These questions to ask in an interview can show the person interviewing you how you’re different and why you stand apart from the rest. Why did you join the company? Mark Phillips, who runs a top office for Sanford Rose Associates, one of the largest recruiting networks in the U.S. had a simple question that could be quite complicated. If the interviewer tells you it was because of vacation days or benefits, chances are good that there isn’t all that much below the surface.
It’s a tough job market out there, and when you resume does its job and gets you an interview you want to make sure you make the most of that interview. As a candidate, one way to make a good impression is to ask good questions in the interview.
Ask the right questions of the employer and you significantly increase your likelihood of being short-listed or being offered the position. The questions you ask tell the employer a great deal about you.
Read further.. What Questions to Ask? Sell Yourself Through Questions An interview should be a two way street. While the interviewer is going to be asking you questioned you should be taking this opportunity to sell yourself and you can do this through the questions you ask, which will show your skills, experience, and even your personality. Asking good questions during interviews also shows a genuine interest in the position. Good Questions to Ask the Potential Employer at an Interview Here are some excellent questions to ask during your interview.
These are proven to work and bring about a positive outcome. 1. Questions to Ask About the Company Showing real interest in the company. • What attracted you to the company?
• What is it you like most about working here? • What is it you like best about the company operations? • What do you see as the company’s strong points and weaknesses? • What is the company’s management style? • What do you like about the company vision? 2. Questions to Ask About the Potential for Career Growth Showing motivation to grow and develop own career. • Can you tell me about advancement opportunities? • What is the company’s policy on promotion?
• What are the unique talents of the current employees? • Who will be doing my evaluations and how often will those evaluations occur? • What type of support will there be for me? • What type of feedback system is used within the company? • Who will determine what my work goals are? • Will there be any on the job training?
• Will there be any training offered to help advance my career? 3. Questions to Ask About the Job Seeing yourself working in the position. • What current challenges are associated with my position? (note the use of my as if you’ve already been given the job) • What type of assignments will I be working on during my first day?
(again a reference as if you’ve been hired) • What type of projects will I be assigned on a daily basis? • What are the key aspects of this position from other similar positions in the company? • What do you see as most challenging in my job?
• Whom will I be closely working with? • Who will be part of my team? 4. Questions to Ask About the Hiring Process It makes you a strong candidate for this job. • How soon can I begin working? • When can I expect to hear from you?
The Importance of Asking the Right Questions in an Interview You may be surprised to learn the questions you ask can make or break your interview.
So important are they that we urge you to practice plenty before your interview so that they sound as natural as an everyday conversation.
You want to appear relaxed and alert. You’re ready to make a lasting impression. “Put your best questions forward.”
best dating interview questions to ask a ceo in a job - 10 Best Questions to Ask During a Job Interview
Looking for the best interview questions possible to use when interviewing prospective employees in your offices? We are here to help you with this ultimate guide to interview questions. Spanning 17 categories and 120 questions, we’ll help you put together the best interview questions possible for your open roles. Manage Candidates and Interviews with Still keeping track of applicants with a folder full of resumes and sticky notes? lets you sync your career email inbox so you can convert emails into applications and store candidate info, including resumes, emails, interaction history, and interview scores.
You can also schedule interviews, collaborate with your hiring team, and make offers to promising candidates, all in one place. Freshteam is . 11 Most Common Interview Questions The following 11 questions are those that we all know and love, and they do still serve a good purpose in the standard interview.
They can be used as openers, closers, or as a transition from one topic to the next. What questions do you have for us? Great candidates ask questions that not only demonstrate that they’ve thoroughly researched the company’s strategic direction, but also envision themselves in the role, contributing to that direction. —Lynda Spiegel, Founder, Why are you looking to leave your current role?
I ask this question because I want to see if the candidate is negative about the existing employer or state that they are being let go. —Kathleen Steffey, CEO, Where do you see yourself in 5 years? This question will give you some insight into how much thought a candidate has put into where they are going in life or where they want to go and will give you some insight into how much passion and drive they have!
—Neha Gupta, What two or three things would be most important to you in your ideal job, and why? I ask this question to understand the candidate better. It can let me know several things, including what their priorities are. —Shilonda Downing, Describe the last significant conflict you had at work and how you handled it? Savvy hiring authorities respond well when I say, “We hire them for what they know, we fire them for who they are.” The question now is how do we determine who they are?
Questions (like this) help to discern who a candidate is. —Kent Porter, Tell me about yourself. Like many managers, I like a tell me about yourself question for all positions. This question is a good ice breaker. —Olga V. Mack, Startup Lawyer, Head of Legal, Here are 5 more traditional standby interview questions that you can use for any role, from my experience: Walk me through your resume and explain to me how you got to where you are today. I love hearing people’s stories. I suppose that is why I am in and recruiting!
People are fascinating, and you can learn a lot from this simple question. You should also look for someone to volunteer why perhaps they have an employment gap or another anomaly in their resume.
What is your dream job? Describe it to me. This is a great question to ask younger candidates and new graduates. I end up getting a lot of information, like “I really just want to work from home.” That tells me if they will be a good long-term fit.
Why were you let go from your last position? For candidates who are unemployed, they should have an answer to this question ready for you. Candidates who were subject to a financial restructuring will easily be able to tell you that.
Candidates who were fired should have some insight into why and show maturity about the situation. How would your last boss or your coworkers describe you? This is a classic interview question. It’s an opportunity to see how a candidate thinks others perceive them, and I like to see how genuine someone is in their response from their body language. What are your salary requirements or expectations? You’ve got to talk about money with a candidate at some point. You’d be surprised how many don’t read all the way through a job posting to see the salary range, and that can tell you something right there!
But there is no point in entertaining a candidate who expects twice what you can afford, and this simply saves time. 3 Get-To-Know-You Questions with Purpose These questions are important not just in order to break the ice between you and a candidate, but to give you some context into who they are and if they would fit into your company. These are a good place to start an interview and get the conversation rolling.
Tell me something you are passionate about. If someone is not passionate about anything, then they will not be passionate about working for your company.
—Gene Caballero, Co-Founder, What was it about this job description that caught your eye? You quickly learn whether candidates are focused on this particular job at this organization or if they are desperately trying to find any work. —Mark Alves, You have two minutes. Tell me a story. What I’m looking for is really to hear what the person says without a pre-prepared script. I want to get into the person’s head for a short tour (to learn more about them as a person).
—Ashley Galina Dudarenok, Managing Director, 4 Experience Verification Questions Making sure a candidate has actually done the things they listed on their resume is more important than you might think. Thanks to the Internet, resumes and buzzwords can be easily cut and pasted into a resume, so you’ll want to at least spot check experience.
From my experience as an HR Manager and Recruiter, you definitely want to verify a candidate’s experience to make sure they can do the job they’re interviewing for. Here are some questions that do just that. Wow, (insert company name from their resume) is an impressive company, but I’ve heard their culture is a bit (insert adjective that you know of company culture). How did you find you fit into that culture? A simple question where you ask about a company’s culture from a candidate’s resume should lead to a natural conversation about their experience there.
Look for them to be able to answer this question easily and without hesitation. Before you came in, I looked at the mission and vision from your current (or past) company. What is it in your own words? Asking a candidate about the mission and vision from their current or most recent employer can provide a few insights into your potential candidate.
First, do they even know the answer? Second, if they do, are they able to relate what the company does to that mission and vision, showing big-picture thinking? I used to work with (insert name of professional contact) at your former company. Did you ever meet him while you were working there? This is a simple question that can work really well for small businesses. Did the person look nervous or did they answer your question? This also tells them that you can ask someone independent about their work, which for good candidates, should make them happy.
I checked out your last company’s social media accounts to see what your marketing department has been up to. What did you think of their current campaign? A simple question that is especially relevant to marketing candidates, but also can work for management or other candidates. Your potential new hire should know what their company is doing online, especially if they are in the marketing or client-facing side of the business.
Make sure you post your job on , the #1 job board for small businesses. . 5 Logical Reasoning Interview Questions If you are interviewing for a math-based role, like a business analyst or accountant, you’ll want to include some logical reasoning questions. However, they can also be useful for project manager positions or other roles that require problem solving on a constant basis. A nice thing to add to any of these questions is to say, “Walk me through how you got to your answer,” for even more insight.
Austin Ries of ’s recruiting blog also makes a great point in his article that, when interviewing analytical candidates, you should ask them to summarize what happened in the interview since that is a necessary skill for an analytical role. What is a quarter of a half? I ask this question because math is a fundamental skill that employees need when it comes to analyzing the success of campaigns. The best response is when they answer the question confidently and correctly.
The worst is when they say I’m not very good at math or take wild guesses at the answer. —Bob Bentz, President, A bat and ball cost $1.10 IN TOTAL; The bat costs $1 more than the ball; How much does the ball cost?
Hint: the answer is not 10 cents! The answer is that the bat costs $1.05 and the ball costs $0.05. —Kevin Robson, Managing Director, Here are 3 more logical reasoning interview questions from my experience as a recruiter: How many people do you think are online on Facebook in Chicago right now? This might seem incredibly silly with no possible answer, but it really gives some good insight into how the candidate thinks and can solve a problem using logic.
You can replace “Facebook” and “Chicago” with any online platform and city that you wish. How would you deconstruct a mobile phone? Explain it to me like I had never seen it before. This is a good question to ask candidates whose communication skills you really want to suss out.
Do they lose patience with themselves and how to explain it? Do they think for a moment and then provide a good answer? How would you weigh an airplane, like a Boeing 747, without a scale? For engineers and , this is a good question because it should test them way back to their classes from high school and college. The “most” correct answer would be to use some form of water displacement, where you put the Boeing in a tub that has a measured amount of water…but there are other options as well!
8 Situational Interview Questions Behavioral or situational interview questions are questions that ask a candidate to tell a story from a previous experience they have had, or a chance to explain how they would handle a hypothetical situation. These questions can help to show you how a candidate thinks through a situation and solves a problem.
Kris Dunn of the recruiting blog writes that the top 2 are: Tell me when you were most satisfied in your career. Tell me when you were least satisfied in your career. Dunn says that these questions tap into candidates’ motivations and also help to assess cultural fit.
We also have 6 more suggestions from small business owners and hiring managers on their favorite behavioral interview questions. You walk into the office and have 8 emails and 4 voicemails from clients before your day has even started, all with different urgent requests.
What do you do? This way, I get to hear how they think about the problem from top to bottom. —Katy Flatau, Career Coach, Tell me about a time when you failed. Why did it happen? What did you do next and what would you do differently if given another chance? I ask it to try to truly get at the person’s experience level, problem solving abilities, and intercommunication skills. It shows their ability to think critically about themselves.
—Gwendolyn Kestrel, PR & Digital Analyst, & Please describe a time where you had a disagreement with someone or a problem and what steps you took to remedy the situation. This question allows the applicant to draw upon a real life conflict and share with me what she/he did. Also, the answer to this question gives me insight to the applicant’s problem solving skills, perseverance, kindness, and communication style.
—Marley Hanson, Director, If a work teammate were to come in tomorrow morning and tell you he or she is quitting tomorrow, how would you respond? Emotional intelligence measures how well someone can understand and connect with others.
I’m a lawyer. In the legal industry, emotional intelligence may be the single most important quality a legal professional can have; yet most legal employers give it little or no attention. (Questions like this)… help to show a candidate’s emotional intelligence. —James Goodnow, Attorney, Tell me about a time you’ve had to discuss a project scope change with a client or superior and the outcome from this discussion.
I like to see how the candidate learned from the situation to create efficiencies during future projects in an effort to avoid a similar situation, when applicable.
—Cari Wafford, Digital Producer, If a client emailed you asking for something outside of your territory at the company, how would you handle it? Some people get confused and do not understand the question at all – no matter how many times I try to rephrase it. This shows me their comprehension level.
Second, their answer gives a ton of insight as to what type of employee/worker they will be. —Tasha Mayberry, Be sure to post your job on , our recommended job board. . 10 Management Interview Questions If you are who will manage a team, or who might even be managing your team to let you step away and generate more business, you will want to be thorough in the questions you ask relating to their management experience and style. Ola Danilina, CEO & Founder at , shared her top 5 manager interview questions with us: Tell me about two memorable projects, one success and one failure.
To what do you attribute the success and failure? What is your management style? How would you go about establishing your credibility quickly with the team? Have you ever been on a team where someone was not pulling their own weight? How did you handle it? Tell me about a time when you had to give someone difficult feedback.
How did you handle it? We also got input from a few other sources for this crucial interview category: As a manager in this role, you will be responsible for leading a team of X people. What specifically will you do during year one to help ensure they each become more valuable to the company and stronger performers overall? With this question I discover if they understand a manager’s role in employee development, have specific plans for taking performance to the next level, and are able to adapt their approach to different levels and skill sets.
—Tim Toterhi, Executive Coach, How would you explain a 10% departmental salary cut and still retain loyalty? This is a great question to get the interviewee to open up. It’ll give them a chance to show how persuasive they can be, and whether they can evoke loyalty in a real work scenario. —Kevin Robson, Managing Director, Here are some more questions from me: Tell me about a time you had someone on your team who was an incredible challenge.
What did you do to manage them, and how did the situation turn out? I want to hear from someone their maturity in managing, as well as their coaching skills. If a candidate is inheriting a team, they will more than likely have a person or two who will challenge them as a new manager.
How will they deal with that? I don’t want to lose my whole team over a new hire! What is your experience with hiring and firing employees? A should be active in the hiring and firing process for all of their team members.
I also would like to hear them talk about performance management, which should be a part of all hiring and firing decisions. You can learn more about performance management for small businesses in . Why do you like to manage people? With this question, I’m looking for why someone wants to manage a team (coaching, mentoring, developing new talent, etc.) versus rise in the ranks in their field.
A good example of this is why does an engineer want to be a Project Manager or Technical Lead versus a Senior Engineer? 5 Marketing Interview Questions Whether you are hiring a Manager or a Head of Marketing, you will want to make sure you hone in on your candidate’s ability to turn marketing ideas and thoughts into new business for your company.
Here are some questions that can give you insight into whether a marketing candidate is worth their salt. Can you show me proof of ROI (return on investment) on marketing campaign(s) that you’ve led, designed, or otherwise participated in, as well as what lessons, both good and bad, you learned from them?
This shows that a marketing person can relate their campaigns to the , which is where marketing actually had the most impact. —Nora Brathol, Founder, What blogs and resources do you follow online to keep up with the industry? The question(s) I ask every candidate is specifically related to my industry (Digital Marketing). I like to understand if they are keeping up to date with the leading resources online to know what is happening in our industry and the “hot topics” vs.
the fads. —Rahul Alim, Inbound Marketing & Design Specialist, Please share with me your portfolio or any marketing materials you have created in the past. Share with me the process on the creation of these materials. The reason I like this question is that the candidate can share their work along with their critical thinking skills around the creation of the work.
In the description, if the candidate shares the details you can understand if it was a “we” creation or “i” creation. Usually when an idea is created there is a “spark of genius” in the creation. With the probing of the this theory, the hiring manager can truly understand the skills and competencies around how the materials were generated and used for the business outcome.
—Eileen Timmins, PhD, Executive Coach, Aingilin (no website available) How did you build up your own personal social media channels and online presence? What do you think works or does not work? I’m looking for a combination of posting original content and sharing interesting, relevant content from other outlets works best for me. (I’m also looking for) the person to have one voice so your followers know what you talk about. —Ishveen Anand, How do you deal with a project that’s gone over budget or pushed past the deadline?
One set of skills I attempt to gauge with this question is the ability to adjust tactics and communication during a difficult time in the life cycle of a project. I’m also interested in the candidate’s explanation of how they devised a plan in the short term to ensure the project is still completed successfully.
—Cari Wafford, Digital Producer, 3 Phone Screen Interview Questions We provide a full guide to and have 51 phone interview questions. In the article, we provide a 5 minute phone screen template, a 30 minute phone screen template, and top tips list for how to make the most of phone screens. Here are our top 3 must-ask phone screen questions for any role: Why do you want to work for our company in this role?
This question makes the most of the 12 words that it takes up. It finds out if the candidate checked out your company and its culture, as well as what they think the job is. Tell me about your skills in (insert crucial skill for the role). How many years experience do you have in it and how would you rate yourself on a 1-10 scale, with 10 being an expert?
Get a question in that will eliminate candidates who are not qualified. If you are looking for 5 years of experience managing social media campaigns, this is the time to ask.
Tell me the story about a time you failed, what you learned, and what happened next. This questions gives a lot of insight into a candidate’s character, work ethic, and their genuineness all in one question, making it a must-ask to help you get insight into their ability to fit into the current team and company culture.
5 Second Round Interview Questions Your second and final round interview questions should be notably more complex than your phone screen and first round questions. The questions should really focus on what the candidate would be like in the role and what kind of impact they would have. They should be realistic and relevant versus hypothetical and theoretical. Here are 5 questions from a combination of experts and myself on how to get more information from your nearly-new hire: Do you have any questions or concerns about your ability to do the job?
This often works better than the open ended, “Do you have any questions for me?” because it focuses in on the responsibilities associated with the job.
If they say yes, it gives you the chance to help address their concerns and assess their fit for the job. —Ben White, If you owned the company, what would you change?
This is one of my favourite questions when hiring a new employee. This is particularly awesome as you get to watch the interviewee think of a logical answer without offending the company itself. —Jamal Asskoumi Owner, What would your first 30, 60, and 90 day plans look like in this role? You could also ask them to prepare a 30, 60, or 90 day plan in advance of the final interview to present to you. —Ola Danilina, CEO & Founder, How quickly will we see results from hiring you?
Would you stake your job on achieving that result by a certain date? —Kevin Robson, Managing Director, In 2 minutes or less, tell me why you are the top choice for this job, and why I should tell the other finalists to go home and give you the offer.
I like to ask this question even if the person is my top choice. By the end of a second round or final round, the candidate should be able to articulately touch on, in 2 minutes, why they are a fit for the role, a fit for the company, and why they want to work there, as well as the bonus of what they would do to make an impact on the company. If they can’t do that, I would think twice about them being my top choice since they simply might not be that interested. 3 Questions for Administrative Assistant Candidates In our , we go over all points of recruiting for this role, from the job description to the phone screen to interview questions and more.
Here are 3 additional solid questions that you should ask every , either in the phone screen or in the in-person interview to make the most of your time: Being an administrative assistant can be a stressful job. Tell me about a time when you had to multitask a deadline for your boss, a phone ringing off the hook, and a conference room booking error all at the same time, or something similar to that. What did you prioritize on this crazy day and why?
Being an administrative assistant is a multi-tasking heavy job. Depending on what your administrative assistant will be doing, you might change the 3 fires above to something else. Either way, you want to make sure they have been under the gun before and hear how they prioritize tasks. How did you end up in the administrative field? Ask this with the right tone of voice, as it’s not meant to be mocking. This is meant to find out from a candidate what drove them to be an administrative assistant–Personality traits?
Skill for the job? A mentor? By chance? Since this field seems to have a love/hate relationship amongst job seekers, it’s also important to know if this is their passion or if being an administrative assistant is a job to have while they are in school/searching for another job/insert other reason.
Why do you think you’d be the right administrative assistant for me/for this office? This is a great question to ask you administrative assistant candidates because you want to hear how they believe they can add value to your team or directly to you and what you need. The candidate’s answer should span the duties and how their personality would fit in well with the team or with you directly. 15 Best Interview Questions for Real Estate Candidates Here we will provide the top 15 questions you should ask someone who is a potential new hire for your real estate company.
The first ten are from our own expert here at Fit Small Business, Emile L’Eplattenier. They are broken into 2 categories: the first 7 are for experienced real estate agents, and the last 3 for rookie agents. Interview Questions For Experienced Real Estate Agents: Do you have an established farm area?
Are you planning on staying there? An agent who has been diligently working a will not only more than likely have a decent track record, but will probably also have a better chance at taking their business to the next level. How many transaction sides did you close this year? This question will tell you almost everything you need to know about a candidate.
If the number is high, then they should be an immediate hire or at least a callback. If the number is low, you can press them for more information to find out why.
Maybe they’re floundering because of a lack of training or ineffective Why are you leaving your current brokerage? Since there is so much turnover in this industry, people leave brokerages for every reason under the sun.
That said, knowing why they’re leaving will help you figure out if you can provide what they were lacking at their previous firm. It might also give you some insight into your competitors. That’s a win/win in my book. Which lead generation source did you see the best ROI from? In addition to opening up a discussion about lead generation, you can tell how creative the candidate is and how they handle a marketing budget.
What are you looking to gain out of associating with our brokerage? The answer here is inevitably going to be about closing more deals, but you may be surprised by the specifics. Most agents are looking for a better commission split, paid marketing, or lower desk fees, but some are just looking for a better work environment, a more supportive broker, better training, or even just a nicer office.
Okay, your current business is at $_______ per year. What’s your GCI target for this year? How do you plan on getting there? Since so many new agents leave the business in the first two years, someone who has an actual game plan on how to get to the next level takes their career seriously. If they have an actionable, solid plan, even more so. What was your biggest mistake as a new agent? Have you overcome it? How? This question will tell you a lot about an applicant’s humility, self awareness, and willingness to change.
An answer like “I should have focused more time on lead generation” is obviously better than “The market stinks!” Best Interview Questions for New Real Estate Agents Why do you want to work as a real estate agent? This is the ‘sell me this pen” of real estate interview questions. If they get starry eyed and talk about Million Dollar Listing for ten minutes, you will need to bring them down to reality. If however, they say they want to utilize their marketing skills and be more independent, then the chances of them being ready for the grind of the first year go up exponentially.
Do you have at least a few months worth of living expenses in the bank? For almost all new agents, the realities of their first year are quite sobering. Just starting out, leads are few and far between, and learning to close them takes skill that only comes through experience.
It’s a blunt and very personal question, but an important one. If someone has $500 in the bank and is expecting to make $10,000 their first month, they’re in for a rude awakening. Your training resources are precious. Don’t waste them on agents who will quit after a few weeks or months. Your first year in this industry can be very tough. Would you be willing to become a junior agent and join a team? Joining an established team your first year has huge benefits.
Splits will be much lower, but you will have guaranteed leads and hands on training from an experienced broker. For most markets, starting out as a junior agent is the way to go. A smart candidate will at least take this advice into consideration. Here are a few more real estate interview questions from small business experts: If we hire you, how will you help grow your business (through our agency)?
This is a fantastic question because it requires real estate candidates to not only think on their feet, but it shows if they have done their due diligence and know what our company is all about!
—Candice Galek, CEO & Founder, Have you ever ran an entrepreneurial business, even something as simple as selling collectible cards in high school? Since we are in the real estate business, this question helps me see the way the person thinks.
Have they ever ventured beyond to try and or thought creatively to make extra money? —Ivan Ciraj, And here are 3 more from my recruiting experience: How do you utilize the Internet, video tours, and social media to sell property or homes? There is a divide in the real estate market right now between those who embrace social media and technology and those who do not. If your firm is tech-forward and understands the power of social media, video tours, and other technology to sell property or homes, you want to make sure you are getting an agent who is on your side of the fence.
Read more on our take on . Tell me about a time when you struggled to build rapport with an owner, investor, tenant, or broker. What would you have done differently? Real estate is still a business of relationships and people, and even the most skilled realtors should have a story to tell for a question like this. If they don’t or if they say that’s never happened, that is a huge red flag for hiring them into your team! What do you find most challenging when you accompany prospective clients on showings?
Why? Asking a question about what someone’s challenges are in the field is always insightful. It will help you to know if you have the ability to train or mentor them, which is useful if they are going to be a long term fit with your real estate company.
15 Best Interview Questions for IT Candidates When we asked our friend Sanjoe Tom Jose, CEO at , what interview questions they use for their IT candidates, they couldn’t wait to talk to us.
Read on for the top 15 questions they ask IT candidates. You will see that some of them are also just great interview questions in general, or good questions for analytical or project manager roles too. 1. Describe a time when you worked in a group on your last technical project.
2. How would you set up a data gathering & projecting workbook? How would you ensure that the data being entered has zero or minimal errors? 3. What programming languages do you know? Describe the process that you will use to join two data tables, and you can use any programming language to illustrate the answer.
4. How would you handle a client situation where the deliverable deadline is approaching, and your team members may not be available to help? 5. What is fish bone analysis? How is it used? 6. How many traffic signals are there is your city? Explain how did you arrive at the number and the assumptions? 7. Why are recursive relationships bad? How do you resolve them? 8. What are singletons? Are singletons a good pattern to use? 9. If you had to make a program that could vote for the top three funniest people in the office how would you do it?
10. What is polymorphism? Explain with an example. 11. Describe how you would design a software that had to schedule meetings based on their priority. 12. What are checked and unchecked exceptions? Explain with examples. 13. If everyone had 100 points to rank the top 3 funniest people, how would you store this data and find the top 3 funniest people in the company? 14. What are the different ways you can create an object in Java?
Explain in detail. 15. What should be the strategy to upload billions of entry into the database, given a single point failure will rollover the process? 11 Best Interview Question Ideas for Sales Candidates Recruiting a good salesperson (or business development, depending on your industry) becomes harder every year as much of our brains move online but is still an in-person and communicative industry.
HR Virtuoso blog writes an on looking for certain traits in your sales hires that match those of the late boxer, Muhammad Ali. The author says your interview questions for a sales person should revolve around the following traits (with add ons from my own thoughts): 1. Confidence – ask them about their proudest achievements.
2. Preparation – ask them how they prepare for a sales meeting, or for this very interview you are hosting. 3. Authenticity – ask them about their true self, or a time they had to stay true to their own values. 4. Value – ask them about their value to your company and what kind of sales numbers you can expect from them. 5. Conviction – ask the potential salesperson if they believe in your product, and why.
6. Legacy – ask the candidate about their record and legacy at past companies or with past clients. She says these traits are that of successful salespeople, and the candidate’s answers should speak volumes over just looking at their resume. Bonus: Our own article offers to ask sales job candidates. 7 Best Interview Questions to Throw Your Candidate for a Loop Maybe you have a candidate who seems cocky, or maybe your company culture is very competitive.
Asking a question or two that will surprise most candidates can help you to get past a good interviewee’s canned responses, as well as give you insight into their potential cultural fit. Read on for some of our sources’ top “throw them for a loop” interview questions: I’m not sure you’re the perfect fit. Why do you think you’d be a great candidate? This is a great question because it’s an objection. I want to see how they handle objections like they would from a potential client or from a co-worker with a contrarian opinion.
—Jordan Wan, CFA & Founder/CEO, When I speak to your last [or present] boss, what is he or she going to say about you? Since people are trying to cover themselves for anything that their boss might say, it’s amazing the things they’ll reveal.
They’ll very often tell you things that the last boss would never have brought up, even if the last boss would be allowed to deal with a reference, which often they aren’t. —Barry Maher, What scares you the most in life? The reactions from this question are fascinating. —Nick Kennedy, CEO, Would you have a problem cleaning the toilets? It may sound sadistic or even ridiculous, but as a small business owner, I like to point out that sometimes all of us have to do unwelcome chores, such as taking out the garbage or cleaning the toilets.
—Ron Fry, Author, Founder & President, What is your superpower? A great answer will show creativity, relevance to the business and position, and personality and self-awareness. For instance, consistent and clear communication with clients is a phenomenal super power for someone in engineering.
Occasionally, we even find people more fitted to other positions than that for which they’re interviewing, due to the passion in their superpower! —Felicite Moorman, Esq., CEO, & Are there any tasks or jobs you feel are beneath you? It’s important that an employee know his or her own value and capabilities without being arrogant or unwilling to do some grunt work. —Simon Slade, CEO, Ask the candidate to rate a series of random items.
It’s a great way to find out a little more about their personalities and get away from the typical, monotonous questions that people have come to expect out of their job interviews. —Hinalee Darbar, Digital PR Account Manager, 6 Best Interview Questions to Get the Information You Need (without breaking laws) According to Maren Hogan, a renowned recruiting blogger who also has her own blog, , up to “80% of employee turnover is due to bad hiring decisions.” She outlines the top 4 questions you should ask to get you the information you need about someone: What is your ideal work schedule in regards to flex-time and in-office and remote working?
Tell me about a time when you were happiest at work. Why did you feel that way? How would you handle a team situation where Nina wants to dive right in, Joe is telecommuting, and Todd wants to gut the project? What was the worst day you’ve ever had at work and why?
Maren explains that these questions aren’t going to get you the canned responses that candidates have prepared for and yet also will tell you a lot about the candidate, including relevant personal information that they most likely wouldn’t share otherwise (e.g.
whether they have kids and need a flexible schedule). A couple more bonus questions for getting the information you need: Tell me something that you don’t like about yourself. I just want to observe the candidate’s reaction. If the candidate is honest and trustworthy, they will get a little nervous and divulge some private information. —Jesse Harrison, What is the single most important factor that would make you happy in your job that is not from the job itself?
This question can ideally pull out some information that you might not otherwise get, like “Well, I really like working out. I would love if I could get to the office at 9 am after my gym session.” The answer to this question can give an insight into both the person’s personal motivations and their ability to fit in with the culture. 5 Work Sample Interview Questions & Techniques If you work in a field like graphic design or web development, asking a candidate for work samples is incredibly important to make sure they have the skills they say they do, as well as to make sure they are a “style” fit with your company and the work you are doing.
However, asking for work samples can be relevant in nearly any role as long as it is done the right way. Here are 5 ways to get work samples from your candidates: Tell me about something you’ve done that you’re incredibly proud of from your past work experiences and still wonder how it was that you achieved it.
I ask it because it’s a great point of connection and further, it gives me an idea of what they view as a major accomplishment. —Michael S. Gottlieb, Principal, Ask for a writing sample or give them a short essay to answer. I had a client in Texas who asked second round interview candidates to write a 3 paragraph essay on what they are most proud of and why.
Sounds simple enough, but it weeded out a load of candidates for every role for them from Operations Manager to Business Analyst.
Ask a candidate to give you a 5 minute presentation, such as teaching you how to do a basic task. You could assign the task they need to explain, or leave it up to them. For any role, this will reveal a lot about the candidate and their teaching style. This is especially great for manager or HR roles. Give the candidate a (paid) sample project, like a logo design or editing a client presentation. Especially for creative roles, this can be really useful to see a candidate’s work and in real time (i.e.
give them 24 hours to finish it). However, you do need to pay for this to avoid earning a bad hiring reputation! Think $50-100 for a VERY short project, or perhaps upwards if you want a logo designed.
Here at FSB, we use this method when we are hiring writers by giving them a paid test article as part of their final interview. Ask a candidate for their school transcripts. Especially for new grads, this can be a useful technique versus asking for a work sample. Did the candidate ace every class in their Graphic Design major?
That bodes well for them as your employee. Bonus: it serves as proof of their education. 4 Cultural Fit Interview Questions & Techniques Cultural fit is a huge deal for small businesses. Many small businesses operate like a large family, and you want someone who can not only do the job, but who can also be a part of that family. Interviewing for cultural fit is essential for the small business owner!
Name one person, alive or dead, that you would want to meet and why? Get insight into the applicant’s thought process, what’s important to them, and generate interesting conversation. —Chris Taylor, RE/MAX Home Experts Tell me about the best boss you ever had.
Why did you enjoy working for them so much? Especially if you manage the entire team as the owner, this is especially important to learn if a candidate will be a good long term fit with you as their boss. How do you feel about becoming friends with your coworkers?
Is it a good idea or a bad idea? This is a good question to get at your employee’s social behavior at work. For example, my husband’s company is a place where people are friendly, but not friends who go to happy hour every week since everyone drives to work. This is versus a friend of mine, who is an HR Manager at a company where not going to company social events (that are held nearly weekly) is a big deal, and the company even encourages interoffice friendships.
Describe your usual role on a team or on group projects. This is important because a lot of candidates will just automatically answer “Leader.” Maybe your company doesn’t need any more leaders. You might need listeners, cheerleaders, or devil’s advocates, all of whom are good archetypes to round out your team. 10 Hiring Resources for Employers Finding the right candidate by asking the right questions is only half of the process of getting them hired.
Here are some other useful resources once the interview is done. Over To You If you made it all the way to the end of this guide, bravo! Now if you need a scorecard to track candidate responses to your questions, check our our . What did we miss here in our best interview questions guide? Do you have a favorite interview question you like to ask? What is it? Also, if you’re in the hiring process, we highly recommend posting your job on ..
Christy Hopkins Christy Hopkins, PHR, is a Human Resources consultant and writer at FitSmallBusiness.com. Her areas of expertise include full spectrum talent management (including recruiting & performance management), organizational change, and implementing HR systems. While being a part of FitSmallBusiness, Christy still maintains her HR consulting and recruiting firm that boasts over 30 small business clients spanning the U.S.
from Vermont to Seattle. Comments (30) Disclaimer: Reviews on FitSmallBusiness.com are the product of independent research by our writers, researchers, and editorial team. User reviews and comments are contributions from independent users not affiliated with FitSmallBusiness.com's editorial team. Banks, issuers, credit card companies, and other product & service providers are not responsible for any content posted on FitSmallBusiness.com. As such, they do not endorse or guarantee any posted comments or reviews.
• Vicki Hardey Hi Vicki, I would ask a behavioral question like, “tell me about a time when you had to choose between doing what your manager asked, and what your customer wanted?” What was the issue at stake, how did you choose one over the other?
Here are additional behavioral interview articles you might find helpful. Best! Laura, HR Staff Writer, SPHR Great article !! and yes having your own ambitions, goals, and ideal choice of the work environment will keep you satisfied and happy at work so there should be no hesitation to ask some questions to interviewer. So you should be able to find out how the culture suits you or not.Thanks a lot i am going to bookmark this for sure. Copyright © 2018 · FitSmallBusiness. All Right Reserved.
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"Do you have any questions for me?" We've all been on the receiving end of that question in an interview. If you're prepared, you've probably got some good questions you usually cycle through. But we want to be better than "good" in an interview.
We want to be standout candidates that hiring managers are excited to extend an offer to. One thing you can do to separate yourself from other applicants?
Ask good questions. "I'm always surprised at the lack of good questions candidates have, and I always respect the candidates that ask insightful questions during interviews," says , former VP of Learning and Development at HubSpot.
To help you prepare to stand out at your next interview, here are some questions that'll make hiring managers' ears perk up.
Then, discover some valuable questions you might want to start the recruitment process with when you're on the phone with human resources (HR). Try them at your next interview and see how the conversation changes. Questions to Ask the Hiring Manager During Job Interviews 1. How does this role contribute to larger company goals?
It's not terribly difficult to find a candidate that can execute on a role. It is terribly difficult to find a candidate that can not only execute on their role, but also understand how it fits into larger goals. This includes being able to self-manage, prioritize high-value activities, and grow their role in a direction that aligns with the company's growth.
How It Helps You This information can be hard to come by if your company isn't very communicative or transparent, so this is a good chance to get that information while the gettin's good, and use it to guide your decisions if you land the role. 2. What do the most successful new hires do in their first month here? This question shows that you're the type of person who likes to hit the ground running, instead of spending a week filling out HR forms.
It also shows that you recognize patterns of success and want to replicate only the most effective performers. How It Helps You Every company has its weird nuances, its own environment, and its own unspoken expectations. This helps you start with a little bit of the insider info so you don't suffer a case of "if I knew then what I knew now" in six months.
3. What metrics would you use to measure success in this role? Asking a question like this shows that you're goal-oriented and aren't afraid to be held accountable for those goals.
You don't shirk accountability. You welcome it -- and will work hard to hit the goals you're responsible for. How It Helps You It's shocking how many people don't actually know what they want from their employees beyond a vague idea of some work that needs to get done. Asking this question will force a hiring manager to figure it out -- and then can communicate it to you, so you can execute on it.
4. What are some of the challenges or roadblocks one might come up against in this role? A question like this indicates that you're already envisioning yourself in the role and thinking through a plan of attack, should you land the gig. It's also a sign that you're well aware that no job comes free of roadblocks. It shows that not only are you not afraid to deal with those challenges, but you're also prepared for them.
How It Helps You The response you receive should help you better understand some of the less-than-ideal aspects of the job -- difficult colleagues, bureaucratic processes, internal politics, and so on.
You can use that information to decide that the role really isn't a good fit for you ... or that you're up for the challenge. 5. What is the biggest challenge the team has faced in the past year? While the interviewer might be trying to paint a pretty perfect picture of what working on the team might look like, asking this question will help you uncover some of the realities the team has been facing recently.
If you end up joining, you'll inevitably hear about these challenges -- and you may have to help solve them, too. This is a question our principal recruiter says she likes to hear during interviews.
How It Helps You It really helps to know what challenges you could find yourself or your team up against ahead of time. In some cases, it could affect whether you accept the role. Not only that, but learning about these challenges could give you some great insights into the steps the team has taken to overcome these challenges already.
6. Why did you decide to work at this company? This question gives an interviewer a chance to do two self-serving things: talk about themselves and perform a no-holds-barred sales pitch on the company. For promising candidates, the sales opportunity is welcomed. And most people love any excuse to talk about themselves. ;) How It Helps You This gives you insight into what motivates your future colleague or manager, as well as insight into what the company offers its employees.
If those all line up with what you're looking for in a job, you've got yourself a good fit. 7. You've been at this company for while. What keeps you motivated? If your interviewer has been at the company for several years, understanding why could give you some really interesting insight into the company, how it treats its employees, and a taste of what motivates the people who work there.
Plus, it shows you've done your research on the interviewer, which is always an impressive sign. How It Helps You Depending on the interviewer's answer, you might learn something about the company's career training, leadership opportunities, workplace flexibility, internal job opportunities, and more. You might dig a little deeper by following up with related questions, like, "What do you enjoy most about working here?" 8.
Where do people usually eat lunch? Do they take the time to go out? Do people bring lunch but eat in groups? Do folks normally eat at their desks because they're too busy to socialize? Asking this question serves as a great way to find out a little bit about the company culture. Plus, this is a more lighthearted question that might relax a stiffened atmosphere or lead to a conversation about shared interests. How It Helps You Along with learning about company culture, it doesn't hurt to get a few good lunch suggestions for the future.
9. What is your company's customer or client service philosophy? This is an impressive question because it shows that you can make the connection between how the company thinks about its customers and the end result. In other words, how the customer is treated on a day-to-day basis, and in turn, how that shows up in the product.
How It Helps You While you might be able to find a canned response to this question on the company's website, it'll be useful -- and possibly eye-opening -- for you to hear it more candidly from an employee.
How the company treats its customers could end up informing your decision to join if you are offered the job, especially if you're applying for a job where you'll be communicating directly with customers. 10. What are some of the less tangible traits of successful people on this team? Ever work with people that just get it?
That's who hiring managers are looking for. This question demonstrates that you understand a job is about more than just going through the motions.
Successful people have a specific frame of mind, approach, attitude, work ethic, communication style, and so on -- and you want to know what that mix looks like at this company. How It Helps You Because these characteristics are often hard to pin down, this question forces a hiring manager to articulate that "it factor" they're really looking for -- even if it wasn't written in the job description. 11. What behaviors do the most successful members of the team exhibit? Asking a question like this shows you're interested in getting a practical example of what success looks like to the manager of the team you'd be joining.
Plus, when you phrase the question in this way, "you leave no room for a hypothetical answer," says , a former recruiting team lead at HubSpot. Instead, you're pushing the hiring manager to think about their top performer.
How It Helps You Because this question forces an example, the answer to this question will give you a strong idea of what success actually looks like. That way, you'll learn what it takes to impress your colleagues and be a star candidate. 12. What behaviors do the people who struggle most on the team exhibit? Follow question #9 with this question, and you'll show the hiring manager that you're really trying to get a concrete idea of what to do and what not to do as an employee on the specific team you're applying to join, says Fernandez.
And while this question can make a manager uncomfortable, it's impressive because it shows that the candidate is not afraid to ask tough questions. How It Helps You First, you'll get an idea of what poor performance looks like, which will help you set expectations for the position.
Second, you'll learn how the hiring manager handles a tough question like this -- which can teach you something about how office politics are handled in general.
13. How do you deliver negative feedback? If you would be working with the person interviewing you, this is another tough question that can give you some insight into how the team works. It pushes the hiring manager to think about how he or she would handle an uneasy situation, while at the same time showing your level of maturity in that that you (realistically) expect to receive tough feedback sometimes. How It Helps You Just like different people take negative feedback differently, different people give negative feedback differently.
Does this person tailor their feedback approach depending on whom they're giving feedback to? Do they make feedback a two-way street?
Their feedback style -- especially when it comes to negative feedback -- will help you understand how well you would be able to work with them.
14. Do you have any questions or concerns about my qualifications? This question shows that you're not afraid of critical feedback -- in fact, you welcome it. Interviewers tend to make note of red flags -- whether it be something on your resume or something you said -- to discuss with a colleague following the interview. This question gives them the green light to ask about any of the things that are holding them back from being 100% on board with hiring you.
How It Helps You You get a chance to address concerns face-to-face without being too confrontational. This could be the difference between an offer and a rejection -- or maybe even a higher opening offer.
Questions to Ask HR Manager During Interview • What do you like most about working here? • How has this position changed over time? • What does my potential team's role hierarchy look like? How does this position fit into it? • What are the main things HR does to assist the department I would be working for? • What are you most excited about in this company's future? • What is something the company is still working on getting right?
• What should I expect to wear on my first day? • Is there anything about my application that makes you doubt my qualifications right now? Before you meet the person you'd be working for, you'll likely meet a member of HR via a phone screening. Although this initial phone call is a standard first step for most organizations today, it's also an opportunity for HR to take notes on you as a candidate and relay those notes to the hiring manager.
Make a good impression on HR -- it matters more than you think. Here are some appropriate questions to ask at this initial stage of the recruitment process so you can put your best foot forward. 1. What do you like most about working here? This question can be a breath of fresh air to HR reps who primarily answer questions about benefits (which are valuable questions, don't misunderstand). Asking an HR employee what they like about the company tells them you care about the company's culture and that you care about the opinion of someone whom you might not work with directly.
In other words, talking to people like people is always a good idea. 2. How has this position changed over time? It's easy to forget that someone might have once held the position you're applying for -- or, more importantly, that the role might have evolved since it came on your radar. Don't be afraid to ask HR what this job looked like before you were interested in it. This can include what the responsibilities looked like, how many other people currently hold this position at the company, and even where HR thinks it's going in the future.
Getting HR's perspective on the history of your potential role can give you unbiased insight into your department, and let HR know that you're interested in your future at the company -- not just your present. 3. What does this team's role hierarchy look like? How does this position fit into it?
This is another big-picture question that HR should be equipped and eager to answer for you. You might not want to bluntly ask "who would I report to?" It can show resistance or insecurity before you ever set foot in the role. But, it's still something you might want to know. Phrasing your question the way it's phrased above is a professional gesture that can reveal who your boss would be and indicate to the company that you're mature enough to put your role in context of your department (an admirable move).
4. What are the main things HR does to assist the department I would be working for? Similar to the first question on this list, this question shows you know HR is more than just the company's first line of defense during the recruitment process. Take your phone screening as an opportunity to become acquainted with the human resources department and find out how you'd interact with them on a regular basis from your department.
It's a friendly question and one that shows your interest in how the whole company operates -- not just your own team. 5. What are you most excited about in this company's future?
Want to inject a little positivity into your phone call with HR? Ask them what has them pumped up right now. What motivates them to get up in the morning? Put yourself in HR's shoes: Wouldn't you love to answer this question, especially if you love the company you work for? Asking the HR rep what they're most excited about shows them that you, too, thrive on enthusiasm. It also brings the best out in your interviewer -- a good headspace for HR to be in as they hand you off to the hiring manager.
6. What is something the company is still working on getting right? As a flip-side to the seventh question above, also consider asking HR what they think the company's greatest challenge is right now. While other candidates might be skittish around a business's weaknesses, this question shows HR you're willing to accept the current negatives and join them on righting the ship.
Note the phrasing of this question, too. By asking HR this question precisely this way, you put focus on the positive and show the company that you have natural optimism (a desired trait in , just so you know).
7. What should I expect to wear on my first day? Dress code can be a touchy subject in interviews -- you don't want to reveal that you have deal-breakers so early into a hiring process. But, it is an important aspect of the job for many professionals. Sometimes business wear just isn't your thing, but you still want to maximize your chances at getting a job offer.
If you want to get an idea of the company's dress code without suggesting it's a big deal to you, simply ask HR what you're expected to wear on your first day. It's a harmless question that gives you the information you need at the same time.
8. Is there anything about my application that makes you doubt my qualifications right now? Cap off your phone screening with this confidence play. Asking HR what they're skeptical about with respect to your application can show them you welcome feedback and you can take criticism. It also helps you better prepare for your next interview. Want more interview tips?
Find out what in interviews. Originally published Nov 5, 2018 10:19:00 PM, updated November 06 2018
08 common Interview question and answers - Job Interview Skills