96 Great Interview Questions to Ask Before You Hire

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		96 Great Interview Questions to Ask Before You Hire
		96 Great Interview Questions to Ask Before You Hire

Every harried interviewer knows the result of throwing out vague questions to potential employees: vague answers and potentially disastrous hiring decisions. Presented in a handy question-and-answer format, 96 Great Interview Questions to Ask Before You Hire provides readers with the tools they need to elicit honest and complete information from job candidates, plus helpful hints on interpreting the responses. The book gives interviewers everything they need to: identify high-performance job candidates • probe beyond superficial answers • spot “red flags” indicating evasions or untruths • get references to provide real information • negotiate job offers to attract winners Included in this revised and updated edition are new material on background checks, specific challenges posed by the up-and-coming millennial generation, and ideas for reinventing the employment application to gather more in-depth information than ever before. Packed with insightful questions, this book serves as a ready reference for both managers and human resources professionals alike.

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96 Great Interview Questions to Ask Before You Hire is as relevant now as it was when it was published. I've had it for years and find that I have to review it from time to time because it is easy to forget why you have to ask certain questions in an interview.

Falcone's book is the best single guide I have on the subject of interviewing. He explains the ways to go about conducting different types of interviews and why they should be conducted in their respective manners. The college recruit, the sales person, the senior manager and others all require specialized interviews.

The book gives the goals of the interview rounds in the event that your company conducts a series of interviews. For example, there may be a first interview with a human resource manager that provides the first level of qualification and that might be followed up with an interview with the actual manager that the candidate would report to. In each case, Falcone provides the types of questions that will meet the goals of the interview and provides reasoning to show why those questions might be asked.

Complimenting the portions covering the questions to ask in an interview are sections on what cannot be asked, checking references and how to go about offering a job and perhaps negotiating with the candidate.

Experience has taught me that it is very tempting to gloss over any one of the necessary steps and that doing so is always a bad idea. Even if you have every reason to believe you will hire the individual regardless of the interview and reference check process, it is still something that should be done for several reasons, which Falcone ably provides.

This was used as a training tool for our HR Department / They apparently felt it contained good information since we have ordered three copies..

a valuable tool for anyone in HR or hiring manager

It provides a good template for questions that are not your ordinary run of the mill type. If mediocrity is your goal, keep using the same old questions, if progress in your organization is important, learn to incorporate this book into your questioning procedure.

I bought this book when I was a recruiter as a way to personally better myself for my job. The questions are good but you also need to know what the answers tell you about the person you're interviewing. It's not enough to have good questions, though this is a great place to start.

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