Questions are the lifeline and driving force behind all organizations. Through questions, a company and its team can determine important objectives and align performance measures that are based upon those goals. It is not so much about the questions, but more about the answers that will be revealed through the process of asking.
For example, one of the corporate objectives may be the desire to hire the best talent available. The only way to do this consistently is by gathering information about potential candidates and then asking questions that pertain to pre-specified qualifications often done by . Although it may seem like a common sense example, many companies fail to ask questions to new candidates that would prevent future headaches or loss of achieving those goals. More specifically, asking thoughtful questions that relate to a candidate’s abilities to contribute to the overall company objectives. (i.e. – Are you available nights/weekends? What skills can you bring to the table that would help us to accomplish this particular goal?)
You wouldn’t hire someone for a job without seeing their résumé first, because it answers a number of questions you may have about their ability to perform certain skillsets that are required for the position you have available. In other words, someone who lacks a resume or who is switching from one type of profession to another may not be able to perform the tasks required for the new position without extensive training. Therefore, your questions would need to zero in on the candidate’s abilities.
Getting a job is not supposed to be like winning the lottery. It is designed to be a process that is thorough and one that questions everything about the applicant’s talents, motives, abilities, unique skillsets and mental capacities. From background screening, references, interviews, and even assessments; these are all asking questions about the applicants. The more questions you can ask of each candidate, the more likely you can choose the best fit and ensure their success within the workplace, thereby helping the company to succeed as well.
Asking questions is easy enough. But asking the right questions is hard. The next few entries will highlight just HOW asking the proper questions–that are targeted correctly–will yield valuable information for an organization. Whilst, asking ill-formed questions may lead to false information, resulting in hiring people who are not the best fit.
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