Questions to Ask During a Job Interview

By Rick Fromme

Job Interviews (Photo credit: World Relief Spokane)

A job interview should be a conversation, ideally a constructive dialogue, where both you and the prospective employer become better acquainted. You've done your homework, researched the company, prepared your CAB (Condition Action Benefit) scenarios, wisely chosen your wardrobe so you'll be well prepared for the interview. You'll also want to be certain to prepare a list of intelligent questions to ask during the interview as well.

By asking thought-provoking questions during the interview, you can not only acquire valuable information about the position, but also distinguish yourself from the rest of the applicants. Of course, the more research you do in advance, you'll be more prepared you'll be to ask sagacious questions about the company's recent news, blog posts, product launches, plans, etc. Doing so demonstrates you've familiarized yourself with the company and that you're genuinely interested in the position, which in turn,  gives the interviewer a heightened sense of confidence in you as a solid candidate.

Asking discerning questions, "means that you're thoughtful about the process and that you're very interested in the position because you took the time to think of questions that would be substantive," says Cheryl Palmer, a career coach and founder of the career coaching firm Call to Career.

To Ask or Not to Ask, That is the Question

after yet another job interview (Photo credit: Dani P.L.)

There is a caveat, however. Aside from not being prepared to ask any questions at all, there are questions that should not be asked. Among these are about remuneration (especially during the initial interview), training programs, and asking questions whose answers you can easily obtain on the Internet and/or other readily available resources ... aside from obvious faux pas such as what's the CEO's astrological sign and if you can bring your pet to work. Especially during an initial interview, there are questions that oughtn't be asked:

• May I do this job from home? If it's a telecommuting position, it would've been stated in the job description. Occasionally, employees who've held a position for a long period are allowed to telecommute, but this isn't a concession you should ask for during a first interview.
• What does your company do? Avoid asking any questions about the company that you could have researched beforehand on the firm's website.
• What is your vacation policy? Don't discuss previous commitments before being offered a position.
• Did I get the job? This question puts employers on the spot and makes you appear impatient.
• What is the salary for this position? Never ask this question during an initial interview. Even somewhat flexible regarding salary, it's best not to discuss remuneration until you're offered a position.
• What type of benefits does your company offer? Wait until you're offered the position before asking about benefits.
• How many hours will I be expected to work each week? Will I need to work on weekends? Questions about hours and extra work imply you're hoping to work as little as possible.
• How long do I have to wait to get promoted? This question implies you're not interested in the position for which you're applying, and that you're merely waiting to be promoted to something better.

Query Theory

What to ask? Any question that shows you’ve done your research. Ask about the progress made on that planned acquisition, expansion into a new market, new

product in development, etc. Ask astute questions about the position itself. Inquire about the progress made on that planned acquisition, expansion into a new market, new product in development, etc. Any question that shows you’ve done your research. Well-crafted questions, germain to each position to which you've applied, are critical to each interview. It’s even better if you take brief notes after obtaining answers to each question. Here are some questions to ask and why they're important:

• What is the top priority for the person in this position over the next three months? This shows your interviewer, you’re ready to roll up your sleeves from the get go. This will help you determine what to initially focus on if you are hired for the position and how to make the right impression during your first days, weeks and months on the job. And it allows you time to prepare for that critical probationary period while your new bosses and colleagues size you up.
• Who will be on my team if I’m hired for this position? This demonstrates you’re expecting and willing to be a team player, and gives you time to research your team. Knowing who your colleagues are and what they do may help you better prepare for a call-back interview.
• What are the next steps in the selection process? This will give you a timeline and, again, help you better prepare for the next round of interviews.
• How has this position evolved since it was created? Obtaining a brief history of the position should clarify whether the position has expanded or has been stagnant over the past several years.
• What have past employees done to succeed in this position? Knowing how the company measures achievements will help you understand its expectations and whether you have the skill sets to achieve them. But don't undermine your past accomplishments just because your route to success doesn't match up with the one embraced by the company. "You also don't want to be too narrowly defined by what other people have done. Because you're a different person, you may approach things a little differently," she says.
• What have you enjoyed most about working here? Your prospective boss can relay what he or she values most and what led to his or her personal success with the organization. Then, you can internally ruminate about whether you share the same values and can envision yourself working there.
• What are some of the opportunities for growth here?
  
  This demonstrates you're committed towards nurturing and developing your skills over several years with the firm and that you intend to make a long-term engagement with the company.
• What are some challenges that will face the person filling this position? You owe it to yourself to know what you're up against. The drawbacks may differ depending on whether the position is managerial or entry-level.
• What are the qualities of successful managers in this company? If you're interviewing for a managerial position, you'll want knowledge of the skills and core competencies the company treasures in a leader, says David Lewis, founder and president of Operations Inc., a Connecticut-based human resources outsourcing and consulting firm. If excellent people skills and multitasking top the list, emphasize how you've demonstrated those traits throughout your career.
• How closely do I fit your qualifications for this position? This question allows the interviewer to let you know if there are additional factors they’re looking for in a candidate that may not be mentioned in the job description. You’ll get a chance to address those factors, and you’ll show your interviewer that you’re open to constructive criticism.
• Do you have any hesitations about my qualifications? Asking a question like this lets the interviewer know that you're secure enough to openly discuss your vulnerabilities. It also signals confidence and the ability to be coached, says John Kador, author of "301 Best Questions to Ask on Your Interview." "Coachability is a hugely attractive attribute as far as the interviewers are concerned," he says. Similarly, according to Matthew Cohen, Energy Practice Leader, Direct Recruiters Incorporated, there is one penultimate question that needs to be asked before concluding any interview: Is there anything in my background that would prevent me from being successful in this position? This imperative interrogatory gives the interviewer an opportunity to address his or her concerns about your qualifications and allows you to alleviate them before concluding the interview. Cohen feels too many applicants neglect asking this all-important question, whereas positing it may make between obtaining a job or not. Asking this lets the interviewer know you're secure enough to openly discuss your vulnerabilities.
• What are the next steps in the selection process? This will give you a timeline and, again, help you better prepare for the next round of interviews.
• How do you prefer I follow up? This allows the interviewer a chance to let you know how he or she does – and does not – want to hear from you. Everyone has communications preferences. Some have tight schedules and prefer communicating via email, allowing for minimal interruption. Others would rather speak directly than wait hours for a response, so they’re more apt to take a phone call. In some instances, especially if it's a large corporation, you'll not hear back from the interviewer at all, but someone in human resources who perhaps may be in another city. Giving your interviewer a chance to fill you in on communications preferences shows you respect others’ time and likely are flexible and easy to work with.

Other questions you may want to consider:

• The first 30 days are very important for me to meet as many team members as possible. How will you recommend I do that?
• I'm very self-motivated. How will you measure my success in this position after one full year?
• What are the top three skills or experiences you are looking for that may not be mentioned in the job description?
• Of all of the people who have worked for you, what are the key characteristics of those who have stood out as great performers?
• I admit I’m a perfectionist in some areas. What are the aspects of this position that absolutely require precision and attention to detail?
• Of all of the criteria you have outlined for this position, what are the top three in stack rank order?

The position we are discussing is something I am very excited about. Can you give me feedback on how I am meeting your qualifications and if I will proceed to the next level of the hiring process? This is called "going for the close" or "asking for the order" in sales jargon.)

A job interview is a conversation, not an interrogation. By asking intelligent questions, you can obtain a much better understanding of the position and the company at-large, and to that extent, determine whether or not you'll want to work there. Be sure to demonstrate strong communication skills (articulate speech; give a succinct, well-thought out answers; maintain good eye contact; listen attentively; project positive body language; etc.). As Lou Holtz, the celebrated collegiate and NFL football coach once said, "I never learn anything talking. I only learn things when I ask questions."

 

Rick Fromme combines entrepreneurial enthusiasm with an insider's knowledge of the medical industry to co-found MedMasters.com. Both his drive and perspective help provide health care professionals with a superior mechanism with which to communicate, network and market their strengths. Prior to founding MedMasters.com, Rick operated a highly successful medical device distributorship. Other milestones in his 12-year career in the medical industry include a key position at a medical device start-up company that was later sold to the Ethicon Endo division of Johnson & Johnson.You can also reach Rick by connecting with him on Facebook, Twitter, Google+, LinkedIn and Youtube. 

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