| Always have at least one good interview | | | | - It enables you to describe strengths not |
| question to ask. Why? | | | | yet covered by the interviewers' questioning. |
| | | | |
| Because if you have none, we think, as | | | | - You are unsure if your response to a |
| interviewers, that either: | | | | previous question made sense. |
| | | | |
| - You think you know everything about the job | | | | WHAT interview questions to ask |
| and Company (though we know you don't). | | | | |
| | | | Good questions to ask at interview include |
| - You are perhaps not investing enough | | | | lots of open-ended questions which encourage |
| thought in your career or job choice (since | | | | the employer to talk. Questions like: |
| you'd take the job without asking more about | | | | |
| it). | | | | - "What is the Company's Vision?" |
| | | | |
| So, even if there is nothing else you want to | | | | - "What is the Company's long term plan?" |
| know, have a few good interview questions to | | | | |
| ask. Ask a least one, perhaps about the | | | | - "How would you describe the Company culture |
| Company, or the role for which you are | | | | or ethos?" |
| applying. | | | | |
| | | | Asking some personal questions adds as a nice |
| It can be as simple as "Can you tell me about | | | | touch. It shows that you see your interviewer |
| the Company's plans for the next five years?" | | | | as a person, not just your interviewer. So |
| It can open up a good conversation and ends | | | | ask the interviews/s questions in their |
| the interview on a nice positive note and | | | | capacity as an employee, like: "How long have |
| gives a good last impression! | | | | you worked here?" and "What's the best thing |
| | | | about working for the Company?" |
| WHEN to ask good interview questions: | | | | |
| | | | Good questions to ask at interview are any |
| Some interviewers (us for example) will say | | | | about the role which will help you understand |
| to candidates, before beginning questions, | | | | what is required of you, how you are measured |
| that they are welcome to ask any questions as | | | | and so on.... |
| we go along, or wait till the end - whatever | | | | |
| they prefer. | | | | - "How will I be measured?" |
| | | | |
| If you are told this, do whatever you prefer. | | | | - "Are these team or individual targets?" |
| | | | |
| Sometimes, a relevant question will come to | | | | - "What involvement will I have with others |
| you during a conversation. | | | | on a day-to-day basis?" |
| | | | |
| Don't be afraid to ask it then. | | | | Questions about developing in the role can |
| | | | help determine if you have made the right |
| Sometimes, asking a relevant question can | | | | long term career choice.... |
| spark a related conversation during which you | | | | |
| can demonstrate more of what you have to | | | | - "What will the scope for learning and |
| offer (see below). | | | | development be?" |
| | | | |
| Keep general questions to the end, unless | | | | - "What are the opportunities for progression |
| they crop up earlier. | | | | or promotion?" |
| | | | |
| You should ask a question if: | | | | Good interview questions to ask include those |
| | | | about the leadership. The answers can help |
| - You don't understand a question asked of | | | | you decide if the management style suits how |
| you. | | | | you work.... |
| | | | |
| - There is anything you still need to find | | | | - "What can you tell me about my boss?" |
| out about the job, your training or the kind | | | | |
| of person they are looking for. | | | | - "Can you tell me about the management |
| | | | leadership style within the team? |