The article that inspired this post was written by Corey Eridon for Hubspot. Text under the heading, “Article” is an excerpt from the article written by Eridon. Hubspot specializes in inbound marketing, not recovery from adversity or employment after adversity. I chose to write a post about the article because many survivors and caregivers look for (perhaps, even strongly desire) employment at some point during their journeys. A few of the thousands of potential interview questions are included in this post, but you can make the list even better. Share what you know. Help others!
Excerpt from Article Written by Corey Eridon
1. How does this role contribute to larger company goals?
It’s not terribly difficult to find a candidate that can execute on a role. It is terribly difficult to find a candidate that can not only execute, but also understand how their role fits into larger goals so they can self-manage, prioritize high-value activities, and grow their role in a direction that aligns with the company’s growth.
2. What do the most successful new hires do in their first month here?
This question shows that you’re the type of person who likes to hit the ground running, instead of spending a week filling out HR forms. It also shows that you recognize patterns of success and want to replicate only the most effective performers.
3. What metrics would you use to measure success in this role?
Asking a question like this shows that you’re goal-oriented and aren’t afraid to be held accountable for those goals. You don’t shirk accountability — you welcome it, and will work hard to hit the goals for which you’re responsible.
4. What are some of the challenges one might come up against in this role?
A question like this indicates that you’re already envisioning yourself in the role, and thinking through a plan of attack should you land the gig. It’s also a sign that you’re well aware no job comes free of roadblocks, and not only are you not afraid to deal with those challenges, but you’re also prepared for them.
5. Why did you decide to work here?
This question gives an interviewer a chance to do two self-serving things: 1) talk about themselves and 2) do a no-holds-barred sales pitch on the company. For promising candidates, the sales opportunity is welcomed. And most people love any excuse to talk about themselves. 😉
6. What are the traits of successful people at this company?
Ever work with people that just get it? That’s who hiring managers are looking for. This question demonstrates that you understand a job is about more than just going through the motions … successful people have a specific frame of mind, approach, attitude, work ethic, communication style, etc. and you want to know what that mix looks like at this company.
7. Do you have any questions or concerns about my qualifications?
This question shows that you’re not afraid of critical feedback — in fact, you welcome it.
[Some hiring managers] see a red flag on your resume or in one of your responses to a question, and they note it down to talk about later with a colleague instead of just asking you about it. This question gives [hiring managers] the green light to ask about any of the things that are holding them back from being 100% on board with hiring you.
Call to Action
If you have experience as an interviewer, share other interview questions you like to hear. If you have experience as an interviewee, share other interview questions you like to ask. Use the box below this post to share your questions and comments.
Click here to read another Beyond Injury post about employment.
Thanks to Corey Eridon for writing the article that inspired this post; Hubspot for publishing the article written by Eridon; Google for helping me find the article and picture I used; and all other people who, directly or indirectly, made it possible for me to include the picture text, and links I used in this post.