Most of these articles
provide job seekers with job-hunting strategies, techniques and suggestions. To
shift gears, here are some revealing questions for job recruiters to ask. These
represent cut-to-the-chase questions.
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Rationale
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What is the
most recent thing you’ve learned?
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Bingo! Mentally
active individuals learn thing regularly, and are eager to share it. Those
who don’t will have to ponder the question and make up something jiffy-quick.
If
in doubt as to the veracity of the response, press the issue by probing for the
who, what, when, where and why. Most prevaricators will trip over
their shoelaces.
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How do you
deal with (or confront) co-worker problems?
or
Give me a
work-related problem, and tell me how you resolved it?
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Recruiters
tend to overly rely upon their gut instincts when seeking out that “good fit”
applicants. In reality, they need to be able to identify those who can deal
with daily adversities.
This
backup question throws most job
applicants for a loop. First off, the candidate’s survival instincts shift
into panic mode. Most candidates will want to avoid dwelling on the negative.
Look for the candidate who can take a negative and turn it into a positive
outcome.
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What are your
three most favorite foods? Include what you drink most often.
or
What do you do
to take care of your health?
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This
may appear off-the-wall, but it screams volumes. Bad eating habits are a
national disgrace. Moreover, this question provides insight into potential liabilities.
If
the job candidate begins reciting a list of high-energy, low carbs and brain
foods, the recruiter has nothing to worry about. If the employer requires a
physical, you will find out everything you need to know.
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Outside of
work, what are your three most favorite activities?
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Most
people avoid responding with watch TV,
play cards or sleep, even
though those are among the most popular activities.
Most
candidates will respond by saying they are involved with their family or
children, or play golf. They may have two responses rehearsed. It is that
third activity where they begin coming up short.
A
savvy recruiter should look for high-risk activities. Naturally, if the
position requires someone who is a risk taker, go for it. If not, proceed
cautiously. High-risk takers can pose an increased level of liability.
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What makes you
good at what you do?
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Most
job applicants should be able to respond to this question without hesitation.
Those who hesitate are not serious candidates. While there is no right answer
to this question, there are countless weak responses.
Look
for responses that include some elements of enthusiasm, dedication, high
energy or creativity.
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There is nothing magical about job interviewing. Every
candidate walking through the door stands on equal footing. Most job seekers
over 40 complain about appearing overqualified—a euphemism for being too old. In
many cases, that is indeed true. On the flip side, however, a mature candidate
can bring a wealth of valuable experience.