Preparing Questions to Ask the Interviewer
It's Your Turn
You've sat through most of the interview and have answered all the recruiter's questions. You know you've made a good impression because you prepared for the interview and your answers were articulate and decisive. You've come across as a very bright, capable candidate when the recruiter asks something you didn't anticipate. "Do you have any questions?"
As you try to form an impromptu question it is apparent to the recruiter you didn't prepare any questions. You could kick yourself because you had thought to prepare for everything the recruiter would ask you, but this. You realize now that the positive impression you tried so hard to create and reaffirm during the interview may be at risk.
If you don't have any questions prepared and you try to cover your mistake by asking a spur-of-the-moment question, chances are you have damaged your chances for a successful interview. Some recruiters refuse to hire people who don't ask intelligent questions. Don't ask questions just for the sake of asking questions - make sure it is information that you need. During the first part of the interview, the recruiter was in control and asked the questions. This was an attempt to determine if you could fit into the organization, via your qualifications, abilities, background and personality. It's your turn now to see if the employer offers what you are seeking.
Prepare Questions in Advance
You should have a list of questions prepared for this crucial part of the interview. Every question you ask should demonstrate your interest and confirm your knowledge of the organization.
You should read publications in the field. You can get information about new products or policies by reading general magazines or trade publications. It is appropriate to address some of your questions to what you have read. Of course, the questions should reflect something positive - if the organization is currently involved in labor problems or a lawsuit, don't bring up embarrassing situations. Ask questions about new products, how research and development is structured at the organization, management strategies at the organization, how the company has changed, and potential product growth.
Some of the publications providing a wealth of information are: Fortune, Forbes, Business Week, The Wall Street Journal and The Wall Street Index.
In addition to these, there are numerous trade publications that indicate current trends in the field, new products and other information which may give you a good background for formulating pertinent questions.
Questions NOT to Ask
Not only should you know what questions to ask during the interview, but it is important to know what questions not to ask. You don't want to alienate the recruiter by putting him or her on the defensive.
The following areas should generally be avoided:- Avoid asking questions that are answered in the company's annual report or employment brochure. Recruiters are familiar enough with their own information to recognize when you haven't done your homework. If some information in the annual report isn't clear to you, by all means ask for clarification.
- Don't bring up salary or benefits in the initial interview. This is a major mistake. The majority of companies recruiting are very competitive and will offer similar salaries and benefits. The recruiter may choose to bring up the information, but you should not initiate the topic. You will give the impression that you are more concerned with fringe benefits than the substance of the position.
- Avoid asking any personal questions or questions that will put the recruiter on the defensive. This includes questions such as the interviewer's educational background, marital status, past work experience, and so on. This information is none of your business.
- Don't ask questions that have already been answered during the interview. If you have prepared a list of questions and some of them have been addressed during the interview, do not repeat them.
Good Questions To Ask
Now that you know what you shouldn't ask during the interview, determine what questions you should ask. If you plan to ask a lot of questions, it would be wise to have a typed list.
- Ask specific questions about the position. You need to know what duties will be required, and if this hasn't already been covered, it's time to ask appropriate questions to find out. You need to know what will be required of the person in the position to see if there is a fit between your interests and qualifications and the requirements of the organization.
- Try to find out as much as possible about qualities and skills the recruiter is looking for in job candidates. Tom Jackson, an authority on career planning and author of several books including Guerilla Tactics in the Job Market, suggests this question: "Could you tell me what qualities you are looking for in candidates for this position?" Once you determine the necessary qualities, you can then explain to the recruiter how your background and capabilities relate to those qualities.
- Ask questions concerning advancement and promotion paths available. Every company is different and most advancement policies are unique. Try to find out what the possible promotion path is to see if it fits your career goals. You may also want to ask about periodic performance evaluations and pay reviews.
- Ask questions about the organization's training program. If you are seeking a position with structured, formal training and the organization offers an on-the-job training program, you know the position may not be right for you. You may have specific questions about the training program not covered in the organization literature.
- Ask questions about location and travel required. If you have limitations regarding location, relocation possibilities, or expected travel, this is the time to find out what is expected in the position. If you have limitations based on health or family commitments, these should be discussed with the recruiter.
Some Final Advice
The key to a successful interview is good communication and rapport with the recruiter. One of the fastest ways to damage this kind of relationship is by exhibiting ignorance about the organization and asking inappropriate questions.
Listed below are questions you might ask during the interview:
Questions to Ask the Interviewer:(used by permission from Career Planning Today, C. Randall Powell)
- How much travel is normally expected?
- Do employees work many hours of overtime?
- Can I progress at my own pace or is it structured?
- How frequently do you relocate professional employees?
- What is the average age of your first level supervisors?
- How much contact and exposure to management is there?
- Is it possible to move through the training program faster?
- About how many individuals go through your training program each year?
- How much freedom is given and discipline required of new people?
- How often are performance reviews given?
- Is it possible to transfer from one division to another?
- How much decision-making authority is given after one year?
- How much input does the new person have on geographic location?
- What is the average age of top management?
- What is the average time it takes to get to... level in the career path?
- What do you like best/least about working for this department/company?
- Can you describe a typical workday in the department?
- Do you feel free to express your ideas and concerns here?
- What are the possibilities for professional growth and promotion?
- How much interaction do you have with superiors, colleagues, and customers?
- Do you have much of an opportunity to work independently?
- How long have you been with the company? Does your future here seem secure?
- What would be my primary responsibilities?
- What would I be expected to accomplish in the first six months on the job? In the first year?
- What are some of the department's ongoing and anticipated special projects?
- How much contact or exposure does the department and staff have with management?
- Are employees encouraged and given the opportunity to express their ideas and concerns?
- What do employees seem to like best and least about the company?
- What is the rate of employee turnover?
- How large is the department where the opening exists?
- Why is the position open?
- Does the job require much travel?
- What are the chances of being relocated after starting the job?
- What type of orientation or training do new employees receive?
- How often are performance reviews given?
- Who determines raises and promotions and how?
- What are the long-range possibilities for employees in similar positions who consistently perform above expectations?
