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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»





Inappropriate Question 2: ''How old are you? What year were you born? When did you graduate from high school?''Can you tell me about your understanding of the job you're applying for?How many people survived the cut? AcknowledgmentsIn terms of this individual's energy level, how would you grade his capacity for hustle?Inappropriate Question 5: ''Would your religion prevent you from working weekends?''III: Starting Salaries and Performance ReviewsHow many employees were laid off simultaneously? What aspects of your job do you consider most crucial? How many hours a week do you find it necessary to work in order to get your job done?How many waves of layoffs did you survive before you were let go yourself?Civil Records ChecksDoes this individual need close supervision to excel, or does she take more of an autonomous, independent approach to her work?What would have to change at your present position for you to continue working there?What are the two most common objections you face, and how do you deal with them?What can you do for us if we hire you, and when should we expect to see concrete results?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?Some OptionsKEY INTERVIEWING, REFERENCE-CHECKING, AND RECRUITMENT ISSUESOn 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?Does the candidate stay open to all sides of an argument before reaching a decision, or does he get personally involved in conflicts?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?''Tell me about your quality ratios: How many prospects do you typically see before closing a sale?Recruitment Option 1: Contingency Search FirmsMillennials—The Future Generation of Your WorkforceHow would you grade the candidate's commitment to project completion?Best Practices in Recruitment and SelectionRecruitment Option 4: Research FirmsReference-Checking Scenarios: Senior Management CandidatesWhat was your least favorite position? What role did your boss play in your career at that point?In hindsight, how could you have improved your performance at your last position?Putting Candidates at Ease and Building RapportMaximizing Your Recruitment ResourcesHow do you define your closing style? What are the broad responsibilities of a [job title]? Pressure Cooker Interview Questions: Assessing Grace Under FireWhat makes you stand out among your peers? 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?After so many years in the business, is this candidate still on a career track for which she can sustain enthusiasm?That Initial QuestionHow would you grade this candidate's capacity for analytical thinking and problem solving?How effective is this person at orchestrating a corporate ensemble of functional areas?Company and Job InformationAll salespeople need to find equilibrium between (a) high-volume production numbers and (b) quality. Which philosophy drives your sales style more?Staying Within the Law: Interview Questions to Avoid at All Costs!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?What have you done to reduce your department's operational costs or to save time?Reinventing Your Company's Employment ApplicationHow does your degree prepare you (a) for a career in [industry] or (b) to excel as a [job title]?Reference-Checking Scenarios: Administrative Support StaffHow does your position relate to the overall goals of your department or company?Recruitment Option 5: Outplacement Firms' Job Development DepartmentsQuestions About Career StabilityWhat was your favorite position, and what role did your boss play in making it so unique?Inappropriate Question 7: ''Have you ever been arrested?''Tell me about your greatest strength. What's the greatest asset you'll bring to our company?About the AuthorWhy do you want to work here? How have you added value to your job over time? A Final TipBonus 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?Is 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?Please grade the individual's capacity for initiative and taking action. Does this person have a tendency to get bogged down in ''analysis paralysis''?How effective is the candidate at delivering bad news? Will the person typically assume responsibility for things gone wrong?Office SettingHow structured an environment would you say this individual needs to reach her maximum potential?Reference-Checking Scenarios: Professional/ Technical CandidatesIs 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?How do you typically stay in the information loop and monitor your staff's performance?Behavioral Interview QuestionsTell 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?Bonus Question: Where do you relate best: up one level, down one level, or with peers?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?Success ProfileWho is your typical reading audience when you're writing something and what level of language do you use?Caveats and Red FlagsHow 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?How Is This Book Structured?The SolutionI: Our History/Who We Are/Why Work at XYZ?How does this individual approach taking action without getting prior approval?How to Get Employers to Open Up to You During the Reference-Checking ProcessWhat's changed since the last time we spoke? Assessment of Candidate's NeedsWhat qualifications do you have beyond academics that qualify you to make a successful transition into business?Inappropriate Question 8: ''What kind of discharge did you get from the military?''FCRA Adverse Action RulesV: For More InformationIf 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?Inappropriate Question 3: ''Where were you born? Are you a U.S. citizen? Where did you learn to speak Spanish?''Role-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?What has been your most creative achievement at work? Why did you choose your [college/major]? Recruitment Option 2: Retained Search Firms, or "Headhunters"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?Does this person ever delay the inevitable in terms of disciplining or dismissing employees?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?I 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.FCRA Disclosure RulesCan you share with me what final questions I can answer to help you come to an informed career decision?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?Can you give me an example of your ability to facilitate progressive change within your organization?Legal ComplianceIs this candidate's management style more autocratic and paternalistic or is it geared toward a more participative and consensus-building approach?The ''First Impression'' OpenerTell 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?INTERVIEW QUESTIONS TO IDENTIFY HIGH-PERFORMANCE CANDIDATESIn terms of managing your staff, do you "expect" more than you "inspect," or vice versa?Getting Real Information from Reference ChecksHow do you typically confront subordinates when results are unacceptable?What would be your next logical move in progression at your present company?How would you describe the amount of structure, direction, and feedback you need in order to excel?How do you rank competitively among other account executives in terms of your production?Does this individual typically adhere strictly to job duties, or does he assume responsibilities beyond the basic, written job description?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?What have you done in your present/last position to increase your organization's top-line revenues?The Sales Interview: Differentiating Among Top Producers, Rebel Producers, and Those Who Struggle to the MinimumsTell 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?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?Likability Equals Compatibility: Matching Candidates' Personalities to Your Organization's Corporate CultureWhat 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?Generic Interview Questions Known to Challenge Candidates in the Final Rounds of HireHow would you describe ''professional behavior'' in the workplace?What do you know about our company? SELECTING CANDIDATES AND MAKING THE OFFERFor Openers: Five Traditional Interview Questions and Their InterpretationsSocial Networks as a Form of Background ScreeningRecruitment Option 3: The Blended "Con-Tainer" ArrangementWhat would your current supervisors say makes you most valuable to them?Tell me about your last performance appraisal. In which area were you most disappointed?Achievement-Anchored Questions: Measuring Individuals' Awareness of Their AccomplishmentsMaking the Offer and Closing the Deal: Questions to Ensure That Candidates Accept Your Job OffersHow would your supervisor grade your ability to cope with last-minute change without breaking stride?What does growth mean to you?Can you distinguish between your vertical progression through the ranks at your last/present company and your lateral assumption of broader responsibilities?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?What was the most difficult ethical decision you've ever had to make in your career or during your education, and what was the outcome?The College Campus RecruitHigh-Performance Questioning Techniques for a Competitive Business EnvironmentPreempting the Counteroffer: Steering Candidates Clear of TemptationWhere do you see yourself in five years? Senior Management Evaluations: Leaders, Mentors, and Effective Decision MakersHow much do outside influences play a role in this individual's job performance?Do you think your grades are a good indicator of your ability to succeed in business?Can you describe how you've progressed through the ranks and landed in your current position at ABC Company?What's your greatest weakness?How much does production vary from desk to desk in your office?Holistic Interview Queries: Challenging Candidates to Assess ThemselvesWhat area of your skills do you need to improve upon in the next year?Inappropriate Question 10: ''Who is the nearest relative we should contact in case of an emergency?''At what dollar level would you accept our job offer, and at what dollar level would you reject it?Would you consider this individual more of a task-oriented or a project-oriented worker?Background ChecksWhat other types of positions and companies are you considering right now?How do you approach your work from the standpoint of balancing your career with your personal life?How would you grade this candidate's listening skills? Telephone Screening Interviews: Formats and Follow-Ups for Swift Information GatheringCan you address the candidate's ability to cope with the significant pressures associated with senior management?Inappropriate Question 9: ''Have you ever declared bankruptcy or had your wages garnished?''Searching for Patterns of Progression Through the RanksIV: BenefitsAllowable Preemployment Queries Under the ADAHow does the candidate handle interruptions, breaks in routine, and last-minute changes?The Piece de ResistanceInappropriate 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?''II: The Hiring ProcessInterviewer's Checklist: The 96 QuestionsCan you comment on this person's ability to accept constructive criticism?What will you do differently at your present company if you don't get this position?
 
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