Excerpt from the ‘Street Smart Approach to Job Search’ By Kathy Bornheimer
Asking questions during an interview is just as important as answering questions. This is a two way street. You need to make sure that you can do the job and that you want to do the job. Nobody wants negative or unpleasant surprises after accepting an offer or starting the new job.
You have to do extensive preparation for the interviewing process. Most professional positions involve two to three interviews, so you can base many of your questions on accumulated information. When making arrangements for the initial face-to-face meeting request that certain information is sent to you for your review. This could include; annual report (if the company is publicly traded), product/service literature, Web site address, brief job description, etc. If you are going through this process via a recruiter, this information should be easy to obtain from that person.
Use these materials to formulate your questions. Have a legal pad in the portfolio that you are taking to the interview. On the top sheet develop your “T” list. Divide the paper in half; on one side make a list of four or five items that you need to cover about yourself. Check them off as they’re discussed. Do not leave the interview until they’re all checked off. On the other side of the paper have the list of questions you need answered about the job and the company. You want to make that this is the right match for you.
The initial questions that you ask must be directed toward the job itself. You need to have a good understanding of the duties and responsibilities. Questions would include:
• Could you give me examples of what my day-to-day functions would be?
• How does this position fit within the department and the organization?
• What special projects or functions would I be involved in or responsible for?
• What typically happens if/when…?
The hiring manager can best answer these questions. Two key considerations with this are can they answer these questions and how do they answer these questions? You can begin to see examples of your potential manager’s communication style when asking these questions.
The next set of questions should be asked to all of the people involved in the interview process. These are basic business questions that address corporate culture and their method of operation (m.o.). Look for consistent response not verbatim answers. People from different departments/functions will have their own perceptions. These questions include:
• How is work organized at this company (self-directed work teams, cross over functions, etc.)?
• What characteristics do successful people in your organization share?
• What are some of the short and long term goals/objectives this company has?
• What are some of the unique qualities that this company has compared to your competition?
• What outside influences can affect this company’s growth?
• In what areas does this organization excel/ in what areas are its limitations?
• In what areas does the company need improvements or polishing?
• What would you change about the incumbent’s performance to improve the function of this position (if it’s a replacement)?
• What do you see as the most exciting challenge your company will face over the next 1-3 years?
• In what areas do you see this company growing or changing in the next 1-3 years?
These questions will expose the interviewer’s preparedness, corporate pride, business aptitude, communication style and how they are apt to perform on the job. You will be able to find inconsistencies or any “red flags” that need to be addressed before you proceed.
These last questions should be asked during the final interview:
Do you retain top performers and how?
• What programs do you have to assist the new employee in learning their job and your corporate culture? (Orientation has a great impact on early success in a new job)
• From what you’ve seen of me where do you think I could contribute effectively? Asking the hiring manager this question will provide feedback as to your strength as a hirable candidate.
There are no questions in this chapter about salary or salary negotiation: That topic warrants a separate chapter and will be covered later.
Even if you are between employers, these suggested questions should be asked. If you are a professional fitting into middle or upper management they are critical. You need to avoid going “out of the frying pan and into the fire “. A brief tenure (less than one year) or a negative employment situation can be detrimental to your next career move.
If you’re currently employed, the answers to these questions will verify whether you’re moving to a better opportunity. This type of questioning will help you make the best choices.
To learn more about professional coaching services or to purchase ‘Street Smart Approach To Job Search’ By Kathy Bornheimer, please visit the following website. http://www.triumvirateconsulting.com/
