Ten Questions to Ask Your Candidates

By | June 26, 2018

Tell me about yourself.

This classic interview question will likely be expected and they will have rehearsed their response. Not only will this tell you how they see themselves professionally, but also whether or not they’ve prepared for the interview.

How did you hear about this position?

Although most of your candidates will have simply seen your job posting, the applicants who’ve been referred by your current staff already have a connection to the phonathon and likely someone vouching for their character, knowledge or experience.

What do you know about this position?

It might seem obvious to us, but not everyone makes the effort to fully understand all the details of the job description. Their answer will tell you why they’re interested in being a caller and whether they’ve done their research.

What is your favorite part of this organization?

The best callers are often the most passionate about your organization. If your candidate has no personal interest, it’ll be difficult for them to campaign for support.

What is your least favorite part of this organization?

Your callers don’t need to be blind followers, but they must be able to diplomatically disagree with negative perceptions about your organization. Their answer will give you some idea as to how they’ll handle conflict and rejection.

Which causes do you support?

Not everyone is philanthropic, but those who selflessly support a mission greater than themselves are usually capable spokespeople.

If you had to give $1000 to this organization, how would you designate your gift?

Similar to the last question, this’ll give you a sense of the candidate’s personal values. By limiting the hypothetical gift to funds within your organization, it’ll also give you a clue as to which segment they would be most effective calling.

Are you comfortable with your manager listening and evaluating live phone calls?

If your candidate can’t take constructive criticism or gets nervous being evaluated, you’ll have a difficult time coaching them.

Are you comfortable asking for money over the phone?

We’re used to softening the most important aspect of calling, but don’t sugar coat this question. Your applicants deserve to know exactly what the job involves and you need to know whether they’re capable.

How would you handle this situation?

Present the candidate with a common scenario that would challenge an average caller. Don’t expect a perfect response, but be wary when candidates response aggressively in difficult situations.

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