This question has two parts; be sure to answer both. First, suppose you are recruiting for an executive assistant. The HR department has scheduled an appointment with a qualified candidate. Describe the right way to prepare for the interview and the three-step process for conducting an interview with the candidate. Next, give three examples of specific questions you might legally ask.
What will be an ideal response?
Before the interview, define your needs and review résumés. Write out the interview questions before conducting the interview. Questions should test the candidate's relevant experience and knowledge, handling of difficult situations, willingness to cope with the job's demands, and fit with the organization's culture.
The interview itself should be structured and should consist of situational or behavioral description questions. The interview should begin with a short warm-up period that establishes rapport and gives the candidate a chance to make a first impression, followed by a long period asking the questions that reveal the applicant's "story," and finally a short closing period that sets up the next steps.
Possible questions you might ask the candidate:
What do you know about the company?
Give an example where you came up with a creative solution.
How would you distinguish our product from competitors'?
Why are you leaving your current job, or why are you currently unemployed?
What do you know about the position you're interviewing for and what examples can you share about how your experiences and skills relate to the position?
Do you know the company's competition?
What do you know about the products or services offered?
What are your own job strengths? Your weaknesses? What do you need to improve on to move ahead?
What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?
How would your last supervisor describe you?
Tell me about a time you dealt with an irate customer. How did you handle the situation, and what was the outcome?
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