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Asking Interview Questions
Most interviews are an exchange of questions and answers. It's about two people sitting down to have a conversation. In this case, the conversation has a particular purpose: To determine whether there is a natural fit between the interviewer, the applicant, and the job available. Both parties will leave this conversation with some kind of a judgment. The interviewer will hopefully know whether you can fulfill the responsibilities of the position, and you will know whether or not this is the right position, company, and involvement for you to utilize and expand upon your talents.
The interview begins the second you and the interviewer initially meet -- this is the crucial nonverbal judgment. The interviewer is sizing you up: Are you dressed appropriately? Are you well-groomed and pleasant? Next, is the handshake -- do you offer a limp-fish handshake or is it firm and comfortable? A lot of close scrutiny takes place in those initial moments, and the interviewer can get a good idea as to how well the interview will or will not go based on his/her first impressions of you. After a bit of chitchat or warm-up, the questions begin.
The conversation will usually begin with the same request: "Tell me about yourself." The information you reveal as an answer to this question and throughout the interview allows the interviewer to get a clear picture of you, and certain pictures or patterns will begin to emerge. Each time a new subject is mentioned, the interviewer may want you to expand a little further, and the picture about you and your fit becomes more focused. Behavioural questions such as, "Tell me about your experience with...," can give the interviewer clues about your past experiences and how they can be applied to solving the problems of the job you are applying for. You must be prepared to talk about your achievements and past behaviours and have examples of the experiences you mention. For example, if you say, "I am very detail-oriented," or "I am an analytical problem-solver," please have ready examples to back the claims. Show the interviewer that you are detail-oriented by providing him with an example of when your attention to detail positively affected your work. I normally coach applicants to think ? I am??.. and because I am?.. I can??? If you don't immediately offer this information, the interviewer will likely probe further. As an example, you might say, "I have excellent written communication skills." The good interviewer can now follow up on this subject by asking, "What type of writing have you done?" Or, "Tell me about a project you have worked on involving written communication skills." If you aren't able to come up with good examples, or success stories, there might be a credibility problem. Saying you can do something and actually giving an example of when you have done are two very necessary parts. Interviewers attempt to get a picture of your abilities to perform in the position that is available. They are also looking to see how you would fit in with the corporate culture. Sometimes there will be a succession of one-on-one interviews within the same company. The process may begin with the human resources department, then move on to an interview with a prospective boss, or hiring manager. It may then continue down the line to other members of a department, and can sometimes include a CEO. In each one-on-one conversation, you must be able to present good examples and tell about past successes. When this is done, you can leave the interview knowing that you have communicated a picture that is positive and accurate, no matter how many conversations it takes. However, that is but one part of the necessary balance in an interview. YOU must be prepared to ask questions also.
Questions To Ask the Interviewer
Even if you don't ask any questions during an interview (heavens forbid), many employers will ask you if you have any. How you respond will greatly affect their evaluation of you. So be prepared to ask insightful questions about the organization. Good topics to touch on include:
- the competitive environment in which the organization operates
- executive management styles
- what obstacles the organization anticipates in meeting its goals
- how the organization's goals have changed over the past three to five years.
- the mission statement for the organization
- how it was developed
- who started the organization
- why?
- what trends is the organization becoming responsive to (e.g. the Woopies ? well off older people)
It is most unwise to ask about pay or benefits or other similar areas. The reason is that it tends to make you seem more interested in what the organization can do for you than what you can provide for it. It is also not a good idea to simply have no questions at all. Doing so makes you appear passive and unenthusiastic. You need to appear curious and interested. Quick Tip From "America Online's Career Center," hosted by Jim Gonyea. Q: I've been to several interviews lately, and invariably the interviewer invites me to ask questions about the position or the company. What kinds of questions would be most appropriate to show genuine interest? I know what not to ask, e.g. "How much am I gonna make at this place?" Still, I think it is possible that I have done less than my best in this regard. A: I would ask the following questions:
- What are the main objectives and responsibilities of the position?
- How does the company expect these objectives to be met?
- What obstacles are commonly encountered in reaching these objectives?
- What is the desired time frame for reaching the objectives?
- What resources are available from the company and what must be found elsewhere to reach the objectives?
In summary, asking questions in the interview is your right and shows that you are proactive about your future. Having a list that you didn?t already ask or that you need clarified and expanded upon, shows that you are thoughtful about what you do. If you are stuck with coming up with something pertinent and intelligent, you can always ask the most skilful question that I teach - ?To tell me more about the position, and your organization, what question haven?t I asked you yet, that I need to, to give me a fuller picture? Crafty, no?
