14 Candidate Questions

Even though this article is geared for employers, I thought it might be useful to consider what employers should be looking for in you.

by Gary Stauble August 1st, 2004  http://www.fordyceletter.com/2004/08/01/14-candidate-questions/

How
many times has your heart been broken by a candidate that looked good
at first and then fizzled as the interview process got rolling? This
article provides a template for you or your staff to examine and review
when evaluating people. It's a tool for reducing the amount of time
that you waste in pursuing candidates that will ultimately not get
hired. These 14 items are things to look for with everyone that you
evaluate.

1. Does the candidate have the skills necessary for the job you are
   recruiting for? If they do have the skills, are they current or were
   they used several years ago?


2. Has the candidate stayed at companies for a reasonable amount of
   time (2-4 years) or have they jumped around every year? If they have
   jumped around, do they have valid reasons for doing so?


3. Have they been at their current company for too long (6+ years)? If
   so, they may be very resistant to actually leaving (even if they say
   otherwise).


4. Has the candidate been a contractor much of the time? If you're
   looking for a contractor this is fine but if you're looking for a
   permanent employee this could be a snag.


5. Is the candidate local? Local is always better. Some companies may
   pay for relocation but more things can fall through with an
   out-of-state candidate.


6. What about their personality and communication skills? Do they have
   a weak presentation? Do they sound confident or like a mouse? Do you
   trust what they are saying or does something sound fishy? Do they speak
   with pride or do they put you to sleep? Do they sound arrogant? For
   some highly technical positions it may not matter as much but generally
   this is a very important area.


7. Is this a position that will be a step up for them? If not, you
   need to understand why they would go to a company for a step down or
   sideways.


8. Has the candidate worked for quality companies? You can guess that
   they have some quality skills if they have worked for Oracle,
   Microsoft, Xerox etc.


9. Do they have a valid reason for leaving (more responsibilities, not
   able to expand their skills, unstable company) or is it a questionable
   reason ("I'm always looking," "more money")? Without a valid "wound,"
   they will be easily swayed when it comes time to walk into their boss's
   office and say, "I quit."


10. How much total industry experience do they have? If the person has
    the title of "Director" but graduated from college 3 years ago, that's
    a flag.


11. Has the person worked in a similar industry and company size
    compared with the position you are recruiting for? This is not so
    important with some technical positions because the skills often
    transfer between industries. But if you are looking for a Controller
    for a large law firm, someone who has been a Controller with a small
    manufacturing company may not be a fit.


12. Does the person have relevant certifications (CPA, MCSE etc.) for the position?


13. Are their salary expectations reasonable?


14. Is the candidate willing to make a decision on an offer within 24 hours of receiving it?

Having the right answers to any single question above does not
necessarily mean the person is a fit, and the wrong answer does not
necessarily mean the person is not a fit. These questions, when
combined, will give you valuable information about a candidate's
marketability. You will save yourself from an acid stomach at the end
of a search by soberly assessing a candidate's skills and interests at
the front end of the process.