QUESTIONS TO ASK IN AN INTERVIEW
The key here is to have researched the client exhaustively and to be prepared with at least 5 questions. If things go well and you are interested in the job, don’t be afraid to ask for the job at the end. If it’s a close race between you and someone else, asking for the job (without sounding presumptuous!) might make the difference. Here are some suggested questions. Don’t use them all at once!
What are some of the short-term goals that you have for the person that you hire?
What is the most critical of these goals? Number 2? Number 3?
Are you replacing someone? If so, why did they leave? If not what is the purpose of filling this position?
What are the long-term objectives you have in mind for the candidate that you hire?
Have you had anyone in this position before? Why did they succeed? Why did they fail?
What are the top 2 challenges that I will face in this position?
How would you handle these challenges?
What type of support does the company provide? Training? Resources? Management support?
How autonomous would I be in setting my schedule, my goals and objectives, etc.?
How would my performance be measured?
What would my career path opportunities be should I succeed?
To what do you attribute the company’s success? How can my position/department impact this success most directly?
Are there any variables or upcoming events that might have a significant impact on my success or the success of the company?
At this point in the interview it is up to your best judgment as to how to proceed. Generally speaking if you feel good about the job and WANT the job it is recommended that you ask for it in some capacity. EXAMPLE-“I want to thank you very much for your time and let you know that I truly believe I could bring value to this position and to the organization as a whole. Should you determine that I am the right person for the job, I would love to come to work for you”. Try to leave the interview with a specific next step.
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