An interview is a two-way street. It’s never a good idea to go in without prepared questions and 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 going on behind the interview
1. WHAT PRIORITIES WILL NEED TO BE ADDRESSED IMMEDIATELY? 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 picking up and continuing normal daily functions? Is there damage control to be done? If so, is there a time line for the repair, and is it achievable considering your capabilities? Is it realistic regardless of who holds the position?
This will begin to clue you in about both the supervisor and the previous employee. If you’ve already been provided with some detail, the answer should track with what you learned earlier.
2. HOW LONG WAS THE PREVIOUS PERSON HERE? If that person was there an oddly short time, you also want to know how long the person before that was there. And you’d be wise to ask under what circumstances they each left.
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 other questions. 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 must be kept informed? 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 straightforward 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?
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. People who are accustomed to thinking for themselves will find themselves chafing in a company that has a more dictatorial style. Those who perform better when they’re told what to do will be 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 will give you an indication as to the health of the department or company. It will also give you additional insight into your potential boss, his management style, and what type of people excel there.
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. Match what you’ve 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? These, too, are valuable cues, and 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.
___________Free Q & A Teleseminar Wednesday, January 13 at 3 pm eastern________________
___Register and ask your question at www.AskFindthePerfectJob.com (recording download will be available)_____
How to find me:
www.Facebook.com/HowToCareerCoach
sign up for my free newsletter at www.FindthePerfectJob.com
blog: http://findtheperfectjob.wordpress.com/
Connect to me on http://www.linkedin.com/in/judiperkins
Excellent information! I look forward to reading more of your advice as I search for the perfect job.
Hi Judi,
The above questions are very good and will provide good insights and information of the environment in company. These questions are more appropriate for person who has choice of selecting companies and have several job offers on his hand.
The current economic conditions are bad. The number of jobs are less than the number of the persons applying for this job. On an average ratio of job to job seekers is 1:40. So I doubt if anyone should ask this type of intelligent questions. The manager of the company would like to hire a person who is dumb or less intelligent than him. If the manager of the company feel that the person is asking smart questions and is more intelligent than him then he would not select that candidate. We can argue on this point but this is reality and every reader would agree with me.
In short the job market is driven by demand and supply equation. Beggars do not have choice. The job seeker should not ask challenging questions to the interviewer unless his skills and experience is in demand.
Regards
Vijay
Excellent information !! I only hope one’s would be boss should not mind all these questions, what if he doesnt like questions to be asked in the interview ??
But genuinely good piece of information.
Thanks and regards
Capt Ajay
Thanks for these pointers.
I know I could have done better if I had asked these questions.
These will definitely be some of the questions that I ask on future interviews. Thanks!
very helpful
We are generally thinking all this in our heads but its great to know that we can actually ask these questions. Thank you!
Wow. What a good questions. I like the clarification at the end of the article that “these are informational questions, not challenges” Many bosses have seen this as a threat, and get defensive right quick. (I think because I am a fabulously smart person, or strickly because I’m female?)
I come in peace! haha.
Good questions to ask. At one interview the manager had even more job changes than I, and that rang warning bells.
Always ask: “What do you want me to accomplish in the first 90 days?” Take notes. Now you know what is really important.
As a hiring manager, I wish people would ask questions like these more often. I always found it concerning when people came for job interviews and did not ask important questions.
You always get vacation and holiday questions, but rarely these solid questions.
I use similar questions and when interviewing for a job, I have received plenty of comments from the person I am looking to work for, that they felt I was interviewing them…I was!!!
Great questions!
I am satisfied with the first question, rest looks not in favor of candidate
As an unemployed executive assistant (almost 15 months) who is pleased when my resume is one of the selected 10 to 20 of 300+ submissions, these questions are invaluable as are several other basic questions. If your interviewer cannot answer any of them or seems stunned that you would ask, would you really want to work for that company? For that person? That team?
It would be wonderful to have a regular paycheck and benefits but not at the cost of my integrity and intelligence. Would you really act dumb, not pay attention to that uneasy feeling or “play the game” simply to have a job that probably would not allow you to shine and succeed? Haven’t we all made that unfortunate decision? It’s too easy in today’s economy to feel oh so grateful for a job offer, say yes and then, when you’re miserable, act like it’s their fault.
From the get-go, even during phone interviews, it’s important to be respectful and prepared. Ask basic questions relevant to that job and the company. Then, if asked to continue with the interview process, have more specific questions ready. If the interviewer seems surprised or doesn’t know the answers, pay attention! Ask about the financial health of the company, new business, management changes (new or anticipated).
Should your in-person interviewer seem too casual, it may indicate that a selection has already been made and they are going through the motions.
Have an answer ready in case you are asked personal questions that are inappropriate and/or illegal. Yes, it happens.
Questions: Is there training for this job? Will I meet others on your team soon? How many others are in contention for this job? What is the criticality for filling this position? How long has this job been open? Why? Is there an anticipated start date?
You can research all you want but there’s nothing like hearing answers from someone who works at the company.
Don’t forget to use LinkedIn!
All 5 questions are excellent questions to ask. If the hiring manager doesn’t like them or struggles to answer them, you probably don’t want to accept any job offer at that company. The answers to these questions may also give you an indication of the mess you will be walking into should you accept the job! Listen carefully to the answers!
Exactly – thanks, David!
Kathleen- precisely. That’s part of why on the home page of my site I say being picky is actually to your (generically) advantage. Straightforward honest companies who have nothing to hide – and recognize that problems are okay becuase some people like clean ups etc – will also appreciate you knowing what you want and having given thought to that, which those type of questions demonstrate. Desperation does not breed objectivity as you recognize! LOL
Yogesh: Curious as to why you believe that. Is that because you’re afraid you might irritate the hiring authority? And then you’re not picked? But if that’s the case, wouldn’t you want to know that in the interview rather than before going to work for someone like that? Check out kathleen’s post, who posted after you, and my answer.
Yogesh – in fact, did you read jay’s post, who posted before you? He’s a hiring authority
Thanks Jay, especially for posting from a hiring authority’s point of view. Do tell – what happens to the candidates who ask salary and vacation questions and aren;t articulate (or know) what they want, but just seem too eager to have a job, any job? The more I can help people understand the detrimental effects of not preparing and underestimating the importance of knowing, demonstrating and recognizing that interviews are a two-way street is great!
excellent question and measure it for reality and the support of those who count in it’s success as well!
sweet! good for you for discovering that! so you withdrew yourself then?
because you’re a fabulously smart person of course! if you feel the person is getting defensive, it could be an indication of some management style problems and one who might be threatened. Come at that from a couple other angles to see what you get.
oh yeah – skip the “i’ve got to be a good, well behaved candidate by jumping through hoops” thing. Be polite, respectful, professional, use common sense and say/ask anything you want (besides salary and vacation) as long as you’ve got a smile on your face! You’re getting married after about 2 dates, so you better find out how many kids they want up front!
hey capt. ajay – check out some of the answers I’ve posted to some other posts and you’ll be a little clearer. But if not, repost and I’ll follow up
Vijay:
That is exactly the point of view that not only can get you in trouble by finding yourself at a company that you hate six months later, but an attitude of desperation or – I’ll take anything and demonstrate that by not asking any insightful questions – isn’t appealing to hiring companies. But even more than that, by not asking these questions you’re not finding out how things are which means if they DON’T reveal problems you’re missing several opportunities to further sell yourself as to why you’re right for the position because you won’t hear the answers to the questions you didn’t ask! A company hiring wants someone who will stick around. Someone who comes in and asks pointed specific questions, creates a dialogue during the interview, and thus demonstrates they’ve given signficant thought to their next job – in other words, their choosy – is attractive to a company. They want you to want them just as you want them to want you, but not because you’re desperate.
Thanks Chris! You can also find me on my blog – http://www.FindthePerfectJob.com (which might be down at some point this weekend as I’m switching over to the new website) and also on my fan page, http://www.facebook.com/howtocareercoach. And I post here every Tuesday and Thursday.
I totally agree with all these questions, which you should know before jumping into a new job.
Specifically when you are going for management level or strategic role, this is the relevant and must know questions, to avoid regret after 3 months.
For executive levels or for starters may be the questions can be asked in low pitch with smile!!
WHAT IS YOUR TEAMING CULTURE? HOW DO CROSS-FUNCTIONAL TEAMS WORK TOGETHER FOR THE COMMON GOOD OF YOUR COMPANY?
Often overlooked, cross-funtional teaming stands at the core of many business issues. How well, or not, the cross-functional teams work together can tell you a lot about the company and its management culture – it’s not enough to know your immediate manager’s style, you must know the company’s style as well. Knowing how often the heads of different functional units communicate, and how, provides key insights regarding the openness and accountability of the senior management team.
Judi’s comments are right on. Would like to respond additionally to Vijay A., the second commentator listed above in this thread. I understand Vijay’s perspective. We all have choices. Fear and greed are not effective places to operate from. From a system’s perspective, fear and greed actually poison the well. Vijay’s understandable comments are from a market perspective. What moves a market ? Fear and greed are the two predominate emotions in USA markets. Sad, but true.
Judi has addressed the human dynamic. In my opinion if fear and greed predominate in a work-place, the long-term viability of the enterprise is doomed.
A market is a mob mentality. A one-on-one working relationship or conversation is two individuals perception of reality.
In my experience, if a potential employer is so insecure that they cannot address the context of present needs and future expectations, the enterprise is doomed to failure.
I am not criticizing Vijay A. True the job market is terrible. However, it is more terrible for employers. They have to find efficiency and great matchs across the broad team. The individual applicant only has to find one good fit.
So yes, that is a controversial opinion of mine.
To repeat, Judi knows how to identify top talent. Top talent seeks the best mutual opportunity.
Sincerely,
Leo Henton
Seattle, WA 98118
Having taken part in a number of interviews i always take more notice of the people who are confident and take the bull my the horns…so to speak!
A great collection of relevant questions. Whilst you have had a variety of responses, i do want to impress on those who consider these questions as a potential threat during these difficult time in the job market – even more than ever you need to stand out from the crowd and if you dont like to responses you are better off without the regret that will surely come!
Many thanks and keep the good advice coming.
Tony
Good questions, yet I would add another question that should rank as a high priority question early in the process:
Will I have the tools and resources necessary to succeed in my role?
If the tools (could simply be phone, computer, etc.) and budget are not there to help you achieve/succeed in your role, it does not matter how great you could be!
Judi,
You have put together a great questionnaire no what the economic situations. I think it will help us to think about any employment opportunities.
To The How To Career Coach:
Sorry for the delay in responding:
I have found that if they only are looking for a job it usually comes out in the interview pretty early. Although I would immediately rule an individual out because they don’t ask the right types of questions, it does push them to the bottom of the pile. Yes Salary and vacation are important to a job discussion, but having just a body in an interview that is only thinking about those two things doesn’t make me want to hire that individual.
Also I found that those individuals that were genuinely interested in the position did their homework, they knew about my company, what type of work we really did and those turned out to be the better candidates and eventually solid hires. Against my better judgment I have hired individuals that were only interested in the vac/salary part of the job and within 6 months I was back in the hiring process again. As a hiring manager I learned that lesson pretty quickly, because who has “free” time to keep recruiting…I never did…Plus it costs money to my company every time I put the wrong person into a job.
In my opinion, if a candidate can’t communicate well, hold a discussion about their abilities, then that person either doesn’t know what they are bringing to my company (so how does that help me?) , or they only want a job to hold them over to the next job (again to what benefit to me?) . I can’t afford to hire for either reason.
Excellent thread and discussion. Great input by all. I would summarize after conducting hirring panels and placing folks into positions including supervisory I find it interesting now that I am the job seeker (Retiring from the Army this summer). I do like questions 1, 2 and 4 mostly as they convey the sensation that you are bringing energy and value to the business. I would also ask the questions in a less confronting tone then some people in here are interpreting. Also, modify question 3 to something along the lines of “How do we get the best out of people in this organization?” This way you are already demonstrating you are part of the team and not being as direct. Obviously he or she will state his methodology and leadership style. Also, the last question, if you have done your homework you would know how long he or she has been with the company. I would word it like, “I see you have been here xx years, what do you like about this company that inspires you? Or, if they just got there, what drew you to this company?” I imagine it is all about delivery…. energy, enthusiasm, team work and value added — these should be the traits relayed in your interview.
Great questions and discussion!
Also beware of interviews where you are given little time to ask questions. Like, Sorry, we only have a minute or two left, but do you have any questions? That sends a message, too, and it doesn’t necessarily mean that your own answers have been too long. I try to weave my questions into the interview process if possible. It can create more of a discussion atmosphere than a cross-examination.