Superstar Candidates Are Asking Tough Questions:

... are you prepared?

Superstars - the most highly sought-after job candidates - can afford to be picky. Even in today's economy, the competition for the most talented contributors is brisk. For that reason, superstars can get away with asking prospective employers some very tough questions. If recruiters want these superstars, they had better be prepared. "Candidates need an accurate job preview and it sometimes takes hard questions to get it," says Dr. John Sullivan, professor and head of human resources management at San Francisco State University. "The hiring manager's ability and willingness to answer these tough questions should be a major factor in any candidate's decision to accept an offer."

The following are 15 of the toughest interview questions that recruiters must be prepared for:

1. What's the gross profit margin of the division I will be working in? What percentage of the total profit from the company does it generate? Is it increasing or decreasing?

2. What's your company's "killer application"? What percentage of the market share does it have? Will I be working on it?

3. Can you give me some examples of the best and worst aspects of the company's culture?

4. What makes this company a great place to work? What outside evidence (rankings or awards) do you have to prove this is a great place to work? What is the company going to do in the next year to make it better?

5. What would I see if I stood outside the front door at 5 o'clock? Would everyone be smiling? Staying late or leaving early? Would they be taking work home?

6. Lots of your competitors have great products and people programs. What is the deciding factor that makes this opportunity superior? Are you willing to make me some specific "promises" on what you will do to make this a great experience for me, if I accept a position?

7. Can you show me that the company has a diverse workforce and that it is tolerant of individual differences? Does it have affinity groups or similar programs that I might find beneficial? Is there a dress code? Can you give me an example of any "outrageous conduct" this firm tolerates that the competitors would not?

8. Does your company offer any "wow!" benefits? Pay for advanced degrees? Paid sabbaticals? On-site childcare? Relocation packages? Mentor program? How are these superior to your competitors? Job sharing? Flex-time arrangements? Telecommuting? Workout facilities?

9. When top performers leave the company, why do they leave and where do they usually go?

10. When was the last significant layoff? What criteria were used to select those to stay? What packages were offered to those that were let go?

11. Does the company have a program to significantly reward individuals that develop patents/ great products? Is there a program to help individuals "start" their own firms or subsidiary? Will I be required to fill out non-compete agreements?

12. How many approvals would it take (and how long) to get a new $110,000 project idea of mine approved? What percentage of employee-initiated projects in this job were approved last year?

13. How many days will it take for you (and the company) to make a hiring decision for this position?

14. Who are the "coolest" people on my team? What makes him or her "cool? Can I meet them? Who is the best and worst performer on the team and what was the difference in their total compensation last year? Sell me on this team and who I get to work with. What makes my closest co-workers fun/great people to work with?

15. What is your "learning plan" for me for my first six months? What competencies do you propose I will develop that I don't currently have? Which individual in the department can I learn the most from? What can he or she teach me? Can I meet them? Does the company have a specific program to advance my career?

[Source: article by John Kador from Workforce Management]