If you always do what you've always done, you always get what you've always got. Sound familiar? It's true in recruiting. We ask the same interview questions expecting different answers, but just as there are professional recruiters who use the same lingo, there are professional job seekers who are also trained with answers. To break us out of this rut, our recruiting guru Geoff Bagg, has 3 questions that hiring managers don't ask but really should.

In the recruiting business, we know that a good hire starts with asking the right questions.

We've been asking candidates questions for 40+ plus years at The Bagg Group.

We have interviewed well over 200,000 people over our history to successfully place almost 60,000 people in full-time jobs, contract work and temporary placements.

So we know a thing or two when it comes to asking good questions.

And what you may not know, is that some of the most common interview questions are about as useful as asking, "How are you?"

Mostly, we give an automatic response when asked that question.

In the same way, very few people answer the question "What are your weaknesses?" with candor.

Every job hunter is prepared for that question, and just about everyone gives the same textbook answer.

Here is a different take on two of the most typical questions that will yield better information for you.

Typical: Why do you want to work at this company?

Most candidates may not know much about your company, except what they read on your website. So they just say a few things they think you want to hear.

A better question is ..

What do you hope you'll learn if you work here?

With this question, the candidate will tell you what they think the job will do for them –how they imagine working at your company will help them develop and grow.

This lets you know if you're both are on the same page. The last thing you want is to hire someone who will feel let-down and misled.

Here's another typical question ...

Typical: What are your weaknesses?

Everyone knows that's a trick question. Most candidates will exaggerate a strength and call it a weakness. You know the drill, people say things like, "I'm a perfectionist." Or, "I make my work my life"

It's understandable. Who is going to admit they're sloppy workers or that they daydream their days away?

A better question is ...

"What would you like to improve – in terms of your skills, your work style, and/or your interactions with people?"

When you ask someone about their weakness – you imply they have a fault and they'll be judged. But if you ask them about what they want to improve, you are telling them you are interested in their potential.

At The Bagg Group, we know how important it is to make the right hire, so we don't take anything for granted – not even the questions we ask. Improve your questions, and you'll find candidates will give you back answers that will help you make a more informed hiring choice.