January 5, 2012

Turning tables: Questions to ask hiring managers

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At the end of nearly every job interview, there is a golden opportunity to make an impression that many job seekers miss entirely. The interviewer, after getting all the needed information from the candidate, will ask, "Do you have any questions to ask me about the job?"

According to interviewers I've spoken to, more often than not the candidate will say, "No, I think you've covered just about everything." Bad move. The interviewer gave the job seeker a gift and it was left on the table unopened.

Interviewers are trying to find out as much as possible about not only the candidate's skills, but also about how the person thinks and acts in a business setting. If you tell them they've addressed everything in a typical half-hour interview, it sends a message that you're not very curious about the position. Or, worse, that you expect others to find things out for you.

Be sure to ask questions throughout the interview, when appropriate (i.e., don't start talking about salary or benefits yet -- that's for second interviews). But make sure you save up two or three for the end, when you will inevitably be asked the "Any questions?" question. Here are a few to keep in your back pocket:

What is the biggest problem you want solved in this position? By asking this, you make it clear that you are the solution to their needs, not just someone looking for a job. Even better, do some research on the company and its competition. Ask about what major challenges they are facing in the coming year and offer some hints about how you would address them.

How would my department interact with others in the organization? Internal communication is an important part of any job. This question will help establish that you care about office culture and are interested in making sure things run smoothly between co-workers.

What is the procedure for evaluating employee performance? This question demonstrates your understanding that your activities in the job must always bring value to the organization. Be sure to ask which metrics will be used to determine whether goals are met and how often they will be tracked.

What should be expected of a person in this position in the first three to six months? This shows that you're interested not only in getting the job but also in setting goals for yourself and planning ahead for future success. If possible, try to work in ways you were able to meet goals in the first few months of your previous job.

As always, be sure to read up as much as possible on the company before the interview so you can have a more effective discussion about these questions. Usually, just asking questions like these will stick in a hiring manager's mind, but the ability to follow up with relevant input about the company may be the tactic that seals the deal.

Randy Woods writes about job-search tools, networking techniques and other tips to help you land your dream job.

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hiring practices, interviewing, questions

2 Comments

Jennifer Olsen on January 5, 2012 2:25 PM | Reply

It always bothers me and doesn’t bode well for the candidate when I ask if they have any questions and they say “no, I can’t think of anything”. I completely agree that it is important to ask thoughtful questions that show that you care about the company’s future and how you can affect it. These are great examples of thoughtful questions that are likely to get the interviewer thinking and talking which will help you to be memorable. I share more information designed to help you stand out with the potential employer by demonstrating your value to the company in my recent blog, “Distinguish Yourself – Interviewing Tips for Job Seekers” which can be found at http://springboard.resourcefulhr.com/?p=1935

Robert on January 11, 2012 3:46 PM | Reply

Well done Jennifer. It's rare to find a good reply to a post and you've even included a helpful link. Having per-written questions shows that you have put some thought into the interview.

Come prepared or go home!

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