1. What are your short and long term goals?A candidate’s response to this question will usually reveal their personal or professional goals. If they do not have a quick response, it may indicate they do not plan ahead. The best responses will indicate drive, planning and good work/life balance. Additional questions may be needed - ask for more details about certain goals to gain insight into whether or not the employee intends to stay long term or just out to gain experience and move on. Consider following with, "What are three goals you have achieved in the past year?"
2. What unique experience or qualifications separate you from other candidates?Questions like this can expose interesting characteristics and experiences that might not normally be revealed.
3. Describe your ideal work environmentWhen choosing potential employees, it is helpful to know what type of environment in which they prefer to work. If your organization is very traditional and professional, someone who likes a trendy and casual environment might not be the best fit. Sometimes it can be refreshing to hire someone who does not fit the mold, but it is usually best to hire people who fit in with your work environment.
4. What would you say are your two greatest weaknesses?This question reveals the candidate's ability to identify the need for personal improvement. The best responses include a plan on how the candidate is addressing the weakness. Some candidates also do an effective job turning their weakness into a positive, which indicates the candidate has good alternative thinking skills or good sales skills. Watch out for candidates who are unaware or will not admit that they have weaknesses.
5. How do you preferred to be managed?Each candidate is different and some prefer to work within strict guidelines and procedures, while others prefer a more relaxed and casual management style. It’s usually best to hire someone who will fit in with your organization’s work environment to avoid future conflicts.