I was at Monster’s web site and saw a few questions you could ask applicants on the subject of “getting started.”
What do you see yourself accomplishing in the first 30 days here?
How would you go about quickly establishing your credibility with our team?
If hired, describe your strategy for the first 90 days.
How long would it take for you to make a significant contribution here?
For your “serious” positions, I like these questions. They are asking your applicant to stretch a bit and look into their possible future with your company.
Some applicants have quite a bit visualized as a potential member of your team and they will likely give you solid answers to all of the above.
What if you’re hiring a stock clerk or a waitress, would you still want to ask these questions?
My answer is a simple: “Absolutely!”
Asking every applicant how they believe they can bring value to your company only grants dignity to them, to the available position and to your company.
So there you go. Find out what your bright-eyed prospects would do to get out of the starting gate and you’ll likely gain some welcome insights.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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