Candidates – Interview Questions
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What products or services are you planning to introduce alongside your current line in the near future?
What are your key focus markets for further development or expansion? Will these be the same for my efforts and focus?
What is the current growth rate of the firm? Do you predict that you can maintain this rate?
Who owns the company? Will that change in the near future?
How many total full-time employees work for your company? Your division?
Please tell me about the firm’s history of layoffs. Do you anticipate any in the future?
Are there major challenges or problems the company faces right now? Are they being addressed? How? How long have you faced these challenges?
What is the company’s share of different markets?
Are there other firms that pose a serious threat to your direction?
Is there a formal quality management process in place?
What has the company done to improve and refine its ranking/status/services in recent years?
Is the company (or department) short or long term focused?
Is there a company dress code? Education reimbursement?
Can you tell me about your tenure with the firm?
What do you like most about the company? Why?
Where did you work prior?
Has there been a person in this position before? Was he/she successful? What did they do well? If there were shortcomings, what were they?
Are you seeking someone is innovative and progressive or someone to carry on with existing processes and procedures?
What are the three most important objectives in this position?
What do you consider the three most important traits in the hire you make?
How much autonomy would I have if I am hired? Can this change/improve?
How often would you seek to meet for updates or progress reports?
Is conformity more important than innovation?
After a look at my credentials, what do you guess would be my greatest challenge? Would these challenges be the same in both the short and long term?
Is there a career path after success in this role?
If I have skills outside this position and they are helpful to the company, would I have a chance to contribute in other areas?
What factors are used to determine promotion eligibility?
What development and training are provided to help prepare for future advancement?
Is there a formal performance evaluation system in place?
How frequently is it administered?
What is the basis for measuring employee performance? What criteria are used?
What opportunity is there for employee input?
If an employee disagrees with an evaluation, what options are available for expression?