Sometimes questions become great because of when you ask them.

I started with, “So, why don’t you tell me a bit about yourself.”

She said, “Well, first why don’t you tell me a bit about the job so that I
can tailor my answer to your particular needs right now?”

I was surprised, but it made a lot of sense to me. I told her about the
job. She tailored her answer to the job. And I ended up making her an
offer.

Ask for the Red Flag Question

There are many ways for applicants to demonstrate they are vested in
the interview.

Now that we have talked about my qualifications, do you have any

concerns about me fulfilling the responsibilities of this position?

A QUESTIONING ATTITUDE

Asking just the right questions is your chance to demonstrate that you
are the best candidate for the job by communicating five different
impressions:

• Interest. You have taken the trouble to investigate the job.

• Intelligence. You really understand the requirements of the job.

• Confidence. You have everything it takes to do the job.

• Personal appeal. You are the type of person who will fit in well.
• Assertiveness. You ask for the job.

KNOW YOUR KILLER QUESTION

Depending on how the interview goes, you may have time to ask only
one question. If that’s the case, make it a killer question.

What Do Interviewers Want?

Key Traits Employers Use to Assess Fit

Thinking—can the candidate:

• Quickly and effectively solve challenging problems?

• Learn and apply new job-related information?

• Develop sophisticated long-term strategic responses?

Planning—can the candidate:

• Plan time and projects without missing any steps or deadlines?

• Follow multiple rules exactly without exception?

• Act deliberately without analysis paralysis?

• Execute ruthlessly and with precision?

Interacting—can the candidate:

• Demonstrate effective leadership ability?

• Get along with others in a very close-knit working environment?

• Effectively deal with customer demands on a regular basis?

• Demonstrate genuine support and concern for the welfare of others?

• Be outgoing and socially expressive?

• Effectively coach and develop skills of co-workers?

• Be persuasive in a low-key manner?

Motivation—can the candidate:

• Be on time without missing workdays?

• Frequently suggest new ideas or job improvements?

• Work long hours without complaint?

• Cheerfully do more than what’s required for the job?

• Be flexible and accepting of frequent changes?

• Be visibly supportive of the organization?

THE PREEMPTIVE QUESTION

By what criteria will you select the person for this job?

This marvelous question,

lets the candidate effectively seize control of the interview in a way that many interviewers fi nd
reassuring.

If gets a rejection , then

“Excuse me, can I just have another minute? I’m confused. I thought the interview was going pretty
well and that my experience fit the position you described very closely. Apparently, I missed something
important. I would very much like to understand where you saw a disconnect between my skills and the
job so that I might have the opportunity to demonstrate that I really am the best candidate for the job.”
This kind of response would tell me that Charles can handle objections, accepts responsibility for not
making his case, and asks for information so that he may continue selling, which is why I’m hiring him,”
the recruiter adds.