In today’s marketplace, it is not enough to competently answer the interviewer’s questions. You would be well advised to have prepared 4-5 questions to ask when given the opportunity. People who ask questions appear brighter, more interested, and more knowledgeable.
Here are just a few:
— What would be a typical day’s assignments?
— Where are the opportunities for greatest growth within the company?
— What criteria are used to evaluate and promote employees here?
— Who will be this company’s major competitors over the next five years?
— Is this a new position or would I be replacing someone?
— What qualities are you looking for in the right person for this position?
— How do you see me complementing the existing group?
— What do you enjoy about working for this company?
Be prepared when asked if you have any questions. It’s a great opportunity to set yourself apart from the other candidates. If you don’t, the interviewer will think you are disinterested or unintelligent. Surely there was something that was not explained thoroughly. Equally as important, you must evaluate the company and the position to decide if there is a proper fit for you. Remember, the Latin word for “interview” means to “see about each other.”
I disagree with asking the interviewer questions about advancement within the company. This leaves the impression that you are not that interested in the current position and want to know how quickly you can be promoted out of it. Use your informal network to gain these answers.
As a candidate, you have a right to expect the interviewer to be as prepared for the interview as you are expected to be. The company is looking for an enthusiastic candidate with the right skills – you should be looking for a company that has invested time and effort in defining those skills the need in a candidate. My favorite question to ask is “If I started this job tomorrow, what would be my three most pressing priorities?” If the interviewer can’t answer this question, how do you know that you are a good fit for the role? If he can answer the question, then you now have the opportunity to tell how you would meet these challenges. A good interviewer wants to know that you can solve those problems that need solving.
Thanks for your comments Larry. I do believe that you are correct in 99% of the cases. I actually do address that with candidates that I have interviewing with my clients. The general rule is to not start interviewing the other person. At the same time, the biggest complaint that I get from clients is that when they get to the end of the interview they asked the candidate if they have any questions and they don’t take the opportunity. You are ABSOLUTELY right about including the question: “If I started this job tomorrow, what would be my three most pressing priorities?” That is a great question! Which reminded me of a question that I always give my candidates (can’t believe I forgot to add it!). The question is similar to yours but goes like this: “If you chose to hire me, what could I do right away to alleviate pressure for you in this role.” Then you can back up their response by selling yourself into the position by using examples, etc. Thanks for the clarification!