CONTINUED ON PAGE 22
will help you know if they’re a good fit for the
job and your company. Then review each
candidate’s application for specific questions
about his or her own background.
Ask open-ended questions. Avoid
questions that can be answered with a simple
yes or no. Get the candidate talking.
Plan what to say about your company. The best candidates may be considering more than one job offer. Let them know
about the job and also the upside of working
for your company. Be positive, but be honest.
Review your benefits. Many applicants are particularly motivated by benefits,
especially health insurance. If you offer benefits, be sure to let the applicants know.
Know what not to ask. Be careful—
some questions are dangerous (see next page).
Don’t make promises you can’t
keep. Never make any promises or implied
promises about job security, raises or career
advancement (such as “I never lay anyone
off”). These could get you in hot water later,
so be cautious.
Leave time for questions. Always ask
if the candidate has questions. The best candidates will ask questions about the company,
your products or services, and/or the job
itself, not just questions about salary, vacation
and work hours.
Schedule a second interview. If this
is an important hire—especially if it’s your
first employee or you’ll be working in close
quarters (including your home)—meet with
your top prospect a second time before mak-
*Only available in item 300888
Item 300888: size 1. 60 m x 2. 25 m ( 63 in. x 88.5 in.)
Item 287373: size 2. 40 m x 3. 15 m (94.4 in. x124 in.)
NOVEMBER/DECEMBER 2012 ;e Costco Connection 21