Most of us work forty hours by mandate. However, some work sixty hours in a typical workweek to maximize productivity. Others, in comparison, pride themselves on completing their work within the forty-hour time frame and feel that if you can’t get the job done
in that period, the job’s probably too big for you. Stimulating conversation, isn’t it?

By the way, recall that one of the most common reasons that new hires don’t work out lies in the time commitment to the job. If
everyone in Finance works sixty hours a week and the ‘‘newbie’’ is
leaving at 5:00 sharp, camaraderie will suffer. After all, everyone will question the new hire’s motives and dedication if he doesn’t appear to work as hard as everyone else. On the flip side, hiring a sixty-hour wonder could place extra strain on the staff if everyone pretty much leaves at 5:00. Feelings of resentment or envy could follow, and camaraderie will again suffer. Don’t leave this important issue to chance: Add the question to your application!

Reason for Leaving

The reason for leaving (RFL) is the link in a candidate’s career
progression. More than anything else, it provides insights into the
individual’s career management skills and business values.

What are your long-term career goals, and how do you see a career with our company helping you meet those goals?

This is a written question on the back of the application, with space for candidates to hand-write their responses. You’ll sometimes get interesting insights into candidates’ plans and views about work. More important, you’ll gain some quick insights into applicants’ levels of literacy. In an era of computer spelling and grammar checks as well as ‘‘fudgable’’ resumes, it’s always nice to know that the grammar fundamentals are alive and well. Illiteracy is protected
from discrimination; you can’t terminate someone on the basis of
illiteracy.

If the employment application does the talking, managers can
concentrate on becoming better evaluators of human resources.
You’ll find that informational windows will actually serve as windows
of opportunity for hiring managers to add critical mass to their candidate meetings and come away with a better understanding
of the candidate selection process.

Taken From : The Hiring and Firing Quention and Answer Book