Great employers recognize the importance in establishing a mutually respectful relationship with their employees, which in turn creates a loyal, trustworthy, hard working staff and long-term retention. In today’s world of mobility and social media, it can prove difficult at times to find “the right” employee – one who shares your values and is committed to the long-term success of your business. The ultimate goal is to find the person(s) who effectively represents your business and who will approach every responsibility with passion, empathy, and motivation.
Below we offer resources to assist in the selection process and employment of those who represent your values and work ethic.
Aside from the standard questions you would ask during the interview process, below are a variety of other questions you might consider incorporating to enhance the process and get a more in-depth perspective of the individual:
- Tell me about yourself.
- What is your greatest strength?
- What is your greatest weakness?
- Tell me about something that’s not on your resume.
- How will your greatest strength help you perform?
- How do you handle failure?
- How do you handle success?
- Do you consider yourself successful? Why?
- Describe a typical work week.
- Describe your work style.
- Do you work well with other people?
- Do you take work home with you?
- How are you different from the competition?
- How does this job fit in with your career plan?
- How many hours do you normally work?
- How would you describe the pace at which you work?
- How do you handle stress and pressure?
- Is there anything else we should know about you?
- What motivates you?
- Are you a self motivator?
- What do you find are the most difficult decisions to make?
- What are you passionate about?
- What are your hobbies?
- What are your pet peeves?
- What do people most often compliment about you?
- What do people most often critique about you?
- What is your dream job?
Questions About Your Qualifications
- Describe how you managed a past conflict with another employee.
- What applicable attributes / experience do you have?
- What can you do better for us than the other candidates for the job?
- What part of the job will be the least challenging for you?
- Which parts of this job are the most challenging for you?
- What philosophy guides your work?
- What strength will help you the most to succeed?
Interview Questions About Your Work History
- What were your responsibilities?
- What major challenges and problems did you face? How did you handle them?
- What did you like or dislike about your previous job?
- What was the biggest accomplishment / failure in this position?
- Have you ever had difficulty working with a manager?
- Have you worked with someone who didn’t like your work?
- Who was your best boss and who was the worst?
- Describe your ideal boss.
- Describe the gap in your employment history.
Interview Questions About Money
- What were your starting and final levels of compensation?
- What are your salary expectations?
- What are your salary requirements – both short-term and long-term?
Interview Questions About the New Job and the Company
- How is our company better than your current employer?
- Should employees use social media at work?
- What will you miss most about your last job?
- What won’t you miss about your last job?
- What would you be looking for in an applicant?
- Would you rather be liked or respected?
- Why did you choose this profession?
- If the people who know you were asked why you should be hired, what would they say?
- Do you prefer to work independently or on a team?
- Give some examples of teamwork.
- How do you evaluate success?
- If you knew your boss is 100% wrong about something how would you handle it?
- Describe a time when your workload was heavy and how you handled it.
Orientating New Employees
Providing orientation for a new employee is often neglected, and yet the most frequent (negative) feedback we hear from new employees is the sense of feeling confused and overwhelmed in their new position (in some cases they feel as if they are left to “sink or swim”). An effective orientation program can help acclimate new employees to the work environment and may also help instill values and a work ethic similar to your own. A well thought out orientation program, whether it lasts one day or six months, may also help with retention of employees and productivity. Organizations that have effective orientation programs get new people up-to-speed faster, have better alignment between what the employees do and what the organization needs them to do, and have lower turnover rates.