96 Great Interview Questions to Ask Before You Hire
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Every harried interviewer knows the result of throwing out vague questions to potential employees: vague answers and potentially disastrous hiring decisions. Presented in a handy question-and-answer format, "96 Great Interview Questions to Ask Before You Hire "provides readers with the tools they need to elicit honest and complete information from job candidates, plus helpful hints on interpreting the responses. The book gives interviewers everything they need to:
identify high-performance job candidates - probe beyond superficial answers - spot "red flags" indicating evasions or untruths - get references to provide real information - negotiate job offers to attract winners
Included in this revised and updated edition are new material on background checks, specific challenges posed by the up-and-coming millennial generation, and ideas for reinventing the employment application to gather more in-depth information than ever before. Packed with insightful questions, this book serves as a ready reference for both managers and human resources professionals alike.
Question? Creativity in this case has nothing to do with ‘‘artsy’’ stuff or candidates’ needs for aesthetic satisfaction at work. Instead, it centers around coming Achievement-Anchored Questions 17 up with unique solutions to existing challenges that face companies every day. Individuals with penchants for reframing problems and customizing solutions deserve a special place in your organization. The question is, How do you make people feel comfortable discussing their discoveries when
excited about the opportunity in the morning, give me a call so I can line up additional meetings for you. You’ve built your re´sume´ and career very impressively, and strong companies like ours are always looking for candidates who excel and who stand out as rarities among their peers. I very much believe you’re one of those candidates, and I’m looking forward to hearing from you.’’ Now that’s a close! And you’ll certainly have addressed your key concerns so that you won’t lay awake at night
make it difﬁcult for executives to weed out sub par performers aggressively. How to Get More Mileage out of the Question. A senior managerial candidate responsible for repairing a problem unit, however, will always need to remove middle managers with incurable weaknesses. Therefore, this query often leads to situations where staff had to be cut. How those people were let go will tell you a lot about this individual’s style of dealing with subordinates. Some managers, for example, lop off heads.
participative input from their subordinates, or they autocratically decide what is to be done and then force their mandates downward upon their staffs. Of course, no one style is necessarily correct. And daily business life necessitates that a successful employee will be able to wield both styles of management depending on the situation. Still, most people are inclined toward one way of supervising more than the other, and hiring the wrong style could create rifts in your senior management team.
the second proﬁle typically respond to last-minute changes more effectively than those who innately need to complete one task before moving on to another. How to Get More Mileage out of the Question. You might also ask the former supervisor a question along the lines of: ‘‘Maggie, my needs change on a dime, and I really would be a challenging boss if I hired someone who got ﬂustered under pressure. How does a break in the routine throw George off ? What’s the worst scenario you could think of