Your potential employer has just finished grilling you with tough questions and turns the conversation over to you. “Is there anything you would like to ask?” If your answer is anything but “yes,” you can kiss the offer call good-bye.
“Interview questions absolutely define a candidate in the eyes of the employer. The statement, ‘you only have one chance to make a great first impression’ applies here,” said Jeanine Tanner “J.T.” O’Donnell, a career coach and workplace consultant.
You can certainly add a question to your mental list if something particular comes to mind during the conversation, but always walk into an interview knowing what you will ask each individual with whom you meet. Here are some questions to get you started.
1. Who was formerly in this position, and why did he or she leave? It is essential you understand why the position is open. What the previous person fired? Is the position a revolving door? Perhaps it’s a new position, and the organization does not have a precedent for what equates to success or failure. Depending on the answer, you might not want to work for them.
2. What brought you to [insert organization], and what keeps you here? I have been through many interviews, and this question is always revealing. It provides insight about the organization’s culture (and gives the interviewer a chance to talk about his or her personal experience with the organization). Culture is just as important, if not more so, than the actual job description.
3. What support systems are in place for entry-level professionals (or interns)? “This is looking for how much structure exists to support the experience and whether the company is simply hiring ‘another pair of hands.’ Positive answers would include a peer being assigned to the candidate, the use of a mentor in the process and whether there are any formal benchmarks or evaluation check-ins to ensure the experience is on track. A completely unstructured process would be a warning sign,” said Jim Wiggett, founder of the Jackson Hole Group.
4. What is your management style? If you are interviewing with someone who would be your direct supervisor, always ask this question. This is another make-or-break question in terms of your liking the organization as a potential place of employment. If you thrive by being hounded every five minutes about a task, then a micro-manager is best for you. However, if you would find this extremely annoying and stressful, as I do, then you know to walk away.
5. If I do an outstanding job for the next five years, where can I be in this organization? “This question gives the candidate an idea of how much a successful employee can grow over five years, and it also shows an interest in long-term dedication, said Marvin H. Hecht, president and owner of M-Logic, Inc. “The current class of new employees typically stay at a job for a year or two before moving to a new company, and this shows the manager that this potential employee can be a long-term investment.”
Above all, leave salary and benefit questions for after an offer has been made. “You should be sure to ask questions that relate to the job, and not just what you'll get out of it. For example, asking how much vacation time you'll get may not be the best way to go,” said Kristen Fischer, author of “Ramen Noodles, Rent and Resumes: An After-College Guide to Life.”
Comments
These are excellent questions to ask, not only for an entry level person, but for a more experienced applicant as well!
Charlotte Libov
Miami Women's Health Examiner
Today's Topic: Brazilian model's death shows frailty of life
Thanks for the great questions!
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