Thought you have a great interview with the managers but you’re still out? There surely got something wrong behind your conversations. When the managers offered you chances to ask questions, think about how you asked. The way how you were asking about your salaries, your benefits, or your vacations might be the potential killer that got you lost your job. Now look at the most satisfying questions that HR managers are expecting. ( via: mashable )
1. “How has [the company you’re interviewing for]’s product impacted you directly?”
“This question shows that the candidate wants to work in a place where people are passionate about what they do. They don’t want to come to work just to get a paycheck. They want to know how employees interact with the product and how it has personally impacted their lives.”
2. “How would my role affect the business in the short-, medium- and long-term?”
“First, this question demonstrates that the candidate isn’t just thinking about themselves, but rather where they fit into the strategy of the business as a whole. It switches the conversation from being about what the company can do for them to what they can do for the company.”
3. “Why did you join [your company]?” In other words, a very polite version of “Why should I want to work here?”
“Top candidates are generally interested in what the interviewer found so attractive about the company they now work with. When a candidate wants to know why I dropped everything to join Spoon, they’re really getting a read on whether or not the opportunity is truly compelling.
This question specifically tells me that a candidate is thinking about the long-term future and isn’t interested in just another job — a good indicator that they take their work seriously and will only move for the right opportunity. They likely want to know about the company’s product story, current revenue, short- and long-term plans, culture and team in place.
If hiring managers aren’t prepared with honest and persuasive reasons why they joined their current firm, top candidates can quickly lose interest and move on.”
4. “What gets you out of bed every day and excites you to come to work?”
“I love this question for two reasons. One, it’s a little bold. It’s personal in nature, and I’m not interested in hiring someone with whom I can’t connect on a personal level. But it also is a great way for a candidate to get a sense of what it’s like to work with us — what the office environment is like, what we’re passionate about, what our values are. Plus, implicit in the question is that they’re ready and willing to also get out of bed excited and ready to work.”
5. “What are the biggest trouble-spots you’re hoping the person in this position can help you with?”
“So much of job interviewing is focused on what’s great about the job, great about the candidate, etc. It’s refreshing to be asked what pain-points the person we hire will have to be able to handle. But remember, if you ask this question, be prepared to offer a few potential solutions or ideas for the issues raised by your interviewer. It’s a really interesting question, but job seekers need to be ready to think on their feet once they ask it!”
6. “What are your organization’s strengths and weaknesses compared to your competition?”
“Candidates are usually evaluating multiple firms and making their own comparisons to figure out which one is the best fit for them. This is a savvy question because the candidate is asking for an assessment and perspective on what makes Deloitte strong, while also trying to see how objective we can be about our own organization.”