Page 78 - SKU-000506274_TEXT.indd

n Consider carefully the degree to which the candidate’s questions
reflect the skills, knowledge or attitudes that you are seeking. (The
effective questioner takes every opportunity to analyze and learn
from the questions posed by others.)

What should I ask every candidate?

Select from the following those questions that are truly relevant to the sit-
uation and the job and those that are essential to any employee who has a
role to perform in helping to achieve your company’s mission. Where
appropriate, follow all answers with a request for specific examples from
the candidate’s own experience.

To avoid wasting time

n How did you hear about the job opportunity?
n What do you already understand about the job?
n What do you know about the company?

To assess the level of interest

n Why are you interested in our company?
n Have you seen our mission and vision?
n Do they excite you?
n What specifically excites you about this company and its future?
n What contribution would you expect to make?
To qualify whether the person can make a contribution explain the job pur-
pose, major accomplishments and standards of performance and give the
candidate these as a job definition, then ask:
n Is there anything that would stop you from performing the

essential duties of the job?
n How quickly do you believe that you would perform to the required

standards?
n Why do you believe that you could consistently achieve the job

standards by the time that you suggest?
n If hired, when could you start?
n Have you any obligations or trips planned that will take you away

at any time during the next twelve months?
n Are there any problems working either at weekends or early or late

in the day if necessary?

The best use of the best people 47