1. What was your reason for leaving this company (refer to any company on the resume)? If laid off, ask: “Were there others who were laid off?” and if they were let go, follow with “Can you tell me why you were let go, and what you would do differently now?”
   REVEAL: Why they were let go and if they blame or take responsibility.
2. Did you miss any work for this company? If so, why?
   REVEAL: Exposes their attendance for the company and any potential attendance issues.
3. What would your past supervisor (select specific company on resume) say about your ability in ______ (name position or skill sets needed for the position)?
   REVEAL: If the candidate has been acknowledged for the type of skills needed for your open position.
4. What areas of performance did your past supervisor say you needed to work on/improve?
   REVEAL: Replaces the what are your strengths/weaknesses question and provides insight on how others perceived the potential employee.
5. Provide an example of why your co-workers would say that you were able to handle/manage a project or task like ______ (provide an example pertaining to your position).
   REVEAL: Whether they have similar work experience and how others perceive their effectiveness.
6. What skills or experience in this position at [company] do you think would carry over to our company/position?
   REVEAL: The candidate’s expectations of the job and whether they understand the needs of your position.
7. If a hypothetical problem like [provide an example that pertains to an important aspect of the job] occurred, how would you, as the employee, go about solving it? 
   REVEAL: Provides insight on conflict resolution and whether they may have problems adapting to your company’s culture.
8. Is the commute to the position, or projects, in line with your expectation, or is it outside the limits of what you are seeking? What about travel? And do you have any physical limitations that could restrict you from any of the job duties for this position?
   REVEAL: Any hesitations about the commute, travel, or duties may signal a red-flag that the candidate may not be a long-term hire.
9. Can you describe a work environment that would NOT be ideal for you such as how much or little management, or micromanagement, multi-tasking, or interaction with others that you would want or not want in a position?
   REVEAL: Whether the candidate aligns with your culture and expectations.
10. Career-wise, where do you want to be in five years? And if you took this position, where would you want to eventually end up in our company or industry?
    REVEAL: If the candidate’s goals align with the position, company, and growth track.

Interview questions are an essential part of making the right hire. Anti-discriminatory laws and regulations stipulate what can and cannot be asked, such as asking a person’s age, where they live, religious affiliation, or if they have children or are expecting. Remember to refrain from asking any of these questions as they can lead to potential
hiring lawsuits.

Your Accent PEO team can craft specific questions for any position and guide you through the interview process to help make the best hire. Call for a free consultation.