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Digg it UP - Successful Interviewing: 7 Questions You Must Always Ask
The first part of this article discussed the necessity to research the company background, the industry competitors and the industry trends before attending a job interview. In this, the second part, we will focus on the preparation required to communicate at an optimum level with the interviewer.1) Determine the questions you are likely to be askedYou need to put yourself in the mind of the interviewer, acting on behalf of your prospective future employer before attending the job interview. This will give you the best chance of being prepared to answer all the questions. It will als
2. “What are you ideally looking for in your next job?”
By getting them to pa
The Dreaded SLBH If you're like most exhibitors, your first day back in the office after a trade show contains a myriad of competing priorities. Messages from current clients who need you beckon, the list of daily to-do's has piled up for several days, and business-as-usual marches on. Now's the time NOT to let the trade show leads that you worked so hard to get (not to mention spent so much money getting!) fall into the infamous SLBH – the Sales Lead Black Hole.What is the Sales Lead Black Hole? It's where 80% of all trade show sales leads end up…it's the no-follow-up-zone…it's los
Similarly, many business owners go through the whole recruitment process and make an offer to someone they like only to find that they have chosen to take another role.
Very often this “mis - hiring” of people or “missing out" on people is down to the way in which these people have been interviewed – in particular the questions that were are asked (or rather NOT asked!).
You see, if you ask the right questions you drastically increase the chances obtaining enough information to then ensure you recruit the right people.
The questions you ask at interview will depend on the type of role you are looking to fill, the type of business you are in and your own personal style. But there are 7 questions that you must ask every candidate regardless of the type of role you are hiring for:
1. “What are your reasons for leaving your current (or last) role?”
You are looking to see if there is a logical and rational reason here for leaving as well as looking out for any unusual circumstances. You also need to understand why they are leaving to ensure they are not then looking to leave your business within a few months of joining for the very same reason.
2. “What are you ideally looking for in your next job?”
By getting them to pa
A study (Baxt WG, Waeckerle JF, Berlin JA, Callaham ML. Who reviews the reviewers? Feasibility of using a fictitious manuscript to evaluate peer reviewer performance. Ann Emerg Med. 1998 Sep;32(3 Pt 1):310-7) introduced 10 major and 13 minor errors in a fictitious scientific manuscript. The manuscript was sent to all reviewers of the Annals of Emergency Medicine, the official publication of the American College of Emergency Physicians. The Annals has been in print for more than 25 years, and is the most widely read journal in emergency medicine. The work described in the manuscript was a standa
Very often this “mis - hiring” of people or “missing out" on people is down to the way in which these people have been interviewed – in particular the questions that were are asked (or rather NOT asked!).
You see, if you ask the right questions you drastically increase the chances obtaining enough information to then ensure you recruit the right people.
The questions you ask at interview will depend on the type of role you are looking to fill, the type of business you are in and your own personal style. But there are 7 questions that you must ask every candidate regardless of the type of role you are hiring for:
1. “What are your reasons for leaving your current (or last) role?”
You are looking to see if there is a logical and rational reason here for leaving as well as looking out for any unusual circumstances. You also need to understand why they are leaving to ensure they are not then looking to leave your business within a few months of joining for the very same reason.
2. “What are you ideally looking for in your next job?”
By getting them to pa
Loudly watching the intense activity at a modern trucking terminal and distribution center with all the material handling equipment moving in one direction one has to wonder how they do it all without any accidents. Whether you are involved in modern day American material handling or using Canada handling material pneumatic equipment to briskly move freight on stacked pallets, you know about the vibrational energy all around.The noise, bumps and vibration of conveyor belts, forklifts and material handling equipment is everywhere. I propose we use this information and this vibrational energy
The questions you ask at interview will depend on the type of role you are looking to fill, the type of business you are in and your own personal style. But there are 7 questions that you must ask every candidate regardless of the type of role you are hiring for:
1. “What are your reasons for leaving your current (or last) role?”
You are looking to see if there is a logical and rational reason here for leaving as well as looking out for any unusual circumstances. You also need to understand why they are leaving to ensure they are not then looking to leave your business within a few months of joining for the very same reason.
2. “What are you ideally looking for in your next job?”
By getting them to pa
Fire exits should be strategically located, with an outward opening door that has a crash bar and outward leading signs on it. Knowing where to find the emergency exits in a building that you frequent can save your life. Inward opening, rotating and sliding doors are unacceptable for use as fire exits, as they might need to be fixed open using a latch or chain if the door is needed as an exit route.In the UK, one exit is satisfactory for buildings where no more than 60 people work, as long as that the building is on the ground floor level only. The outsides of fire exits need to be kept cle
1. “What are your reasons for leaving your current (or last) role?”
You are looking to see if there is a logical and rational reason here for leaving as well as looking out for any unusual circumstances. You also need to understand why they are leaving to ensure they are not then looking to leave your business within a few months of joining for the very same reason.
2. “What are you ideally looking for in your next job?”
By getting them to pa
So often small business owners will design their own advertising and some do an exemplary job, but then some don’t and it is a shame really. As a former advertising representative for an Aviation Trade Journal in my younger years, well let’s just say I am pretty aware of the costs of all sorts of advertising, whether it be print, radio, TV, billboards, bus stop benches or even the Bus itself with one of those new shrink rap signs; boy those are cool and they better be as the cost alone is about $18,000 just to put it on the bus.It is great to see your ad the top of page 3 of the local newsp
2. “What are you ideally looking for in your next job?”
By getting them to paint a picture of their ideal job, you get all the ‘hooks’ to then sell your opportunity at the end of the interview and so maximise the chances of securing a hire if they are right for you.
3. “What attracts you to our role / business? What made you apply?”
This gives you the opportunity to see how much they have thought about your role or business and how likely they are to be committed to you. Once again gives you plenty of hooks to sell the role if you end up competing against another employer.
4. “Where do you see yourself in 3 years time?”
Their answer gives an idea of the direction they are going in and whether you will be able to meet their expectations if you hired them.
Similarly, if someone has future plans to manage teams, go travelling, start their own business or just stay in the same field - this is key information you require in order to make a decision to hire them or not.
5. “What is your current/last salary and package?”
Make sure you do not leave discussions around money until the negotiation stage when you are about to offer the job as this reduces your nego
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