These interview questions are in no particular order, as they should be customized to the particular position and person. You want to mix up the tougher ones with more social, calming questions so people do not feel they
are getting the first degree.
Always do your questions first and theirs second, by saying up front you have some questions first and then will answer any questions they have about the position and company later. This way they cannot �sell� specifically
to your needs, and you can know how much to reveal, and about what position, in case they may be more appropriate for something else. You are in charge and should control the first interview completely. Only after they
have proven that they are a viable candidate should you start revealing potentially sensitive company information. If this person is not a good candidate you can terminate the interview earlier and save everyone time.
Real candidates will need and deserve this sensitive information, but you would not want this to be generally available. Good candidates will often try to control the flow of the interview and learn more early. You
need to gently prod them to return to your questions first, so they cannot answer every question specifically to your need, but must answer for them more honestly about themselves.
Please walk me through a typical day at your current/previous job and tell about your boss and your relationship with them?
Tests their resume against their title and actual duties. Did they have a title above or below their actual position? Probes their level of supervision by their boss and how much autonomy they we given?
Tell me about the people you hired in your last position? How long did they stay? What percentage worked out?
Tests knowledge of turn-over, training and honesty too (since no one has a 100% success rate).
What adjectives would your references use to describe you?
Keep it short and can be compared to actual reference comments to see how self-aware they are about their strengths and weaknesses?
What are the biggest strengths you will bring to this organization? (a classic but important)
Purposely open ended to all them to sell their abilities. Looking for specifics and past accomplishments
What are the things you do not like to do, or want to work on?
A test for honesty and self-awareness. Also a less threatening way to ask about weaknesses. We all have weaknesses, are they willing to take a risk, be honest and explain where they might need help? Are there requirements
of this position that require certain personality types or traits that they may, or may not have?
The "Anti-refs" Question (One of the BEST and most revealing spend some time digging in.)
For the rest of this article click here
Other Articles On Executive Management and Organizational Development (PDF Files):
Management Methods That Work - An Effective Model For Building Your Organization Without Limits
A Simple Framework For Employee Development
To unsubscribe or subscribe to "The C-Level Advisor" hit reply to this email or email to bounce@CLevelEnterprises.com and put "unsubscribe" or "subscribe" in the subject line
. This is an automated list and other text will not be read.
Click here for more about "The C-Level Advisor".