Overview
When interviewing candidates, three direct questions can reveal readiness, cultural fit, and the ability to deliver results: what you expect them to accomplish in the first 60–90 days, the attributes of top performers, and the major factors that drive results for the company.
These questions are useful for both hiring managers and applicants because they focus discussion on outcomes and behaviors rather than vague qualifications.
Key takeaways
- Ask outcome-focused questions to surface priorities and expectations.
- Look for evidence of habits and traits that match your top performers.
- Understand the company’s result drivers to align role goals with business needs.
How it works
Each question serves a specific purpose in an interview: the 60–90 day goal question clarifies immediate expectations, the attributes question identifies cultural and performance fit, and the drivers question links individual contribution to business outcomes.
Interviewers should probe for concrete examples and measurable results, while candidates should prepare specific, brief stories that show how they produce impact.
For broader context on how job markets and selection processes influence hiring signals, see Navigating the Job Market and Bidding Systems.
What it may cover (and what it may not)
Asking about the first 60–90 days typically uncovers priorities, quick wins, and the onboarding plan the manager expects.
Questions about top performers reveal recurring behaviors, skills, and soft traits—such as initiative, collaboration, and problem-solving—that correlate with success in the role.
Asking about major factors that drive results helps both parties understand metrics, constraints, and the organizational levers that matter; it does not, however, replace a full discussion of long-term career path or compensation details.
Common mistakes to avoid
Avoid vague or hypothetical prompts that yield generic answers; instead, ask for examples tied to timelines and outcomes.
Don’t conflate personality fit with performance indicators—top performers may not look the same as the interviewer, but they should demonstrate consistent, outcome-oriented behaviors.
Neither party should assume expectations are obvious; clarify deliverables, reporting lines, and success metrics during the conversation.
Questions to ask an agent
If you need to clarify workplace responsibilities or insurance-related impacts on a role, consider seeking professional guidance and be ready to talk to an agent.
When consulting an advisor, prepare specific questions about liability, coverage for workplace incidents, and any contracts or vendor obligations that could affect the position.
Next steps
For hiring managers: define measurable 60–90 day goals before interviewing and share them during the conversation so candidates can respond concretely.
For candidates: prepare two to three short stories that show results, describe the behaviors that produced them, and indicate how you would prioritize early work in the role.
To learn more about employer responsibilities and coverage considerations that sometimes intersect with hiring decisions, see Understanding Pet Insurance for an example of how specific coverage topics are explained in practice.
Frequently Asked Questions
What should I include when outlining 60–90 day goals?
Include measurable objectives, a plan for stakeholder engagement, and quick wins that demonstrate early impact.
How do I identify attributes of top performers?
Look for repeatable behaviors, communication styles, problem-solving approaches, and the ability to meet key metrics consistently.
Why ask about major factors that drive results?
That question reveals priorities, constraints, and the business metrics the role is expected to influence, helping align expectations.
How should candidates prepare examples for these questions?
Use brief, specific stories that state the situation, your actions, and measurable outcomes to show clear cause and effect.