{"id":2112,"date":"2014-06-24T09:34:05","date_gmt":"2014-06-24T14:34:05","guid":{"rendered":"http:\/\/kbicblog.com\/blog\/health-information-management\/?p=2112"},"modified":"2014-06-24T09:34:05","modified_gmt":"2014-06-24T14:34:05","slug":"5-questions-a-candidate-should-ask","status":"publish","type":"post","link":"https:\/\/kbicblog.com\/health-information-management\/blog\/5-questions-a-candidate-should-ask\/","title":{"rendered":"5 Questions a Candidate Should Ask"},"content":{"rendered":"
\n

\"Recruiting_Culturally_Diverse_Candidates\"<\/a><\/h1>\n

The 5 Best Questions a Job Candidate Can Ask<\/h1>\n

By: Jeff Haden<\/a> \u00a0 Published: June 23, 2014<\/p>\n<\/div>\n

While you certainly have questions you like to ask (like these three<\/a>), and maybe you askone question to identify a superstar…<\/a>\u00a0if you\u2019re an experienced interviewer you may almost always feel it’s a waste of time when you ask the candidate, “Do you have any questions for me?”<\/p>\n

Why? The average candidate doesn’t actually care about how you answer their questions; instead they try to make themselves look good by asking “smart” questions. To them, what they\u00a0ask<\/em>\u00a0is a lot more important than how you\u00a0answer<\/em>.<\/p>\n

On the other hand, great candidates ask questions they actually want answered because they’re actively evaluating you and your company\u2026 they’re deciding whether they really want to work for\u00a0you<\/em>.<\/p>\n

Here are five questions great job candidates ask:<\/p>\n

\u201cWhat do you expect me to accomplish in the first 60 to 90 days?\u201d<\/strong><\/p>\n

Great candidates want to hit the ground running. They don’t want to spend weeks or months “getting to know the organization.” They want to make a difference right away.<\/p>\n

Plus they want to\u00a0know how they\u2019ll be evaluated<\/a>\u00a0\u2013 so they definitely want to understand objectives and expectations.<\/p>\n

\u201cWhat are the common attributes of your top performers?\u201d<\/strong><\/p>\n

Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations.<\/p>\n

Maybe your\u00a0top performers<\/a>\u00a0work longer hours. Or maybe flexibility and creativity is more important than following rigid processes. Or maybe landing new customers in new markets is more important than building long-term customer relationships. Or maybe spending the same amount of time educating an entry-level customer is as important as helping an enthusiast who wants high-end solutions.<\/p>\n

Whatever the answer may be, great candidates want to know because 1) they want to know if they fit, and 2) if they do, they\u00a0definitely want to be a top performer<\/a>.<\/p>\n

\u201cWhat are the one or two things that\u00a0really<\/em>\u00a0drive results for the company?\u201d<\/strong><\/p>\n

Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?)<\/p>\n

In every job some activities make a bigger difference than others. You want your HR staff to fill job openings… but what you really\u00a0need<\/em>\u00a0is for HR to find the right candidates because that results in higher retention rates, lower training costs, and better overall productivity.<\/p>\n

You want your service techs to perform effective repairs… but what you really\u00a0need<\/em>\u00a0is for those techs to identify ways to solve problems and provide further benefits — in short, to generate additional sales.<\/p>\n

Great candidates want to know what truly makes a difference for your company… because they know helping the company succeed means they will also succeed, on multiple levels.<\/p>\n

\u201cWhat do employees do in their spare time?\u201d<\/strong><\/p>\n

Happy employees 1) love the work they do<\/a>, and 2) genuinely like the people they work with.<\/p>\n

Granted this is a tough question to answer. Unless the company is really small, all any interviewer can do is speak in generalities.<\/p>\n

Even so, great candidates want to make sure they have a reasonable chance of\u00a0fitting in with the culture<\/a>\u00a0— because great job candidates almost always have options.<\/p>\n

\u201cHow do you plan to deal with…?\u201d<\/strong><\/p>\n

Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends… there’s rarely a moat protecting a small business.<\/p>\n

So while a candidate may see your company as a stepping-stone, they still hope for growth and advancement… and if they do eventually leave, they want it to be on their terms and not because you were forced out of business.<\/p>\n

Say I’m interviewing for a position at your bike shop. Another shop is opening less than a mile away. How do you plan to deal with the new competitor?<\/p>\n

Or say you run a poultry farm (a major industry where I live): What will you do to deal with rising feed costs?<\/p>\n

A great candidate doesn’t just want to know what you\u00a0think<\/em>; they want to know what you plan to\u00a0do<\/em>\u00a0— and how they will fit into those plans.<\/p>\n

Now it\u2019s your turn.<\/strong>\u00a0If you\u2019re an interviewer, what are great questions you\u2019ve been asked \u2013 and what do those questions indicate? Or, if you’re interviewed, what questions do you like to ask?<\/p>\n

Originally article was published on LinkedIn. Click to see.\u00a0<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

The 5 Best Questions a Job Candidate Can Ask By: Jeff Haden \u00a0 Published: June 23, 2014 While you certainly have questions you like to ask (like these three), and maybe you askone question to identify a superstar…\u00a0if you\u2019re an experienced interviewer you may almost always feel it’s a waste …<\/p>\n","protected":false},"author":1,"featured_media":2114,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"ngg_post_thumbnail":0,"footnotes":""},"categories":[1],"tags":[263,111,264,107,175,84],"class_list":["post-2112","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-candidate-questions","tag-healthcare-information-management","tag-healthcare-recruiting","tag-interview-tips","tag-kaye-bassman","tag-kbic","column","twocol","has-thumbnail"],"yoast_head":"\n5 Questions a Candidate Should Ask<\/title>\n<meta name=\"description\" content=\"5 Questions a Candidate Should Ask. 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