Putting the right talent in the right role is crucial to the long-term success and profitability of both the prospective employee and the hiring entity. Back in 2003, the U.S. Department of Labor estimated that a bad hiring decision costs a company at least 30 percent of the employee’s first-year earnings. More recently, a 2013 survey found that 27 percent of employers in the United States who reported a bad hire said that a single bad hire costs more than $50,000.
Go into your next interview confident that both you and the hiring manager have a vested interest in making the right decision. Along with the financial toll, a bad hiring decision often causes a large ripple effect on the entire organization, resulting in lowered morale and productivity in other employees.
The best way to convince the hiring manager that you’re the ideal candidate for the position while deciding if you want to affiliate yourself with the company is to prepare a few savvy interview questions of your own. This lets you impress the prospective employer with your proactive attitude while you gather more information about the job duties and company culture. What you discover will inform your decision of whether or not to accept the job offer once it’s extended to you.
Asking savvy questions in your interview:
- Shows that you’re truly interested in the job and plan to excel.
- Shows that you’ve done your research on the company.
- Gives the hiring manager a glimpse into your thought processes and demonstrates your ability to think independently and creatively.
- Gives you a chance to view the hiring manager’s body language in response to your questions, which can help you get a sense of how comfortable he or she is with the topics.
Here are a five open-ended questions to help you shine while getting a better feeling for how well you fit the position:
- What do you like best about working for this company?
Asking your interviewer to share personal experiences helps you build rapport while getting some clues about the company’s culture.
- What are the day-to-day responsibilities of this position?
This helps you get a better feel for whether or not you’d thrive in this position. It helps you assess whether or not you have the specific skills and strengths required.
- What qualities would someone need to really excel in this role?
This reveals the company’s expectations and helps you tailor your answers to better prove that you’re a good fit.
- What’s the most important thing I can accomplish in the first 60 days?
This provides more insight into expectations to help you decide if you’re up to the challenge while demonstrating your motivation to succeed.
- What are the next steps in the hiring process?
This question shows that you are interested in the position and eager to move forward. Follow up with specific questions to get a feel for the timeline so you can make your plans accordingly:
- By when do you plan to make someone an offer?
- When is the anticipated starting date for this position?
https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/morale-productivity-bad-hires.aspx, https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/#deae4254aa41, https://www.thebalance.com/why-you-should-ask-questions-in-a-job-interview-1669548, https://biginterview.com/blog/2011/08/best-questions-to-ask-end-interview.html, https://www.monster.com/career-advice/article/nine-questions-to-ask-interview, https://www.hrexchangenetwork.com/hr-talent-aquisition/articles/what-s-the-real-cost-of-a-bad-hire