有道学堂-7 questions.doc

1、The 7 Interview Questions You Must Ask发布时间：2012-07-15 文章出自： 原文链接：点击查看There are no magic bullets when it comes to job interview questions, but the way you structure your queries is important: Its the interviewers job to create a framework for the discussion and prevent it from running off the rails.

2、Every companys needs are different, but a good basic strategy is to ground the interview in questions about past job performance. Then throw in some situational questions to evaluate practical decision making, and learn a little bit about how the job fits in with a candidates biography. Question #1:

3、 “How about those Yankees?“ Purpose: Develop the rapport needed to get the interview off the ground. Every interview should begin with an icebreaker. It helps nervous applicants calm down and builds a sense of trust. If you have a 45-minute interview, you should spend at least the first five minutes

4、 trying to connect on a neutral topic. Make the person feel at ease and youll solicit better informationand much more honest responses. Alternate Version 1: “Did you go to the industry conference last week?“ Alternate Version 2: “Were you affected by the heat wave/cold snap?“ Question #2: “Talk abou

5、t a time when you had to overcome major obstacles.“ Purpose: Get a clear picture of the candidates past performance. Variations on this question should actually comprise your next several questions. Dont hesitate to guide the candidate through the variety of tasks (both tangible and theoretical) nec

6、essary to perform the job, and listen carefully to how he or she has handled such challenges. Pay attention to intangibles: some people are better at performing in interviews than on the job. If your candidate continually plays the role of hero or victim, thats a red flag that youre probably not get

7、ting the whole story. Alternate Version 1: “Tell me about a time when you wrote a report that was well received. Why do you think it was successful?“ Alternate Version 2: “Describe a time when you hired (or fired) the wrong person.“ Alternate Version 3: “If you had to do that activity again, how wou

8、ld you do it differently?“ See Also: How to Conduct a Job Interview Question #3: “What interests you about this position?“ Purpose: Find out how the candidate feels about the job and the company. People apply for jobs for plenty reasons besides the obvious ones. Asking a candidate why he or she want

9、s the position gives insight into their motivation. The answer may be personal (such as a narrative about what spurred them to seek a new job), or it may connect the candidate to the company: her experience with the brand, the mission statement, or the organizations role in the community. Any of the

10、se answers (or some combination) are acceptablea personal answer can communicate trust, and a connection to the business indicates loyalty and a sense of ownership. Alternate Version 1: “Where does this job fit into your career path?“ Alternate Version 2: “If you had to convince a friend or colleagu

11、e to apply for this job, what might you tell them?“ Alternate Version 3: “What motivated you to apply for this job?“ Question #4: “Is there intelligent life in outer space?“ Purpose: Find out what kind of thinker the candidate is and how he deals with surprises. This is your curveball, designed to m

12、ake the candidate ad-lib instead of just reciting well-rehearsed answers. How much will he or she play along? As long as its not too short or too long, virtually any response is a good one. But pay attention to attitude, the way the candidate approaches the problem, and the ease or difficulty they h

13、ave in coming up with a response. Alternate Version 1: “How many phone books are there in New York City?“ Alternate Version 2: “How do they get the cream filling inside a Twinkie?“ Alternate Version 3: “Why do people climb mountains?“ Question #5: “Imagine weve just hired you. Whats the most importa

14、nt thing on your to-do list on the first day of work?“ Purpose: Learn about the candidates judgment and decision-making skills. This is an example of a situational question, which is like a behavioral question in that its designed to assess judgment, but its also like a curveball question because it

15、 illuminates the candidates thought process. You want to see whether he demonstrates the competencies and priorities that are important to the job. Alternate Version 1: “Say a coworker tells you that he submitted phony expense account receipts. Do you tell your boss?“ Alternate Version 2: “How would

16、 you handle an employee whose performance is fine but who you know has the potential to do better?“ Alternate Version 3: “What would you do if you got behind schedule with your part of a project?“ See Also: 10 Mistakes Youre Probably Making in Job Interviews Purpose: Measure the fit between the cand

17、idates values and the culture of your company. It risks a long, drawn-out answer, but this type of question will help you select candidates that fit your companys culture. Its not about finding people like you, or people with similar backgrounds that led them to your company, but about getting a sen

18、se of their values and motivations. Concepts like values and culture can be subjective and difficult to define, but you should be looking for someone whose work ethic, motivations, and methods match the companys. This isnt a quantitative measurement so much as a qualitative one. Coke and Pepsi may s

19、eem the same to people outside the soft-drink industry, but each houses people with different approaches to making cola and running a business. Alternate Version 1: “What do you like best about your current job?“ Alternate Version 2: “When did you realize this would be your career?“ Alternate Versio

20、n 3: “What keeps you coming to work besides the paycheck?“ Purpose: Find out if the candidate has done his or her homework. Its a clich to end an interview with the standard, So, any questions? But the fact remains that you really do want to let the candidate ask a few things of you. Reversing roles

21、 communicates that the company seeks an open a dialogue, and it helps you ascertain just how curious and knowledgeable a candidate is about your company. If he doesnt ask any questions about the job or the business, its a safe bet his heart isnt in it. Listen for insightful questions that demonstrate a sophisticated understanding of the circumstances of the job, the company, the competitive landscape, or the industry. Alternate Version 1: “Where do you think the company should be in ten years?“ Alternate Version 2: “Whats your opinion of our new product?