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This too is an important part of the interview. If your candidate does not enjoy the activities which make up the main elements of your role then they are unlikely to be successful. It is often helpful to ask what they enjoyed most and least about their last role. This keeps the conversation grounded into real life. Find out also in this section what they would like to do in the future to ensure you may be able to meet those aspirations.
It can be very challenging moving from one business style to another and from a small business to a large one. Find out from your candidate where they’ve come from and the kinds of environments they’re comfortable in.
Check here salaries and benefits (both current and required), although your recruiter will already have managed this for you if you are using one. Check stuff like location (how is their journey?), capacity to travel if necessary, notice periods etc. Make sure you keep within the law with your questions. You’re more than likely already aware that you may not discriminate on grounds of age, sex, marital status, race, faith, sexuality, disability etc so it is unwise to ask questions relating to any of these areas in case they are misconstrued.
Encourage the candidate to pose questions and ask them how they feel about the opportunity at this stage should you wish to progress to the next stage. Let them know what the next stage is and when they will have feedback (through your recruiter) and try to stick to the agreed timeframes.