Jan

04

Pop Quiz! Can You Handle Your Candidate’s Tough Questions?

By stevelowisz

I recently conducted a training session at a healthcare organization where I asked both the recruiters and the hiring managers questions as if I were a candidate considering their organization.  I asked them questions about future plans for the organization, immediate position objectives, and competitive advanatages of their products/services.  It was amazing to watch them squirm in their seats while they struggled to find meaningful answers to what I consider basic, necessary, questions!

We often talk about how to better screen candidates, but how thoroughly do we consider how candidates might screen us? This notion lead Workforce Management to compile a list of 200 Questions Job Candidates May Ask Your Company – here are some of my top picks. Candidates may never ask them. You may never outright answer them. But are your recruiters prepared to handle them? It could mean the difference between winning or losing the best candidates for your company.

Questions for Recruiters

• Can you tell me about this executive’s management style?
• Why is this position open?
• Is this a new position?
• What can you tell me about the person who will be interviewing me?
• Can you describe specifically how the company navigates/balances work and personal-life issues?

Questions for HR

• In your opinion, what is the most important contribution this company expects from its employees?
• I know that for the position for which I am interviewing, the company decided to recruit outside the organization. How do you decide from recruiting within and going outside?
• What major problems are being faced in this position or department right now?
• Can you please tell me a little bit about the people with whom I’ll be working most closely?
• Who are the company’s stars and how was their status determined?
• If you hired me, what would be my first assignment?

Questions for Hiring Managers

• What is the organization’s plan for the next five years? How does this department or division fit in?
• Will you be expanding or bringing on more products or services I should be aware of?
• What are some of the problems that keep you up at night?
• What would be a surprising but positive thing the new person could do in the first 90 days?
• How will my leadership responsibilities and performance be measured? By whom?
• What are the company’s strengths and weaknesses compared to the competition? (Name one or two companies.)
• What is currently the most pressing business issue for the company or department?
• What personal qualities or characteristics do you most value?
• Could you describe your typical management style and the type of employee who works well with you?
• What are some misconceptions people have about the company?
• Every company contends with office politics. It’s a fact of life because politics is about people working together. Can you give me some examples of how politics play out in this company?
• I’m delighted to know teamwork is highly regarded. But evaluating team performance can be difficult. How does the company evaluate team performance?
• How does the company balance short-term performance versus long-term success?
• How does the company contribute to thought leadership in the market?
• What are the success factors that will tell you the decision to bring me on board was the right one?

More Probing Questions (often for high-level assignments)

• Can you show or sketch me an organizational chart?
• What are the most important responsibilities of the job? How much time should be devoted to each area of responsibility?
• What are the biggest technical challenges ahead for this department/company?
• Presuming I’m successful in this role, where else might I be of service to the company?

Questions Designed to Close the Deal

• Until I hear from you again, what particular aspects of the job and this interview should I be considering?

Questions Stars May Ask

• What is the gross profit margin of the division I will be working in? What percentage of the total profit from the company does it generate? Is it increasing or decreasing?
• What is your company’s “killer application”? What percentage of the market share does it have? Will I be working on it?
• What makes this company a great place to work? What outside evidence (rankings or awards) do you have to prove this is a great place to work? What is the company going to do in the next year to make it better?
• What would I see if I stood outside the door at five o’clock? Would people be smiling? Staying late or leaving early? Would everyone be taking home work?
• Many of your competitors have great products and people programs. What is the deciding factor that makes this opportunity superior? Are you able to say things you will do to make this a great experience for me if I accept the position?
• Does your company offer any “WOW” benefits? Does it pay for advanced degrees? Does it offer sabbaticals? Onsite childcare? Relocation packages? Mentor programs? How are these superior to your competitors? What about job sharing? Flex-time arrangements? Telecommuting? Workout facilities?
• When top performers leave the company, why do they leave and where do they usually go?
• What is your “learning plan” for me in my first six months? What competencies do you propose I will develop that I don’t currently have?

Keep this in mind – there is no substitute for being prepared!