. Part-time employees don’t just fill gaps – they take on important projects and achieve results. Hire people who understand your mission, want to contribute to your company’s successes and are good culture fits.