Michael DeSafey | Executive Recruiter and HR Professional
Tough Job Interview Questions You Should Be Asking
Tough Job Interview Questions You Should Be Asking
As a hiring manager, there several things you want to know about potential candidates. You want to know that they’ll be hard workers, that they have the skills required for the position, and that they’re bringing a great attitude to your workplace. There are some questions that are hard to ask when you’re sitting in an interview–and hard to answer when you’re sitting on the other side of the table–but these tough questions are critical to getting to know your candidates.
1. What salary range do you expect from this position? Whether you’re working for an environmental firm or a construction company, you want to set this question on the table early. Your goal is to get the candidate to name a number–hopefully a lower number than the amount you’ve got budgeted.
2. Why are you leaving your current position?
This question puts the candidate on the spot, but it will also tell you a lot about their personality. There are several key things to look for in the answer:
• Does the candidate list things that are equally common in the position they’re applying?
• How does the candidate talk about their former employer?
• Does the candidate have a laundry list of complaints from their previous jobs?
• Is the candidate positive about new career opportunities with your company?
3. Have you ever been fired or laid off from a previous position? Why? Ouch! The best candidates may have stories about past failures that led to them being laid off–and those stories are things you need to know about them before you hire them. If you’re going to ask this question, however, be sure you give the candidate an opportunity to prove the changes they’ve made as a result of being fired in the past. For example, a construction worker who was guilty of slacking off on job sites in the past might have become an exemplary worker since then. An engineer who was always late might have developed new habits so that they’re always the first one at a meeting. Give candidates room to grow, but understand their past failures, too.
4. Why should I hire you? Some candidates will go blank when they hear this question. Asking it, however, will give you a look at how the candidate views themselves and how they’ll perform in the position. How you ask this question, from your tone of voice to your body language, will help set the stage for the candidate’s answer.
5. What do you need, other than money, in order to ensure your job satisfaction? This is the candidate’s opportunity to tell you what they’re really looking for in their dream job–and your chance to learn whether or not your company can provide it. If the candidate’s expectations are far too high for your firm to reach, they might not be the right one for your open position.
6. Imagine giving your last boss a performance review. What do they need to improve? The candidate’s answer will give you a good look at their personality. It’s not information about the boss you’re looking for; instead, you’re looking to see what the candidate expects in a boss and how they handle things that they don’t like in a person.
7. What is your greatest weakness? Every candidate has a weakness. Most of them will try to give you an answer that they don’t see as being a true weakness. The best candidates, however, will give you a look at how they’re learning to overcome those weaknesses or how they have turned them into strengths.
Asking the right questions in a job interview is just as important as knowing what answers you’re looking for. Ideally, you want to ask questions that will help you learn more about the candidate’s deeper personally. The best questions will catch them slightly off-guard, without a prepared answer at hand. As you delve into those questions, you’ll get a solid look at what’s really behind a candidate’s interview persona–and that will go a long way toward helping you make hiring decisions.
Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing www.webuildstaffing.com. To learn more about Michael or to follow his blog please visit www.michaeldesafey.com
Ways To Increase Your Employees Morale – Free!!
Ways To Increase Your Employees Morale – Free!!
As a professional recruiter who has been working and recruiting professionals in the environmental, engineering and construction industries for over 18 years now at Webuild Staffing, I have talked with many managers who find it hard to motivate employees.
As a manager you have the responsibly to manager your employees, motivate them and keep the morale of the office high. Studies have shown the companies that have high level of morale prosper significantly greater than low morale organizations.
Historically, larger companies have offered bonuses, trips, prizes to keep performance and morale high, but if your organization does not have the budgets or capacity to offer those types of morale boosters. Here are a few tips to improve morale without taking a bite out of the budget.
Genuinely Show You Care About Your Employees…
For most employees that office is their second home. They spend a significant amount of time every day at the office, but it is their second home. They have families, interests, activities that matter to them outside of the workplace. So showing an employee that you care is one of the easiest ways to reward them. Allowing an employee to take care of their family life is one of the greatest rewards you can give an employee. Let them take a day off, send them home early, if they need to take care of a personal issue during working hours; let them do it. Having an employee whose family is happy will go a long ways in boosting company morale. The employee will be more productive, care about the company greater and encouraged to work harder.
Recognize Employees For Their Hard Work..
When you hire an employee you expect them to work hard and do a good job. But when someone goes above and beyond expectations and works hard to help the company. Employers need to recognize it; which could be anything from offering a simple thank you or an employee of the week recognition to a plaque for exceptional performance.
Most individuals value personal recognition over anything else in the workplace. If they know they are being acknowledged for their hard work, they only need simple recognition to keep their morale high.
Focus On Achieving A Goal ..
Companies have a strategic direction, goals they are trying to achieve. Employees work to achieve those goals every day, but reminding an employee about the good they are doing, the people they are helping, how the company benefits a wide variety of customers and/or people lives are positive reinforcement for employees to do a good job. If they can relate to their customers, see the impact their products, services are having on the community as a whole. Morale within the company will jump greatly.
If customers recognize an employee’s hard work, let the employee know about it. If a product or services impacts a specific customer in a life changing way, let the employee know their work greatly influenced that person’s life. If an employee recognizes their hard work is paying off, morale will jump greatly throughout an organization faster than any other reward that can be offered.
The above tips are only a few of the many ways in which you can reward an employee and keep company morale high, without affecting the company’s overall budget.
Michael DeSafey is a leading executive recruiter for professionals in the construction, engineering and environmental industries. He is currently the President of Webuild Staffing (www.webuildstaffing.com). To learn more about Michael or Follow his Blog please visit www.michaeldesafey.com