Interviews are almost like a first date; stressful, with two people facing off and nervously evaluating each other. On one hand, the interviewer gauges the candidate, looking for answers and determining if they are truly a proper fit.
If all goes right, everyone wins. They have the job, and you have an exciting new hire. However, if it goes badly, it could be a condition leaving even the most experienced HR professional a little uneasy.
Do not be fooled— interviews are clearly not a one sided affair. At best, the interview process is a discussion, undoubtedly a two-way street. The potential hire, especially if they are the talent you want in your organization, will be an intricate part the interview process; they look to you to determine if your business is worth their while.
Engagement is the key. The ideal candidates will be attentive of the process, and come equipped with knowledge, set goals (more than just getting the job) and—most importantly—questions.
The best interviews are conversations, where questions from both sides. Not only the basics—salary, benefits and schedules—but in-depth inquiries about the company mission, projects and culture.
Inc. Magazine has 5 Questions Great Job Candidates Ask. They are not the usual “throwaway” questions that hiring managers get, but probing, well-thought examinations of the company and their priorities.
Hear these from a candidate, any you may have a winner on your hands.
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