Five Interview Questions You
Should Always Ask
These five questions go beyond the obvious ones, such as the
title of the job, the job description, to whom it would be
reporting, and other such basic questions. In fact, it's
unlikely you'll even need to ask those questions, as they're
usually outlined for you.
With some preparation and thought, you should be able to easily
come up with 15 - 20 first- interview questions to ask. But these
five - in some form - should always be asked.
Not only will they help you to ascertain if the job for which
you are interviewing meets the criterion of your perfect job,
but the answers, when put together, will give you a fairly
accurate picture of what's really going on behind the
interview.
1. WHAT ARE THE PRIORITIES THAT WILL NEED TO BE ADDRESSED
IMMEDIATELY IN THIS POSITION?:
A title alone tells you nothing.
The job description won't reveal much either, except whether or
not you're capable of doing what's required functionally on a
daily basis.
For the same reason that you put your accomplishments on your
resume - and not just the job description - here, too, you want
to get a sense of the individuality of this job in this company.
Was everything left running smoothly? Is it pretty much picking
up and continuing daily functions as normal? Or is there damage
control that needs to be done? If so, is there a time line for
the repair, and is it an achievable one considering your
capabilities? Is it realistic regardless of who holds the
position?
If you don't have any information already, this will begin to
clue you in about both the supervisor and the previous
employee. If you have been provided with some detail already,then the answer should track with what you've already learned.
2. HOW LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY LEAVE?
Generally, in answering the first part, the interviewer will
answer the second part as well. But if they don't, then ask it.
And if that person was there an oddly short time, you also want
to know how long the previous person before that was there.
See where I'm going with this? If the job is in disarray, and
the last two people were there a short period of time and were
fired, you don't need to ask any of the other questions here.
Exit gracefully and then run! Because before long, you, too,
will be terminated for not achieving whatever it is they want
done - regardless of if the stated time frame sounded realistic
or not.
3. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT
THE BEST IN YOUR EMPLOYEES?:
Is he a micro manager? Is he an
information hound that needs to be kept informed of everything?
Does he leave people alone to do what he hired them for and
simply keep on top of what's going on? Does he help you if you
have trouble? Do any mentoring? Or is he a berating,
derogatory, jerk?
Obviously he's not going to come right out and tell you he's a
micro manager! Instead he might say, "I like to keep a very
close watch on what's going on in my department," or "I visit
with each member of my department on a daily basis to make sure
they're staying on track," or something similar.
You'll find that the person will be fairly straight forward in
sharing their management style with you. What you want to pay
attention to is how they word it.
4. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?:
Workaholics? Ones
who are self-motivated and manage themselves well? People who
work well in teams or committees? Employees who keep their
supervisor informed of "where they are with things" on a daily
basis?
This tells you something about the pervasive culture in the
company or department. Generally speaking, companies - or
departments - tend to be made up of similar types of people
that are in harmony with the company culture and philosophy.
An entrepreneurial person won't function well in a committee
environment. While sales personalities can vary greatly, the
top achievers are goal driven and motivated to achieve, rather
than complacent.
People who are accustomed to thinking for themselves will find
themselves chafing in a company that has a more dictatorial
style, while those who perform better when they're told what to
do will find themselves adrift in a company that requires its
employees to think for themselves.
5. HOW LONG HAVE YOU BEEN HERE? WHY DO YOU STAY?:
The answer to
this question will give you an indication as to the feeling or
health of the department or company. The way in which he
answers the question will also give you additional insight into
your potential boss, his management style, and what type of
people excel in the department or company.
These are informational questions, not challenges. Be genuinely
interested in the answer, because you're gaining valuable
information that has to do with your future. When you leave the
interview and process it within yourself, you'll be matching
what you learned with what you are looking for.
Pay attention to the interviewer's body language and facial
expressions. Is he relaxed? Does he fill in some of the spaces?
Does he speak to you - or AT you? Does he answer the question
briefly and then quickly fire off another one?
These, too, are valuable cues, and after the interview, you'll
need to piece them together with the verbal information you
received.
Your perfect job might land in your lap by grace and good
fortune. But more likely, you'll need to look for it. It's
there - but to recognize it, you'll need to know what it
doesn't look like, as well as what it does.
About The Author: Judi Perkins has been a contingency and
retained search consultant for 25 years, with a short stint in
the temporary and local permanent placement market. She has
owned her own firm and been hired repeatedly by numerous
clients. Find The Perfect Job
http://www.findtheperfectjob.com
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