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Expect top candidates to relate their strengths to the description of the open job. For example, if communication, supervisory and computer skills are necessary, candidates should tell you when they used such skills, and should provide at least one specific example.
Suttle, Rick. 15 Questions You Would Ask a Prospective Job Applicant last modified June 29, 2018.
Savvy candidates will usually respond to this question by mentioning minor weaknesses. Give bonus points to anyone who is trying to improve a weakness, such as taking a presentation course to improve public speaking. Be wary of those who allude to their perfectionism everyone has weaknesses.
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Why should I hire you? is one of the best questions with which to end an interview. It gives candidates one last chance to sell themselves, to use their persuasive skills. Again, suitable responses should always relate back to the requirements of the job.
Expect the best candidates to have some well-planned questions for you, which indicates their interest in the job. These questions might be about projects, organizational structure or even how well you like working for the company. Answer candidates questions thoroughly, as you want the person you hire to know she made the best career choice.
Ask applicants how they handle pressure, which is an open-ended question versus just asking whether or not they can handle pressure. Pressure is part of every job, and you need to know how people cope with it. One appropriate response is that a candidate usually stays organized and plans ahead for additional tasks or projects.
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15 Questions You Would Ask a Prospective Job Applicant
Suttle, Rick. (2018, June 29). 15 Questions You Would Ask a Prospective Job Applicant.
If someone wants to work for your company, she will relate her short and long-term goals to the position you have available. An appropriate short-term goal might be learning all aspects of the job. The best long-term goal might be getting promoted to a higher-level position.
Asking candidates to describe themselves is an appropriate interview-opening question. Look for candidates to discuss their educational or work experience, especially as it relates to the position you have available.
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Asking about major accomplishments provides you with details on what projects candidates have worked on and the results they achieved. Make note of those who have done work similar to what you need and who made positive contributions to their companies increases in market share or sales, for example.
If you ask why candidates are leaving a job or left a past position expect them to say they are looking for greater challenges, which is one of several appropriate responses. Also, expect honest responses, especially if someone was downsized, as long as she can explain the situation. Pass on candidates who criticize former bosses or employers, as the past can often predict the future.
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Employers must find the right candidates to fill jobs, often not an easy endeavor. One way to distinguish among candidates talents and abilities is by asking the right questions during interviews. You can then choose the person who best demonstrates her experience and skills such as communication, analytical and decision-making abilities as they relate to the open position. Ask your questions in a logical sequence, saving some of the more thought-provoking ones for the middle of the interview.
Ask applicants where they learned about the job to track your advertising. If candidates are predominately citing one source, such as one of the online job sites, that might be the best place to advertise future jobs. Creative responses from candidates such as calling after reading a company article can show their resourcefulness, a highly desirable trait.
If you are hiring for a sales or executive position, travel might be required. Therefore, ask candidates if they are willing to travel. Also, ask what percentage of travel they find acceptable. People who dont want to travel are obviously not good candidates for positions requiring them to be on the road every week.
You may determine which candidates are genuinely interested in working for your company when you ask why they applied for the job. Suitable responses are that they like the companys record and products or the industry. If they are focused on just money, they might jump ship for more money within a year.
Suttle, Rick. 15 Questions You Would Ask a Prospective Job Applicant.
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You expect candidates to research your company before the interview, reviewing the corporate website or reading online articles. If they cant recite a couple of facts about your employer, they certainly arent resourceful and might not be that interested in the job.
Select at least one behavioral question that forces candidates to expound on experiences. If you want to know when they faced a particular challenge, for example, ask them about the situation they encountered, actions they took and the results they achieved.
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You must know if the salary youre offering is commensurate with candidates expectations. Therefore, ask about salary requirements. Theyll probably revert the question back to you in the form of a question. If so, provide a low- to-mid-range salary, as you so have a budget to consider. This also allows room for negotiation.