Safe Hiring Information
Six Due Diligence Questions Asked in Every Interview
The employment interview can be much more then just an opportunity to find candidates who are a good fit for an employer. It is also an important part of the due diligence process in which employers try to identify candidates who may prove to be dangerous, unqualified, unfit or dishonest. This can be done through the use of six standard due diligence questions that can be adopted for every interview.
These six suggested interview questions seek to encourage candidate to be self-revealing about potential “red flags,” such as the truthfulness of past employment, or any job related criminal record. Since applicants should have already signed a consent for a background check, applicants have a powerful incentive to be truthful. These questions also take advantage of the natural human trait to want to have some control over what others say about you. If an applicant believes, for example, that a future employer may hear negative information from a past employer, the applicant may want to be able to set the record straight before the future employer has the chance to hear negative information from someone else.
Getting Started on the Right Foot
Of course, an employer would not want to start the interview off on the wrong foot with questions aimed at past criminal conduct or negative employment experiences. One of the goals of an interview is to help foster a talking environment where a potential employee understands and accepts the goals and direction of the organization. However, every interview does have a “housekeeping” portion where standard questions are asked. This would be a good time for the following six questions.
Six Key Due Diligence Questions