A good interview will allow the applicant to turn the tables and ask any questions they have.
Most of the time, these are fairly generic questions:
How long has the position been open?
What are the key skills required for this position?
Am I expected to work overtime or on the weekends?
But in some cases, you’ll get questions that demonstrate the applicant is really looking this position over, assessing his chances of being hired and may be a good hire for you. For instance:
Who will I be working most closely with?
What is the most challenging aspect of this position?
Is there anything about my background or résumé that makes you question whether I am a good fit for this role?
Is there additional training that you’d like me to do to become more proficient for this position?
Give your applicant ample time to ask any question he or she wants to ask. If you get the usual questions, no big deal. If you get some well thought out ones, that’s a good sign.
Note: Yes, it’s possible your applicant found his questions from a Google search or he purchased a book that gave him these questions. And if that’s the case, well, that’s initiative too, isn’t it?
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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