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Home arrow Management arrow 96 great interview questions to ask before you hire

A short course of lectures
«96 great interview questions to ask before you hire»





Bonus Question: How would you grade yourself in terms of face-to-face communication, especially in terms of negotiation or confrontation? Do you consider that a strength or an area for personal development?How important is the base salary component to you? Would you prefer a straight commission if it offered you the potential for an additional 35 percent in aggregate earnings over the base salary?I: Our History/Who We Are/Why Work at XYZ?Can you tell me about your understanding of the job you're applying for?What would be your next logical move in progression at your present company?II: The Hiring ProcessCan you distinguish between your vertical progression through the ranks at your last/present company and your lateral assumption of broader responsibilities?Tell me about the last time you inherited a problem unit—one suffering from poor productivity or low morale. What was the scope of the problem, and how were your direct reports affected?Does this person ever delay the inevitable in terms of disciplining or dismissing employees?On a scale of 1 to 10 (10 being you're really excited about accepting our offer, 1 being there's no interest), where do you stand?Social Networks as a Form of Background ScreeningHigh-Performance Questioning Techniques for a Competitive Business EnvironmentThe ''First Impression'' OpenerHow would you grade this candidate's capacity for analytical thinking and problem solving?Behavioral Interview QuestionsAchievement-Anchored Questions: Measuring Individuals' Awareness of Their AccomplishmentsAllowable Preemployment Queries Under the ADASome OptionsWhat qualifications do you have beyond academics that qualify you to make a successful transition into business?Putting Candidates at Ease and Building RapportReference-Checking Scenarios: Senior Management CandidatesWhat do you know about our company? Tell me about your greatest strength. What's the greatest asset you'll bring to our company?What was your favorite position, and what role did your boss play in making it so unique?Can you comment on this person's ability to accept constructive criticism?What would your current supervisors say makes you most valuable to them?FCRA Disclosure RulesCan you describe how you've progressed through the ranks and landed in your current position at ABC Company?If we were to make you an offer, tell me ideally when you'd like to start. How much notice would you need to give your present employer?SELECTING CANDIDATES AND MAKING THE OFFERHow would you grade this candidate's listening skills? Inappropriate Question 6: ''Are you disabled? Do you have any previous major medical problems? Have you ever filed for workers' compensation? How many days were you sick last year? Do you have AIDS? What prescription drugs are you currently taking? Have you ever been treated for alcoholism or mental health problems?''What's changed since the last time we spoke? Does the candidate stay open to all sides of an argument before reaching a decision, or does he get personally involved in conflicts?How does your position relate to the overall goals of your department or company?How do you define your closing style? Making the Offer and Closing the Deal: Questions to Ensure That Candidates Accept Your Job OffersHow many hours a week do you find it necessary to work in order to get your job done?Getting Real Information from Reference ChecksPreempting the Counteroffer: Steering Candidates Clear of TemptationKEY INTERVIEWING, REFERENCE-CHECKING, AND RECRUITMENT ISSUESIII: Starting Salaries and Performance ReviewsThat Initial QuestionThe College Campus RecruitHow to Get Employers to Open Up to You During the Reference-Checking ProcessINTERVIEW QUESTIONS TO IDENTIFY HIGH-PERFORMANCE CANDIDATESA Final TipWhat kind of mentoring and training style do you have? Do you naturally delegate responsibilities, or do you expect your direct reports to come to you for added responsibilities?Tell me again: Why do you feel the position you're applying for meets your career needs or why is working for our company so important for you?If you had to choose among three factors—(1) the company, (2) the position you're applying for, or (3) the people you'd be working with—which would you say plays the most significant role in your decision to accept our offer?How many people survived the cut? Millennials—The Future Generation of Your WorkforceIV: BenefitsPlease grade the individual's capacity for initiative and taking action. Does this person have a tendency to get bogged down in ''analysis paralysis''?Inappropriate Question 2: ''How old are you? What year were you born? When did you graduate from high school?''The SolutionInappropriate Question 10: ''Who is the nearest relative we should contact in case of an emergency?''Did you create a culture of open information sharing and increased accountability by giving responsibility to your subordinates, or did you focus more on establishing their parameters and controlling the decision-making process?Paint a picture of the corporate culture you'll create if we hire you. Do you operate under a more centralized and paternalistic agenda with power centralized in the hands of a few, or do you constantly push responsibility and accountability down the line?With no undue flattery, if you will, grade me on how well I'm conducting this interview: What can you tell me about my sales and management style on the basis of the questions I'm asking you?How have you had to reinvent or redefine your job to meet your company's changing needs? What proactive steps did you have to take to increase the output of your position?Inappropriate Question 3: ''Where were you born? Are you a U.S. citizen? Where did you learn to speak Spanish?''What aspects of your job do you consider most crucial? Success ProfileRecruitment Option 5: Outplacement Firms' Job Development DepartmentsLegal ComplianceSenior Management Evaluations: Leaders, Mentors, and Effective Decision MakersI see you've had a tango or two at the Job Hoppers' Ball. Let's discuss how you plan on building your resume from a longevity standpoint.Reference-Checking Scenarios: Professional/ Technical CandidatesHolistic Interview Queries: Challenging Candidates to Assess ThemselvesInappropriate Question 8: ''What kind of discharge did you get from the military?''How do you rank competitively among other account executives in terms of your production?Pressure Cooker Interview Questions: Assessing Grace Under FireRole-play with me, if you will, presenting yourself to me over the phone as if you were a headhunter. Can you convince me that this "product" you're selling is worth my time?Civil Records ChecksReinventing Your Company's Employment ApplicationWhat would have to change at your present position for you to continue working there?What has been your most creative achievement at work? Is it this person's natural inclination to report to someone else for sign-off, or does the candidate operate better with independent responsibility and authority?Tell me about your quality ratios: How many prospects do you typically see before closing a sale?Company and Job InformationWhat was the most difficult ethical decision you've ever had to make in your career or during your education, and what was the outcome?How structured an environment would you say this individual needs to reach her maximum potential?How much does production vary from desk to desk in your office?In hindsight, how could you have improved your performance at your last position?Do you think your grades are a good indicator of your ability to succeed in business?Does this individual need close supervision to excel, or does she take more of an autonomous, independent approach to her work?Where do you see yourself in five years? How does the candidate handle interruptions, breaks in routine, and last-minute changes?Telephone Screening Interviews: Formats and Follow-Ups for Swift Information GatheringV: For More InformationAbout the AuthorRecruitment Option 2: Retained Search Firms, or "Headhunters"What does growth mean to you?Can you give me an example of your ability to facilitate progressive change within your organization?How would you describe the amount of structure, direction, and feedback you need in order to excel?Recruitment Option 3: The Blended "Con-Tainer" ArrangementCan you address the candidate's ability to cope with the significant pressures associated with senior management?What have you done to reduce your department's operational costs or to save time?For Openers: Five Traditional Interview Questions and Their InterpretationsWhat makes you stand out among your peers? Tell me about the last time you failed to meet quota. How many times did that happen over the past year, and what plan of action did you take to get back on track?Maximizing Your Recruitment ResourcesHow does this individual approach taking action without getting prior approval?What have you done in your present/last position to increase your organization's top-line revenues?Caveats and Red FlagsThe Piece de ResistanceAssessment of Candidate's NeedsHow many employees were laid off simultaneously? What other types of positions and companies are you considering right now?Why did you choose your [college/major]? Office SettingThe Sales Interview: Differentiating Among Top Producers, Rebel Producers, and Those Who Struggle to the MinimumsWhy do you want to work here? Where do you disagree with your boss most often? How did you handle the last time she or he was wrong and you were right?How global a perspective does this candidate have? Do you see him eventually making the transition from a tactical and operational career path to the strategic level necessary for a career in senior management?Inappropriate Question 9: ''Have you ever declared bankruptcy or had your wages garnished?''Generic Interview Questions Known to Challenge Candidates in the Final Rounds of HireWhat's your greatest weakness?FCRA Adverse Action RulesHow have you added value to your job over time? How do you typically stay in the information loop and monitor your staff's performance?Recruitment Option 1: Contingency Search FirmsBonus Question: Where do you relate best: up one level, down one level, or with peers?Recruitment Option 4: Research FirmsHow effective is this person at orchestrating a corporate ensemble of functional areas?Inappropriate Question 7: ''Have you ever been arrested?''How would you grade the candidate's commitment to project completion?Can you share with me what final questions I can answer to help you come to an informed career decision?Inappropriate Question 5: ''Would your religion prevent you from working weekends?''Background ChecksStaying Within the Law: Interview Questions to Avoid at All Costs!Who is your typical reading audience when you're writing something and what level of language do you use?Every company has its own quirks—its ''dysfunctionality quotient,'' so to speak. How dysfunctional was your last company, and how much tolerance do you have for dealing with a company's shortcomings and inconsistencies?In terms of this individual's energy level, how would you grade his capacity for hustle?How would you describe ''professional behavior'' in the workplace?How effective is the candidate at delivering bad news? Will the person typically assume responsibility for things gone wrong?What are the two most common objections you face, and how do you deal with them?What will you do differently at your present company if you don't get this position?What area of your skills do you need to improve upon in the next year?At what dollar level would you accept our job offer, and at what dollar level would you reject it?How much do outside influences play a role in this individual's job performance?Likability Equals Compatibility: Matching Candidates' Personalities to Your Organization's Corporate CultureDoes this individual typically adhere strictly to job duties, or does he assume responsibilities beyond the basic, written job description?Inappropriate Question 4: ''Are you married? Are you planning on having children in the next few years? Can you make adequate provisions for child care?''AcknowledgmentsIs this candidate's management style more autocratic and paternalistic or is it geared toward a more participative and consensus-building approach?How do you typically confront subordinates when results are unacceptable?If you were to accept this position with us today, how would you explain that to a prospective employer five years from now? How would this job provide a link in your future career progression?All salespeople need to find equilibrium between (a) high-volume production numbers and (b) quality. Which philosophy drives your sales style more?How would your supervisor grade your ability to cope with last-minute change without breaking stride?Tell me about the counteroffer they'll make you once you give notice. If you gave notice right now, what would your boss say to keep you?Questions About Career StabilityIs this individual inclined to maintain smooth and amicable relations at all costs, or is she more likely to show her teeth when faced with adversity?Searching for Patterns of Progression Through the RanksWould you consider this individual more of a task-oriented or a project-oriented worker?How many waves of layoffs did you survive before you were let go yourself?After so many years in the business, is this candidate still on a career track for which she can sustain enthusiasm?What was your least favorite position? What role did your boss play in your career at that point?How do you approach your work from the standpoint of balancing your career with your personal life?How Is This Book Structured?In terms of managing your staff, do you "expect" more than you "inspect," or vice versa?Tell me about your last performance appraisal. In which area were you most disappointed?Best Practices in Recruitment and SelectionInterviewer's Checklist: The 96 QuestionsHow does your degree prepare you (a) for a career in [industry] or (b) to excel as a [job title]?What are the broad responsibilities of a [job title]? What can you do for us if we hire you, and when should we expect to see concrete results?Reference-Checking Scenarios: Administrative Support Staff
 
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