200 Questions Job Candidates May Ask Your Company - CiteHR
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Jagruti02
Service

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Here are some questions that applicants may ask recruiters, managers,

HR pros, and others. Some of them you may start hearing more often as

the balance of power continues to tilt toward employees.

Do you know the answers to these questions? Some of them you may

start hearing more often as the balance of power continues to tilt

toward employees. Others, you'll never hear from a candidate's mouth.

Still, asking yourself these questions -- and finding out or

exploring the answers -- can give you a deeper understanding of your

company.

· Questions for Headhunters and Recruiters

· Questions for HR

· Questions for Hiring Managers

· High-level Probing Questions

· Questions That Are Defensive

· Questions Designed to Get Feedback

· Questions Designed to Close the Deal

· Questions Stars May Ask

Questions for Headhunters and Recruiters

1. How did you find me?

2. Is this a retainer or contingency assignment?

3. Are you dealing with the client's HR people, or do you

have direct contact with the hiring manager?

4. How long has the client been with you?

5. How many candidates have you placed with this client?

6. When will I find out the name of the principal or client

company?

7. May I have a written job description?

8. Where is the position located?

9. Where is the company headquartered?

10. To whom does the position report?

11. Can you tell me about this executive's management style?

12. Why is the position open?

13. What happened to the person who previously held this position?

14. Is this a new position?

15. How long has the position been open?

16. How long have you been working on the assignment?

17. What does the position pay?

18. Are here any pay or compensation constraints that I

should take into consideration?

19. What can you tell me about the person who will

be interviewing me?

20. What is his or her position, title, management style?

21. Who will make the final hiring decision?

22. After you present my resume, when can I expect to hear

from you regarding the status of this position?

23. Can you describe, specifically, how the

company navigates/balances work? and personal-life issues?

24. What might I do that would violate the culture of the

company during my interview?

Questions for HR

1. Why do you enjoy working for this company?

2. What attracted you to this organization?

3. Can you describe the work environment here?

4. How do you describe the philosophy of the company

or organization?

5. What do you consider to be the organization's strengths

and weaknesses?

6. Can you tell me more about my day-to-day responsibilities?

7. How soon are you looking to fill this position?

8. How do my skills compare with those of the other

candidates you have interviewed?

9. I have really enjoyed meeting with you and your team, and

I am very interested in the opportunity. I feel my skills

and experience would be a good match for this position.

What is the next step in your interview process?

10. Before I leave, is there anything else you need to know

concerning my ability to do this job?

11. In your opinion, what is the most important contribution

that this company expects from its employees?

12. Is there a structured career path at the company?

13. What are my prospects for advancement? If I do a good job,

what is a logical next step?

14. Assuming I was hired and performed well for a period of

time, what additional opportunities might this job lead to?

15. Do the most successful people in the company tend to come

from one area of the company, such as sales or engineering,

or do they rise from a cross section of functional areas?

16. I know that for the position for which I am interviewing,

the company decided to recruit from outside the organization.

How do you decide between recruiting from within and going

outside?

17. How does this position relate to the bottom line?

18. What advice would you give to someone in my position?

19. What major problems are we facing right now in

this department or position?

20. Can you give me a formal, written description of

the position? I'm interested in reviewing in detail the

major activities involved and what results are expected.

21. Does this job usually lead to other positions in the

company? Which ones?

22. Can you please tell me a little bit about the people

with whom I'll be working most closely?

23. As I understand the position, the title as ________,

the duties are _______, and the department is called

________. I would report directly to __________.

Is that right?

24. Can you talk about the company's commitment to equal

opportunity and diversity?

25. Who are the company's stars, and how was their status

determined?

26. How are executives addressed by their subordinates?

27. What can you tell me about the prevailing management style?

28. If you hired me, what would be my first assignment?

29. Does the company have a mission statement? May I see it?

Questions for Hiring Managers

1. Could you explain the company's organizational structure?

2. What is the organization's plan for the next five years,

and how does this department or division fit in?

3. What specific skills from the person you hire would make

your life easier?

4. Will we be expanding or bringing on new products or new

services that I should be aware of?

5. What are some of the problems that keep you up at night?

6. What are some of the skills and abilities you see as

necessary for someone to succeed in this job?

7. What would be a surprising but positive thing the new person

could do in first 90 days?

8. What challenges might I encounter if I take on this position?

9. How does upper management perceive this part of the

organization?

10. What are your major concerns that need to be immediately

addressed in this job?

11. What do you see as the most important opportunities for

improvement in the area I hope to join?

12. What are the attributes of the job that you'd like to see

improved?

13. What are the organization's three most important goals?

14. What is your company's policy on attending seminars,

workshops, and other training opportunities?

15. How do you see this position impacting the achievement of

those goals?

16. What is the budget this department operates with?

17. What attracted you to working for this organization?

18. What committees and task forces will I be expected to

participate in?

19. What have you liked most about working here?

20. How will my leadership responsibilities and performance be

measured? By whom?

21. What are the day-to-day responsibilities I'll be assigned?

22. Are there any weaknesses in the department that you are

particularly looking to improve?

23. What are the department's goals, and how do they align with

the company's mission?

24. What are the company's strengths and weaknesses compared with

the competition? (name one or two companies)

25. How does the reporting structure work here? What are the

preferred means of communication?

26. What goals or objectives need to be achieved in the next six

months?

27. Can you give me an ideal of the typical day and workload and

the special demands the job has?

28. This a new position. What are the forces that suggested the

need for this position?

29. What areas of the job would you like to see improvement in

with regard to the person who was most recently performing these

duties?

30. From all I can see, I'd really like to work here, and I

believe I can add considerable value to the company. What's the next

step in the selection process?

31. How does this position contribute to the company's goals,

productivity, or profits?

32. What is currently the most pressing business issue or problem

for the company or department?

33. Would you describe for me the actions of a person who

previously achieved success in this position?

34. Would you describe for me the action of a person who

previously performed poorly in this position?

35. How would you describe your own management style?

36. What are the most important traits you look for in a

subordinate?

37. How do you like your subordinates to communicate with you?

38. What personal qualities or characteristics do you most value?

39. Could you describe to me your typical management style and

the type of employee who works well with you?

40. Corporate culture is very important, but it's usually hard to

define until one violates it. What is one thing an employee might do

here that would be perceived as a violation of the company's culture?

41. How would you characterize the organization? What are its

principal values? What are its greatest challenges?

42. How would you describe the experience of working here?

43. If I were to be employed here, what one piece of wisdom would

you want me to incorporate into my work life?

44. What are a couple of misconceptions people have about the

company?

45. Work-life balance is an issue of retention as well as

productivity. Can you talk about your own view of how to navigate the

tensions between getting work done and encouraging healthy lives

outside the office?

46. How does the company support and promote personal and

professional growth?

47. What types of people seem to excel here?

48. Every company contends with office politics. It's a fact of

life because politics is about people working together. Can you give

me some exams of how politics plays out in this company?

49. What have I yet to learn about this company and opportunity

that I still need to know?

50. I'm delighted to know that teamwork is highly regarded. But

evaluating performance of teams can be difficult. How does the

company evaluate team performance? For example, does it employ 360-

degree feedback programs?

51. What are the organization's primary financial objectives and

performance measures?

52. What operating guidelines or metrics are used to monitor the

planning process and the results?

53. To what extent are those objectives uniform across all

product lines?

54. How does the company balance short-term performance versus

long-term success?

55. What kinds of formal strategic planning systems, if any, are

in place?

56. Can you describe the nature of the planning process and how

decisions concerning the budgeting process are made?

57. Can you identify the key corporate participants in the

planning process?

58. How often and in what form does the company report its

results internally to its employees?

59. In the recent past, how has the company acknowledged and

rewarded outstanding performance?

60. What are the repercussions of having a significant variance

to the operating plan?

61. Are budgeting decisions typically made at corporate

headquarters, or are the decisions made in a more decentralized

fashion?

62. I'm glad to hear that I will be part of a team. Let me ask

about reward structures for teams. Does the company have a formal

team-based compensation process?

63. Is the company more of an early adapter of technology, a

first mover, or is it content to first let other companies work the

bugs out and then implement a more mature version of the technology?

64. How does the company contribute to thought leadership in its

market?

65. How advanced is the company's commitment to knowledge

management?

66. I was pleased to hear you describe the company's branding

strategy. How does branding fit into the overall marketing mix?

67. How does this position contribute to the company's goals,

productivity, or profits?

68. According to (name source), your principal competitor, Brand

X, is the best-selling product in the space. What does Brand X do

better than your product?

69. Business Week magazine ranks the company second (or whatever)

in its industry. Does this position represent a change from where it

was a few years ago?

70. How accessible is the CEO (name him or her) to people at my

level of the organization?

71. Does the CEO (name him or her) publish his or her email

address?

72. I understand that the CEO is really approachable. Are there

ground rules for approaching him or her?

73. Staff development is mentioned in your annual report as a

measure on which executives are evaluated. What kinds of training

experiences might I expect?

74. Is the department a profit center?

75. Can you please tell me about the people who will look to me

for supervision?

76. Would I encounter any coworker or staff person who's proved

to be a problem in the past?

77. What happened to the person who previously held this job?

78. The incumbent was dismissed? How could the problems have been

avoided?

79. The incumbent was promoted? I'm delighted to hear it. Would

it be possible for me to talk to him or her?

80. What is the company customer-service philosophy?

81. Could you tell me about a time when the team/company went out

of its way to provide knock-your-socks-off service?

82. The best companies rely on rich customer data to fuel

personalized content and services. How is the company doing in

personalizing its offerings?

83. Customers are expecting companies to protect their data. Does

the company have a privacy policy for its Web initiatives, and how

does the company balance the momentum for ever-increasing

personalization with rising concerns for privacy?

84. How empowered are employees? How much of the company's money

can your people (including the ones with single-digit pay grades)

spend on their own recognizance to satisfy a customer or address a

work-process issue?

85. How often would I come into direct contact with real, living,

breathing, paying customers?

86. What are the success factors that will tell you if the

decision to bring me on board was the right one?

87. To make our working relationship successful -- something we

both want -- we'll need to be sure we have good chemistry together.

How might we determine this, and then what action would you see us

engage in to build that relationship?

88. If you and I were developing some sort of philosophical

difference, how would you want to go about resolving it?

Other Probing Questions -- often for high-level assignments

1. Could you please describe the management team to me?

2. Does the company have a Net-use policy?

3. Will I receive my assignments from IT or from the business

unit?

4. Do developers have little contact with the business unit or

significant contact?

5. Can you show or sketch me an organizational chart?

6. If for any reason you were unable to function as CEO, how

would you like to see the company managed?

7. To whom does the chief information or technology officer

report?

8. How would you describe the degree to which you want your

heirs to have strategic or operational influence in the company until

one of them is ready to assume the role of COO or CEO?

9. What are you hoping to accomplish, and what will be my role

in those plans?

10. May I see a job description? What are the most important

responsibilities of the job?

11. How much time should be devoted to each area of

responsibility?

12. What is my spending/budget authority?

13. What initial projects would I be tackling?

14. What are the biggest technical challenges ahead for this

department/ company?

15. Presuming that I'm successful on this assignment, where else

might I be of service to the company?

16. Traditionally, companies have used IT to reduce bottom-line

costs. But I am excited about the use of IT to advance top-line

opportunities such as creating new products and identifying new

markets. Can you talk about how IT is used in this company to create

top-line value?

17. What structured strategies for software testing have you

found effective here?

18. Does the company use an IT steering committee?

19. If you put all the salespeople in a line from your best to

the merely acceptable performer, what are the earnings of the 50th

percentile? The 25th? The 75th?

20. Can you describe the performance of the sales team?

21. What is the commission structure, and what is my earning

potential in 1,3,5, or 10 years?

22. What percentage of salespeople attain objectives?

23. What percentage of the current people are above and below

their set goals?

Questions That Are Defensive -- designed to protect the employee

1. I understand the company has experienced layoffs within the

last two years. Can you review the reasons why they were necessary?

2. How were the layoffs handled in terms of notification,

severance, outplacement services, etc.?

3. What rewards have you found effective in recognizing and

rewarding exceptional work?

4. Are there formal metrics in place for measuring and rewarding

performance over time?

5. How effectively has the company communicated its top three

business goals?

6. I am a hard worker, and like to be around hard-working

people. Am I going to be comfortable with the level of effort I find

here?

7. Is the company's training strategy linked to the company's

core business objectives?

8. How does your firm handle recognition for a job well done?

9. When was the last time you rewarded a subordinate for his or

her efforts? What token of appreciation did you offer?

10. How does the firm recognize and learn from a brave attempt

that didn't turn out quite as expected?

11. If I were a spectacular success in this position after six

months, what would I have accomplished?

12. How much freedom would I have in determining my objectives

and deadlines?

13. How long has this position existed in the organization? Has

its scope changed recently?

14. Do you foresee this job involving significant amounts of

overtime or work on weekends?

15. What are the greatest challenges I will face in this position

in furthering the agenda of the organization?

16. Are my tasks limited to my job description, or will I be

performing duties outside the described job scope?

Questions Designed to Get Feedback

1. How do you like me so far?

2. Do you have any concerns about my ability to do the job and

fit in?

3. Is there anything standing in the way of us coming to an

agreement?

4. Do you have any concerns about my experience, education,

skills?

5. How do I compare with the other candidates you have

interviewed?

6. Describe your ideal candidate. What do my qualifications lack

compared to those of the theoretical ideal candidate?

7. I'm ready to make a decision based on the information I have.

Is there anything else I can elaborate on so that you would have a

better understanding of my qualifications and suitability for this

position?

8. Are there any areas in which you feel I fall short of your

requirements?

9. Can you give me any feedback that would make me more

attractive to the company in the future or that I could benefit from

next time?

10. Is there anything else you need from me to have a complete

picture of my qualifications?

Questions Designed to Close the Deal

1. Is there anything personally or professionally that you

believe would prevent my being a solid contributor in this role?

2. Your search is over. You will not find anyone else more

qualified to do this job than I. If I were you, I'd cancel all the

other interviews and make me an offer.

3. I'm not going to keep it a secret. I really want this job,

and I know I will be fantastic in it.

4. Until I hear from you again, what particular aspects of the

job and this interview should I be considering?

5. I know I can meet the demands of the position and would make

an outstanding contribution. Can I have the offer?

6. What will be your recommendation to the hiring committee?

7. I'm ready to make a decision based on the information I have.

Is there anything else you need to make me an offer?

8. I am very interested in this job, and I know your endorsement

is key to my receiving an offer. May I have your endorsement?

9. It sounds to me as if we have a great fit here. What do you

think?

10. It has been an interesting and fruitful discussion. l would

very much like to take it to the next step.

Questions Stars May Ask

1. What's the gross profit margin of the division I will be

working in? What percentage of the total profit from the company does

it generate? Is it increasing or decreasing?

2. What's your company's "killer application"? What percentage

of the market share does it have? Will I be working on it?

3. Can you give me some examples of the best and worst aspects

of the company's culture?

4. What makes this company a great place to work? What outside

evidence (rankings or awards) do you have to prove this is a great

place to work? What is the company going to do in the next year to

make it better?

5. What would I see if I stood outside the front door at five

o'clock? Would people be smiling? Staying late or leaving early?

Would everyone be taking work home?

6. Lots of your competitors have great products and people

programs. What is the deciding factor that makes this opportunity

superior? Are you able to say any things that you will do to make

this a great experience for me if I accept the position?

7. Can you show me that the company has a diverse workforce and

that it is tolerant of individual differences? Does it have affinity

groups or similar programs that I might find beneficial? Is there a

dress code? Can you give me an example of any "outrageous conduct"

this firm tolerates the competitors would not?

8. Does your company offer any "wow!" benefits? Does it pay for

advanced degrees? Does it offer paid sabbaticals? On-site child care?

Relocation packages? Mentor programs? How are these superior to those

of your competitors? What about job sharing? Flex-time arrangements?

Telecommuting? Workout facilities?

9. When top performers leave the company, why do they leave and

where do they usually go?

10. When was the last significant layoff? What criteria were used

to select those to stay?

11. Does the company have a program to significantly reward

individuals who develop patents/great products? Is there a program to

help individuals "start" their own firms or subsidiary? Will I be

required to fill out noncompete agreements?

12. How many approvals would it take (and how long) to get a new

$110,000 project idea of mine approved? What percentage of employee-

initiated projects in this job were approved last year?

13. How many days will it take for you (and the company) to make

a hiring decision for this position?

14. Who are the "coolest" people on my team? What makes them

cool? Can I meet them? Who is the best and worst performer on the

team, and what was the difference in their total compensation last

year? Sell me on this team and the individuals on it that I get to

work with. What makes my closest coworkers fun great people to work

with?

15. What is your "learning plan" for me for my first six months?

What competencies do you propose I will develop that I don't

currently have?

16. Which individual in the department can I learn the most from?

What can he or she teach me? Can I meet that person? Does the company

have a specific program to advance my career?

17. Could I miss a day without your advance permission? What

percentage of the people in this position telecommute? Has anyone in

the group been allowed to take a month off (unpaid) to fulfill a

personal interest?

18. Give me some examples of the decisions I could make in this

job without any approvals. Can you show me the degree of autonomy and

control I have in this position?

19. How many hours a week do you expect the average person on

your team to work? How many hours does the average person in fact

work? Are there work-life programs in place to promote a healthy work-

life balance?

20. How will my performance be evaluated? What are the top

criteria you use? What percentage of my compensation is based on my

performance? Is their a process where the employees get to assess

their supervisor? If I do a great/bad job in the first 90 days, how,

specifically, will you let me know? What are the steps you would take

to help me improve? How do you discipline team members?

21. What is the first assignment you intend to give me? Where

does that assignment rank on the departmental priorities? What makes

this assignment a great opportunity?

22. How many hours of your time can I expect to get each week for

the first six months on the job? How often will we have scheduled

meetings?

23. If I were frustrated about my job, what specific steps would

you take to help me overcome that frustration? How about if you were

frustrated with me? Can you show me examples of what you have done

for others in your group in the past year to overcome any frustration?

24. What are the "wows!" of this job? What are the worst parts?

And what will you do to maximize the former and minimize the latter?

If I asked the incumbent what stinks about the job, what would he or

she say? Can I talk to him or her?

25. What will make my physical work environment a fun and

stimulating place to spend time?

26. What inputs do employees get in departmental decisions? In

hiring and assessing coworkers?

27. Could I get a chance to see the team in action? Can I sit in

on a team meeting? Shadow someone for a day?

28. What are the biggest problems facing this department in the

next six months and in one year? What key competencies have you

identified that I will need to develop in the next six months to be

successful?

29. What do you see in me? What are my strongest assets and

possible weaknesses? Do you have any concerns that I need to clear up

in order to be the top candidate? What is the likelihood -- maybe in

percentage terms -- that I'll get an offer?

Really nice one Mr Rajat
All your postings are really really very informative.
On Training part i would like to ask you one thing
Where can i get projects on training?
I am working as an IT recruiter in Mumbai but looking forward to get into Training.
Will be eagerly waiting for your response
Regards,
Jagruti

Hi Shyamali,
Thanks..
Hi Jagruti
:D :D ..
All your postings are really really very informative.
It;s not easy for me to answer this question as such on making a transistion from recruiter to a trainer..on a generalised basis as such..
First ask yourself as why you want to be a trainer?..do a reality check on your skills n competencies..on what topics you want to be an expert?..
The best way to start your process would be to give a presentation on your work process to your seniors, new joinees on their induction..etc..or ask your training manager to give you an opportunity to take a session on which you are good at..
Enjoy the journey..and am sure success would come to you.. :)
Best wishes...
Rajat Joshi

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