ARE YOU ASKING THE RIGHT QUESTIONS?

Always ask questions in an interview! Not asking questions signals many red flags to the employer that can range from bad to worse:

– You’re nervous.
– You’re unprepared.
– You aren’t engaged in the conversation.
– You’re not going to take the job seriously.
– You’re not interested in the job.Although it is very important to focus on your interview answers, do not forget about asking questions. Treat the interview like a business meeting. You are invited to meet with the employer and have a conversation about the job opening. During this conversation, you will discuss how your skills will benefit the position, while the employer will pose questions and raise potential concerns. When appropriate, you will also have the time to pose questions to the employer.

Both you and the employer have the same goal: to determine if the position is right for you. If you leave this decision to be solely the choice of the employer, you may end up taking a job in an environment for which you are not well suited. In the long run, a poor decision can be very expensive for the employer and the candidate.

Take time to give strong consideration to the job and prepare your questions for the employer in advance. Research as much as you can about the company by reviewing their website, news, publications, and social media. Use the interview to not only promote your skills and experience, but also determine if the job is right for you.

It is appropriate to ask questions along the way, during the interview. That will keep the conversation more natural and less one-sided. Near the end of the interview, when the employer asks, “Do you have any questions?” try to ask at least two. If you’re not sure which questions to ask, use some of the examples below to develop your own:

  • How are employees trained?

This important question can determine if there is a formal training procedure or if you will teach yourself along the way.

  • Do you have any concerns about my qualifications?

This question is straight forward and takes a lot of confidence, but can result in the interviewer speaking as if you already have the job. (For example, if the interview is going very well, he or she may say, “No, you are a great fit for this role!”) It also serves as a way to clear up any remaining concerns.

  • What are the most important needs for this department/position?

This information will complement the research you have done and fill in any gaps. You will know what to focus on immediately, if hired.

  • What would you like to see complete within the first 6 months?

Similar to the previous question, this will ensure your goals and priorities are in line with the employer’s.

  • What is the next step?

The most important question! Do not forget to ask this as you begin to close the interview. You don’t want to be left wondering if you were supposed to follow-up, or when you are expected to hear back from the employer.

These questions serve as a guide.

Do not ask questions that have already been covered in detail during the interview.

Take a personal inventory and determine what is most important for you.

Ask questions on culture and objectives, but avoid all talk of pay, benefits, and perks, until you are further in the interview process (or when the employer raises the topic).

Focusing on money alone may detract from your candidacy and cast you in a negative light. Interview preparation takes time, but the more you prepare, the more confidence you’ll gain, and the more memorable your interview will be!

By Erica Tew for socialhire

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About facetteam
FACET is a human resources consulting firm specializing in the four phases of the Talent Management Cycle: Attract, Retain, Develop, and Transition. The Group's practice specifically addresses facilitation of smooth career/life transitions for individuals leaving organizations as well as career management, leadership training and coaching for employees whose assignments within organizations are impacted by change or other organizational needs. By application of several directions of pursuit, the corporation accomplishes a single goal: maximum utilization of human resource potential and productivity through efficient hiring, training and career development. The Facet Group was founded in 1981 and is headquartered in Lafayette, Louisiana. As an ARBORA GLOBAL PARTNER, The Facet Group shares a parallel philosophy of the highest quality and standards with other owner invested firms. Through this network, we provide services worldwide. To address organizational needs outlined by its clients, The Facet Group offers a comprehensive package of workplace consulting services, focusing on providing high quality, creative programs which favorably impact the bottom line.

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