I recently posted the first part of of “7 Job Seeker Questions You Didn’t See Coming.” These questions are really to get you thinking more creatively about the types of questions that may be thrown at you before, during, or even after an interview. Without further ado, here is the second installment:

• “Is telecommuting or flexible scheduling an option?”
  Options such as these may not be the right fit for your company, and if that is the case, you should tell candidates up front. However, if you have flexible work alternatives in place (or considering them), it is a boon to you, because today’s job seekers are interested in working a bit differently.If you have been forced to freeze or cut salaries or trim benefits, flexible hours — or even summer hours — may be a great way to give back to your employees while you are getting back on your feet. Half-day Fridays, for example, can give employees a chance to reconnect with family and friends, take a class, or enjoy one afternoon/week doing something fun or educational away from the office grind. (Read: Doing something for themselves.) Moves like this can have a huge influence on employee morale.

• “What do you foresee me doing project-wise in the first few months of the job?”
  So, you’re planning on getting them to sign the dotted line and ushering them through your golden workplace gates. Um…then what? Do you have an onboarding plan in place in which to guide new employees through the first several months at the company — and even the first year?In addition to onboarding plans, what kind of structure do you have set up as far as work- and project-loads? You must think beyond training and “throwing an employee into the mix.” It’s not only a good idea for them, but for you as well. Consider your structure before you ever post a job ad.

• “What types of educational and learning opportunities do you provide beyond the workplace?” In light of current economic times, it is in fact more important than ever for companies to support their work force and offer opportunities for workers to grow and learn. If you are able to fund educational avenues such as MBAs or certifications, that is great. But even if you cannot, being supportive of employees’ interest in learning, whether through formal classes or reading or open-forum discussion, is essential. Why not start a book club for your department and have lunchtime discussions? If an employee wishes to attend a seminar or lecture on company time, work with them, not against them. They will appreciate your support, and you will be encouraging their growth in this difficult time.

• “How has your company been affected in the face of the current recession?”
  This may be the toughest question to answer, as no one likes to talk about their shortcomings and downfalls. But put yourself in the job seeker’s shoes. As an interviewer, you likely ask the hard questions that make them squirm in their seat as well. Like, How have you overcome a difficult situation? or What is your greatest weakness?– you get the idea.As questions such as these are actually opportunities for a candidate to exhibit character and demonstrate strong critical thinking skills, questions such as the one above present an opportunity for you to do the same. Be honest about how your business has been affected, yet articulate what your company has done right as well. How have you innovated and helped your employees? Keep in mind how you would want a candidate to answer this type of question as your formulate your own analysis.

This list is by no means comprehensive, and I would love to hear about additional questions you’ve been asked by candidates. Y’know, the questions that ended in this: