“Important Questions Employers Expect From Top Performers”
Today I received a call from a former client and current friend, Barry Farbstein of Premier Office Supply. He asked "What questions would you ask if you were applying for a position in a company?" As I thought about the question I came up with a number of questions, I as an employer would want a candidate to ask.
Let me first say good employers are looking for employees to help the company be successful. Strong employers are also interested in rewarding Top Performers.
I am not interested in the candidate that wants to know how much vacation time they get, days off, etc. I am not discounting these items because they are important. The questions I am looking for are the ones that will indicate that I am having a conversation with a serious candidate. Here is a list of some of the questions I feel are important.
- What is the vision the President has for the company?
- Has the company grown over the past 3 to 5 years?
- What has been the percentage of growth?
- How does the company stand up against the competition?
- Who are the company's top three competitors?
- What are the strengths and weaknesses of the competition?
- What are the strengths and weaknesses of the employing company?
- What percentage of the market does the company have?
- What geography does the company sell into?
- What is the profile of the ideal prospect?
- What is the profile of the ideal customer?
- What are the growth plans for the company for the next 3 to 5 years?
- Is the position to be filled a new position or a vacant position?
- How long has the position been open?
- How long was the former employee in the position?
- Why did the employee leave?
- What are the responsibilities of the position?
- Who does the candidate report to?
- How long has the person they would be reporting to been in their position?
- What is that person's management philosophy?
- Who else will the successful candidate interact with?
- Can I meet with those people?
- Do you hold staff meetings?
- May I attend one?
- How do you measure success in the position?
- What are the behaviors, personal attributes and motivators necessary to be successful in the position?
- Do you have a training program?
- Do you have a mentoring program?
- What is your on board process?
- What is the length of the learning curve for the position?
- What are the milestone steps for the position?
- How often do you do reviews?
- What is the growth path for the position?
- How do you reward Top Performers?
To visit Barry's web site, go to http://www.premieroffice.com/