Interviews should be a two-way conversation. Many job seekers treat an interview like an interrogation, taking a lot of time to prepare answers to the toughest questions an interviewer can throw at them. A candidate should be just as prepared to ask questions to help determine if the job is right for them. Salary, work schedules and benefits may be high on the list, but what do you know about the company’s philosophy and the work environment? Asking questions and the subsequent answers help the candidate match his skills and experience to the job requirements and company culture.
1. What makes an employee successful in this position? Are they looking for doers or followers? Do they have to work in a high-stress, fast-paced environment? The answer will help you decide if you can measure up.
2. What do you like most about working for the company? If the interviewer can’t give you an answer, there may not be much to like.
3. What do you like least about working for the company? Can you live with the worst? If its long hours, and lots of work without any support or appreciation, keep sending out your resume.
4. What is the turnover rate in the department? Turnover rates don’t tell the whole story. If it’s high, it could be seasonal business cycles. If it’s low, it could be a lot of unhappy employees hanging on until the economy picks up and they can finally leave. The follow up question to the first is, “Why is that?”
5. Why did the last person leave this position? Listen for the explanation, but also the tone of voice and body language. Is the interviewer trying to cover up or make a bad situation sound better? Follow up question is, “How long were they in this position?”
6. What work characteristics are valued in this company? Productivity? Fast work? Following orders? Gauge the answer against your work style to see if it will work for you.
7. What does it take to get a “superior” performance evaluation? I once had a manager tell me he never gave anyone a “5” rating. Instant letdown. Why go above and beyond if it won’t be recognized?
8. Do you have an internal job posting system and promote from within? If a company provides opportunity for advancement, employees are more likely to try to meet expectations and stick around to move up. If not, they’ll find opportunities elsewhere.
9. How does the company recognize and reward top performers? It’s OK to ask the “WIIFM” question. What can you expect for your contributions besides a paycheck?
10. What are the next steps in the process? An interview is a lot like a sales meeting. Now it’s time to go for the close, even if it’s just the next step. A second interview? Personality testing? Asking the question shows you’re interested and ready to proceed.
Take some time before the interview to put a list of questions on topics important to you. What are your deal breakers? Most employees leave a job because of poor fit, not the job duties or skill levels. Be proactive and make sure you have answers you need when the interview is over.
What other questions are important to you? Share these in the Comments section below.
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