What you should ask your Potential
Employer during the Interview. Candidates are encouraged
to ask questions at the conclusion of their interviews.
How they respond to such requests may leave strong impressions
on the interviewers, especially considering that these
questions and answers are often the final words exchanged
at the very end of the interviews. Read on for some sound
advice on what to ask and what not to.
As a candidate, your questions should come
from two sources: questions that you've prepared before
the interview and questions that you develop during the
interview. It's a good idea to mix in both types of questions,
helping to show that you are both prepared (by asking
prepared questions) and engaged in the interview (by developing
new ones based on the conversation).
When researching a company, start with the
organization's web site. Most companies have an About
Us (or similarly named) link- this information can be
very helpful. Also, browse for press releases on the firm's
site, search Yahoo News, and use company background resources
like Hoovers.com or local newspapers.
Quite often, questions you plan to ask
at the end of the interview are answered during it. Anticipate
this happening! Draft more questions than you'd ever actually
ask so that you'll have plenty of extras should some of
them be spoiled.
If you are genuinely interested in a particular
prepared question, but it's answered during the main part
of the interview, you can still use it! You can communicate
your interest in the topic and salvage the question by
offering to the interviewer the question along with the
answer you learned during the interview. This technique
not only gives you the opportunity to present your favorite
question, but also lets the interviewer know that you
were listening to him or her during the interview as you
were able to repeat the answer.
What to ask your Potential Employer
1. The Company Sample question:
"I'm familiar with your company's overall goals and unique
services, but would you mind giving me additional information?"
Although you should have the basics covered (e.g. history
of the company, main divisions, products/services) asking
questions about the goals and objectives of the organization
are key. Most companies spend a great deal of time and
money developing them and are eager to explain them to
anyone who'll listen. You can follow this question up
with more questions about departmental objectives, which
will often lead into a discussion about the objectives
for the individual position for which you are applying.
2. Vacancy of position Sample question:
"How long has the position been open and what are you
looking for in the right candidate?" Inquire as to how
the position came to be vacant and how long they have
been looking. This interesting question can also be followed
with an inquiry as to what the employer is looking for
if it's been open for sometime. Additionally, this can
spur numerous points of conversation (and subsequent questions)
about departmental hierarchy, career paths and other topics
of interest.
3. Environment Sample question:
"How would you describe this company's work environment?"
Ask about the organizational culture and its affect on
the work performed there. This multifaceted question can
lead to many successive discussions about workflow, employee
satisfaction, job empowerment and enrichment and dozens
of other areas.
4. Performance Evaluations Sample
questions: "Can I expect to be evaluated periodically?
On what? By whom?" Request information on performance
reviews. Ask how performance is appraised, how often,
and by whom. These questions imply that you are confident
in your performance and that you welcome the opportunity
to have it evaluated.
5. Objectives of the Position Sample
question: "Can you describe an average day for
the individual who holds the position?" Ask about the
day-to-day responsibilities of the job for which you're
applying. Inquire specifically about the tools you'll
be using, the other employees with whom you'll be interacting,
and the detail to which your work will be predefined.
You'll need this information to help you decide whether
or not to accept the position if it is offered to you.
The failure to ask these questions may set forth an air
of desperation.
Types of Questions to Avoid
1. Salary and Benefits:
It's difficult (and often frustrating) but shy away from
questions best left for human resources, such as specific
salary and benefit questions or general office policies.
Not only might your interviewer not be able to answer
these types of questions, but also you may send the message
that you are more concerned about yourself than about
the organization with which you are applying.
2. Simplistic Questions:
Avoid questions to which you should already know the answers!
It is expected that professional job applicants do at
least some organizational research before their interviews.
While it's okay to ask for commentary or additional information
about an organizational event (such as a recent merger
or a major product launch), never ask a question that
indicates that you haven't done your homework. For instance,
you wouldn't interview with America Online and ask something
like, "So you guys merged with a cable company. Time Warner,
right?" Simplistic questions like this could hurt you!
In a nutshell, don't ask questions just for the sake of
asking something. Do your homework. Walk into the interview
prepared and confident!
