4. What do you look forward to if you land this position?

This is a good alternative question to ask applicants in lieu of the standard: where do you see yourself in the next five or ten years. Knowing their goals in getting the job will give you a more realistic idea of what they want to become and dreams they want to realize.

The job they’re aiming for in your company may not always be the perfect stepping stone to their most elaborate ambition, but if they truly believe that being a part of your organization is an advantage, they will take the hint. Candidates who sincerely want the job have a clear vision of how the position they’re applying to can help them become the person they want to be in the future.

5. If hired, what factors would possibly influence your leaving the company?

This question may be a little preemptive, but there is merit to asking candidates about the factors that influence them to stay with or leave a company. The ideal job isn’t just something that gives people something to brag about during reunions or to pay the bills. In an ideal world, it’s the force that drives you to become better at what you’re already excel in. By getting a job that enables you to do just that, it’s evidently easier to stick with something that enables you to do all these.

However, not all candidates are motivated by mere employment. Some are always looking for greener pastures. While this is not necessarily wrong, fickle employees may not be the best choice for you organization. By asking this question, you’ll have a good idea on what factors that candidates believe that has weight in making them stay in a company and if their reasons are compatible with your firm’s vision.

6. If money wasn’t a factor, what job would you do all day?

Before you ask this one, you need to know that the best answer isn’t always the job they’re applying to, although you can expect that there will be candidates who will say so. This might look like a trick question, but asking applicants of their ultimate dream job will shed light on what other pursuits they want to chase.

This question will reveal how a candidate will be able to associate the job they’re trying to land to their true aspiration. Candidates who are able to expound on how they think their career choices take them one step closer to the thing that they want to want to do for the rest of their lives is a sign that they take commitments seriously.

7. What books do you read?

This question may seem random, but many hiring managers believe jobseekers who read often (and a slew of genres) tend to be more effective employees than those who don’t. More often than not, people who read are those whom you can expect to be open-minded when approaching different situations. They tend to have more ideas they can bring to the table. They’re also the ones who are easier to train because they take what they’re reading and learning to heart.

When hiring new employees you would expect prospective candidates to arrive with their guns blazing. While this is a possibly perfect scenario, keep in mind that you too should be ready for the interview.

Show up on time and be ready with your interview questions. Also be prepared for candidates to share their inquiries about the job and the company. Lastly, don’t forget to have fun. Making the interview an enjoyable conversation will make it easier for you to get sincere and confident answers from candidates.

Lionel Luigi Lopez is a business writer, entrepreneur and a musician. He is also an active blogger and marketing strategist. He runs a small business in Manila, Philippines and still active in music.