Questions to ask in an interview/Questions an employer should be prepared to answer

In addition to work/life balance, many companies find they have to work a little harder to attract top talent.  For instance, for someone living downtown, the prospect of driving to Mississauga every day to work in a large office and be another cog in the machine of a fortune 500 company is not as attractive as it was 10 years ago.  Top talent, and especially younger talent view a working environment much more than just a pay check, and they will ask some questions that better identify their own compatibility with an organization.  Here are some of the questions.

1.

 Can you explain the culture of the company as well as how the company upholds it?

The answer to this question better not be vague corporate speak.  "work hard & play hard" and we like to "celebrate wins" is not a good enough answer.  Define exactly what is done.  Avoid saying "we like to give back" by cutting a check once a year to a certain charity etc..  That vague ambiguous speak might have worked in the past, but an answer like that can severely hinder your recruitment attempts. 

2.

 How do you recognize employees for performance?  

It sounds like an easy question but a vague brush off of an answer can speak volumes.  If it is only through monetary means then be clear.  Is the bonus so complicated that the interviewer alludes to "H.R. would be happy to guide you through their formulas that they use".  Either approach usually tells people that metrics are not likely personal performance focused so don’t plan on the variable component being of much significance.

3.

 What do you like most about the company?  

This question can catch interviewers off guard, and again a fluffy answer without eye contact can tell the candidate all that they really need to know about the company.

4.

 Can you give me examples of collaboration within the company?  

Hard specific answers of divisions working together to satisfy a customer's business needs is the best answer.  Take the candidate through the issue, the action that was required, how the departments rallied effectively to address the issue and the corporate solution and successful delivery that resulted from the collaboration.  Any answer short of this is a bad answer.

5.

 What would be expected of me within the first year as well as 2nd year in order to be successful?

I know candidates that also like to get the answer for this in writing before they start so that bonus discussions become easier, but play that request at your own risk as it can look as though you don’t trust your bargaining partner.  If goals are specific and actionable, than the answer is a good one.  If it sounds easy like "I want you to assess and learn the business in the first year," there needs to be specifics for year 2, or the 2nd and 3rd year of a 3 year mandate can suddenly unattainable and appear that a 3 year mandate is trying to be driven in 2 years etc.

Farewell,

Mike