Questions That Are Defensive -- designed to protect the employee
I understand the company has experienced layoffs within the last two years. Can you review the reasons why they were necessary?
How were the layoffs handled in terms of notification, severance, outplacement services, etc.?
What rewards have you found effective in recognizing and rewarding exceptional work?
Are there formal metrics in place for measuring and rewarding performance over time?
How effectively has the company communicated its top three business goals?
I am a hard worker, and like to be around hard-working people. Am I going to be comfortable with the level of effort I find here?
Is the company’s training strategy linked to the company’s core business objectives?
How does your firm handle recognition for a job well done?
When was the last time you rewarded a subordinate for his or her efforts? What token of appreciation did you offer?
How does the firm recognize and learn from a brave attempt that didn’t turn out quite as expected?
If I were a spectacular success in this position after six months, what would I have accomplished?
How much freedom would I have in determining my objectives and deadlines?
How long has this position existed in the organization? Has its scope changed recently?
Do you foresee this job involving significant amounts of overtime or work on weekends?
What are the greatest challenges I will face in this position in furthering the agenda of the organization?
Are my tasks limited to my job description, or will I be performing duties outside the described job scope?
