|
|
Like this article? PLEASE +1 it! |  |
|
Five Easy Questions That Should Be Asked at Every Job Interview
| Guest post by: Lester Rosen |
Article Overview: The interview process, if used effectively, can be a great tool to find out more about a job candidate and to obtain information needed to make hiring decisions, However, it is also a powerful opportunity to ask “due diligence” questions for the purpose of uncovering any “red flags” that may show the candidate is unqualified, unfit or dishonest. These five interview questions, if asked of all candidates, can go along ways towards protecting employers from the legal and financial nightmare of a bad hiring decision.
 |
Free Download - Employers Must Manage Risks of Using Internet for Employment Screening Background Checks of Job Applicants By Lester Rosen |
Five Easy Questions That Should Be Asked at Every Job Interview
There are five suggested, critical interview questions every employer or hiring manager should be trained to ask in order to help identify job applcaints that are unqualified, unfit or dishonest. Of course, an employer would not want to get the interview off on the wrong foot with questions aimed at past criminal conduct or negative employment experiences. One of the goals of an interview is to help foster a talking environment where a potential employee understands and accepts the goals and direction of the organization.
However, every interview does have a "housekeeping" portion where standard questions are asked. That would be a good time for the following five questions:
1. Our firm has a standard policy of conducting background checks on all hires before an offer is made or finalized. You have already signed a release form. Do you have any concerns about that?
This is a general question about screening. Since the applicant has signed a release form, there is a powerful incentive to be honest and reveal any issues.
2. We also check for criminal convictions for all finalists. Do you have any concerns about that?
This question goes from the general to the specific. Be sure to ask the question in a form that is legally permissible in your state. It is important NOT to ask a question that is so broadly worded that it may lead to an applicant revealing more information then allowed by law. Again, make sure the applicant understands that he or she has signed a release and this process is standard company policy. Also keep in mind that it can be discriminatory to automatically reject an applicant with a criminal record unless there is a business justification.
3. When we talk to your past employers, what do you think they will say?
This question puts the application on notice that past employers will be contacted. This general question again provides a powerful incentive to be very accurate.
4. Will your past employers tell us that there was any issues with tardiness, meeting job requirements, etc.?
This question goes again to a specific area. Ask detailed questions about matters that are expressly relevant to the job opening.
5. Tell me about any unexplained gaps in your employment history.
If there are any unexplained employment gaps, it is imperative to ask about them. Unexplained gaps longer then a few months can be problematic, since an employer needs to be concerned ifa gap was caused by a criminal as opposed to other reasons.
Since applicants have signed consent forms and believe the firm is doing checks, applicants have a powerful incentive to be truthful. These questions serve a valuable function by providing a strong motivation for applicants to be self-revealing. It also takes advantage of the natural human trait to want to have some control over what others say about you. If an applicant believes a future employer may hear negative information from a past employer, the applicant may want to be able to set the record straight before the future employer has the chance to hear negative information from someone else.
Good applicants will shrug the questions off and applicants with something to hide may reveal vital information. Applicants with something to hide may also react in a number of different ways. Some applicants may tough it out during the first question. However, the questions are designed to go from the general to the specific. By the second question, an applicant may well begin to express concerns or react in some way that raises a red flag. An applicant, for example, may object to the questions by asking if the questions invade their privacy rights. If an applicant raises such an objection, then simply indicate that these are standard job-related questions asked of all applicants.
By adding these five key questions at every interview, employers can both demonstrate due diligence in hiring, and try to avoid hiring problematic employees.
Job Interview Questions And Answers
Credit Alliance Group discusses Basic Interview Etiquette
The Point Of Tough Interview Questions
How Well Do You Interview?
The Job Interview Question Hated by Most: “Tell me about yourself”
|
About the Author: Lester Rosen RSS for Lester's articles - Visit Lester's website Click here to visit Lester's website   Sample RFP Backgrond Screening Telephone Screening Form Employment Reference Worksheet |
Related Forum Posts
Re: Contact Information
- Another idea would be to have an email form in place to accept "ticketed" inquires (if people are afraid of spammers seeing their email address). However, I hate how some sites try to persuade you out of sending an email by bombarding you with lists of "Frequently Asked Questions & Answers" as I find they're rarely helpful.
Re: New forum - online businesses!
- Thanks Evan for this great Interview and I will be pleased to be part of the new forum on online businesses!
Re: e-Commerce and e-Payment providers
- When I came back to Japan in 1999 I sometimes used to ask my students if they would buy anything on the Internet and at that time most thought it was too risky. I'd encourage them to try by using well known sites such as Amazon.co.jp and also pointed out that using a credit card on a reputable site was safer than using it at a restaurant.
I can't remember the last time I had that discussion or when the "tipping point" occurred in Japan.
To answer your other question, I use Paypal for several reasons:
1. Brand familiarity
2. Easy to use
3. Free to withdraw 50,000yen+ to my Japanese bank account - a huge benefit (but maybe other systems also offer that...?)
4. Easy to cancel subscriptions
On the down side, their transaction fees are quite costly, they are difficult to contact and when disputes arise you can sometimes lose even when you can prove via your tracking service that the disputed item was "delivered" to the customer's address!
Re: Domain name sugestion
- Hi Anelly,
Support-Box.com sounds very good to me. Easy and catchy.
Delegating
- Good info and interesting list. Easy to see how the authority or power is slowly passed to the person - the secret would be knowing WHEN to move to the next step. I like to avoid people who are stuck at the #1 level.
Chris
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.
by: 
4 Building Blocks of an Effective Talent Management System
Simon Fuller Quotes
Lesson #3: “Tell ‘em quick and tell ‘em often”
Searching for the Stars: How Yang and Filo Took Their Business to New Heights
Salesperson Wimp-Out: I Need Help 
Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
10 Steps to Excelling at Franchise Sales
The Substance Abusing Employee
The Digital Diet by Daniel Sieberg
Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.