When It’s Your Turn to Ask Questions
Dennis M. McCarthy
Sample Questions You Might Want to Ask at the Interview About the Position What are the day-to-day expectations and responsibilities of this job? What are some of the other the major responsibilities of this position? Does a job description exist for this position and, if so, may I see it? Beyond the job description, what are your expectations for this position? How long has this position existed in the organization? What situations need immediate attention? What qualifications do you expect the successful candidate to have? Can you describe a typical day for someone in this position? What do you view as the top priority of the person who accepts this job? What skills are considered most useful for success in the job I’m applying for? About the Resources Available to Accomplish the Responsibilities of the Position Can I meet the people who work in the department? What experience, tenure, and training to the people in the department have? What is the department budget and how will it affect this position? About the Product or Process Can you tell me the role this department played in the development process for this product? Are the programmers and developers located in this location or in other company locations? What is the market for this product, and what growth do you see in this market? How do the developers and the technical writers handle validation of the product’s features and review of the documentation? About the Industry or Profession How has this profession changed since you first began? What emerging trends in do you find most interesting right now, and why? What areas would you recommend for further study to advance my career?
STC WorkQuest
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9/21/2009
When It’s Your Turn to Ask Questions About the Level of Authority Whom would I be supervising in this position? To whom would I report in this position?
Dennis M. McCarthy
What are the reporting relationships within the department and company that are relevant to this position? What are the established guidelines for decision making in this position? Are the department policies and procedures documented? What would be the extent of my authority to carry out the responsibilities of this position? Which of my decisions would require approval, and who would have to approve them? About Performance Measurements What are the short-term and long-term goals of the position, and how are they established? How would my performance in this position be evaluated, and by whom? How is performance measured against department goals? What key contributions you would expect from me during my first 6 months in this position? How would successful performance be rewarded? Assuming I was hired and performed well in this role for a number of years, what additional career opportunities within the company might this job lead to? About Company Culture How would you describe the culture of the company? How would you describe the organization’s management style? Is the company environment formal or informal, structured or flexible? What can you tell me about inter-departmental relationships? What has the turnover rate of the department been? Why is this position open? Are there any internal candidates being considered for this position? What is the organization’s policy on transfers to other divisions or other offices? Are lateral or rotational job moves available? Does the organization support ongoing training and continuing education for employees to stay current in their fields? What do you think is the greatest opportunity facing the organization in the near future? STC WorkQuest 2 9/21/2009
When It’s Your Turn to Ask Questions
Dennis M. McCarthy
What do you perceive to be the biggest challenge posed by competitors in your marketplace or industry? Why did you come to work here, and what keeps you here? How is this department perceived within the organization? Is there a formal process for advancement within the organization? What are the traits and skills of people who are the most successful within the organization? About The Next Step in the Interview Process How soon do you expect to fill this position? When might I expect to hear something? May I call you [indicated timeframe] to see how the search is proceeding? And remember, if you want the job, you should say so: I’d really like to work for your firm. I think it’s a great company and I’m confident that I could do this job well. What’s the next step in the selection process?
STC WorkQuest
3
9/21/2009
When It’s Your Turn to Ask Questions
Dennis M. McCarthy
The first thing to remember is that every discussion with a hiring manager, whether in person, over the phone, via e-mail or snail mail should be considered an interview. You need to answer their questions, and impress them with your answers to the point that they believe that they should hire you to solve their business problem. Asking thoughtful, well thought out in advance (to some degree) is part of that interview process.
Especially in a face-to-face interview with a hiring manager, or another person who will have input to the hiring decision, you can be expected to be asked “Do you have any questions for me?” The worst thing you can say is “No, not really.”, or, “I can’t think of anything right now, but if I do, I’ll get in touch with you.” Generally, answers like this convey one of three things: Either you were not listening, or, If you were listening, you were not thinking about what you were hearing, or, You simply are not interested enough in the position or the company to inquire further about it. Whatever the reason, it’s usually a “red flag” for an interviewer who might be viewing you as a serious candidate for the open position. The first question to ask yourself when you are asked this question is, “Have I clarified what I need to know about the organization, the position, and my next boss?” If you cannot answer “Yes” to all three parts of this question, then that is the first question – or series of questions – to ask. Having just one or two thoughtful, tailored questions at the ready indicates to the interviewer that you’re a serious candidate who is able to process new information and formulate questions to gain better insight and greater understanding of a process, issue, or product. This means you are going to have to be able to think of questions while you’re carrying on the give and take of the interview.
When to Ask Questions You need to get a feel for an interviewer and the flow of the conversation or interview in order to determine when to ask your questions. If the interviewer is conducting a structured interview, they may not appreciate being interrupted with questions. This is especially true if the interviewer has a list of questions they are expected to get through in their allotted time. But when an interviewer asks you a question that you do not understand, or that you would like to have clarified before answering, it appropriate to raise your question while you are on the topic. Words of caution however; stay on the topic. Keep your question(s) and answers focused on the topic at hand, so as not to waste valuable time talking about things that have no bearing on the job you’re applying for. When Not to Ask Questions
The initial “phone screen”. You probably won’t get a chance to ask questions during an initially first “phone screen” interview. Phone screens are almost always conducted by someone from the Personnel department. This person is usually screening to make sure that you meet minimum qualifications so that they can sort your resume further. Sometimes they may indicate at the end of the phone call what the next step will be; i.e., “we’ll be screening candidates and
STC WorkQuest
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9/21/2009
When It’s Your Turn to Ask Questions
Dennis M. McCarthy
passing on suitable resumes to the hiring manager for their review. Someone will be in touch with you if we require any more information”. If they don’t offer this standard disclaimer, it’s certainly OK to ask what they next step in the process will be. Just don’t expect any information beyond this. The initial phone interview with the hiring manager. This may also not be the time to ask a lot of questions, unless they are questions to clarify what information is being sought. In this type of interview you want to relate your experience to their need. You want to show them that you can do the job for them, that you can solve their problem. This is the time for short, direct questions about exactly what it is they need to accomplish so that you can tailor your skills and experience to their need. Time here is usually of the essence. Phone interviews typically range from 30 – 60 minutes. Save the questions about the company culture, job performance, and the like until you are, hopefully, invited in for the face-to-face interview.
Asking the Right Question of the Right Person at the Right Time
The “technical team member” interview. Frequently technical writers are asked to interview with a member of a programmer group or development team to see if you you’ll be able to work with them, and they with you. The questions you’ll want to ask here are technical questions, and it’s a good idea to ask questions, to clarify your understanding of what you are being told, and to show your interest in documenting the software, hardware, process. they are creating. Programmers and developers like to work with knowable people who can understand and explain the things that are important to them. The right questions can help you establish a good rapport with the technical team member(s) from the outset.
Questions Not to Ask Salary It should go without saying. Don’t ask about salary during the interview. The time for questions about money, benefits, office arrangements, and personal time off is after the company tenders you an employment offer. Then, as the saying goes, everything is potentially negotiable.
STC WorkQuest
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9/21/2009