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Each week, FP Weekly members receive a practical and cutting-edge checklist of questions to consider, action steps to take and goals to achieve to ensure you stay on top of your game when it comes to on workplace relations and compliance with labor legislation. This week, we’re bringing you a checklist of “green flag” questions—the opposite of the “red flag” questions that scare off potential customers. You should consider including these green flag questions in your job interviews with your candidates. (And we’ll also point out a few red flag questions you’ll want to avoid.)
What are Green Flag questions?
We are all too familiar with the “red flag” warnings we receive during job interviews. For example, a candidate who asks vague questions or can’t organize his thoughts when asking you for more details about the job are serious red flags. But have you ever considered that your candidates are also looking for red flag questions you could pose – especially considering how competitive the job market is these days?
One way to use the job interview as an extra selling opportunity is to make sure your hiring managers ask questions that are relevant to the job. These questions provide not-so-subtle hints that your organization is great to work for. That their ideas will be valued and have opportunities to be challenged and grow. That you care about their personal and mental well-being, as well as their results and outcomes. That you will invest time and resources to help them improve their careers.
Weekly Checklist: Green Flag Interview Questions
Bonus: A few red flag questions to avoid
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