During job interviews, both the employer and the candidate will have questions to ask. From the employer’s point of view, maybe this is so they hope that with one question, they can identify a superstar or maybe they are not thinking about the question at all but more about the answer the candidate gives back.
If you are a recruiter, you may even think the question portion of the interview is a waste of time but when it is the candidate’s turn to ask the questions, it may speak volumes in how actively invested they are to you and your company so you do not want to jeopardise the opportunity to see that.
Here are four questions a great job candidate would ask:
“What do you expect me to accomplish in the first 60 to 90 days?”
Great candidates want to hit the ground running. They don’t want to spend weeks or months getting to know the organization. They want to make a difference right away. Finding out the expectations and the company’s objectives will help them evaluate whether the job in question is a good fit for them.
“What are the common traits of your top performers?”
Great candidates want to be long-term employees that make a difference to the company. Wanting to find out the characteristics of the top performers, shows that the candidate would be committed to the company if they were hired.
“What are the one or two things that really drive results for the company?”
Employees are investments, and every employee should generate a positive return on his or her salary. Impressive candidates want to know what truly makes a difference for your company because they know that helping the company succeed means they will also succeed, on multiple levels.
“How do you plan to deal with…?”
Whether it is technological changes, competitors or ever shifting economic trends, there is rarely a business that is completely protected. So while a candidate may see your company as a stepping-stone, asking this question shows that they still hope for growth and advancement in the company even if they do eventually leave.
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