While you certainly have questions you like to ask (like these three), and maybe you ask one question to identify a superstar... if you’re an experienced interviewer you may almost always feel it's a waste of time when you ask the candidate, "Do you have any questions for me?"
Why? The average candidate doesn't actually care about how you answer their questions; instead they try to make themselves look good by asking "smart" questions. To them, what they ask is a lot more important than how you answer.
On the other hand, great candidates ask questions they actually want answered because they're actively evaluating you and your company… they're deciding whether they really want to work for you.
Here are five questions great job candidates ask:
“What do you expect me to accomplish in the first 60 to 90 days?”
Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organization." They want to make a difference right away.
Plus they want to know how they’ll be evaluated – so they definitely want to understand objectives and expectations.
“What are the common attributes of your top performers?”
Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations.
Maybe your top performers work longer hours. Or maybe flexibility and creativity is more important than following rigid processes. Or maybe landing new customers in new markets is more important than building long-term customer relationships. Or maybe spending the same amount of time educating an entry-level customer is as important as helping an enthusiast who wants high-end solutions.
Whatever the answer may be, great candidates want to know because 1) they want to know if they fit, and 2) if they do, they definitely want to be a top performer.
Questions 3-5 and the complete article