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Posted: 22 Jun 2011 02:57 PM PDT It can be a make or break moment in any job interview: when the interviewer asks, "So, do you have any questions for me?" This is your chance to demonstrate your understanding of the position and the company, to show that you've done your research, and even to give the interviewer a little bit of insight into your personality. "Often, hiring decisions are made in the last few minutes of an interview," says resume authority Laura Smith-Proulx. "The right questions give you an edge in demonstrating that you have thought more broadly about meeting company needs, rather than simply proving you have the experience to meet the minimum job expectations." Smith-Proulx and Tony Deblauwe, the founder of consulting firm HR4Change, recommend preparing your questioning strategy as carefully as your original interview answers -- not only because it'll help you demonstrate your abilities and expertise to the interviewer, but also because asking the right questions gives you insight into the job, the company, and people you'll be working with. "The interviewer's responses will allow you step back and ascertain whether the job aligns with your personality and career goals," says Deblauwe. When you're devising your questions, here are the three key questions Smith-Proulx and Deblauwe say you should focus on: Questions About Job Duties "If you've been observant or taken down notes during the interview, you'll be able to reflect back on projects mentioned and challenges discussed," says Deblauwe. "Now you want to probe deeper into the specifics." Smith-Proulx explains that asking what a typical day looks like, or the role's impact on the team's or company's performance, shows the interviewer that you're thoughtful about doing a good job and have a sincere interest in the company's vision of the perfect candidate. Here are some questions that these experts recommend asking: > How can the person you hire be of most value to the team in light of the project goals you mentioned? > What types of tasks should your ideal candidate be prepared to face on a day-to-day basis? "Your goal," explains Smith-Proulx, "is to ensure that the interviewer sees you as a person who wants to fit in quickly, who can add value, and who will anticipate business needs." Questions About the Boss's Expectations "The hiring manager has already formed a vision of the ideal candidate, and here's your chance to find out how you stack up -- or decide if you even want to," says Deblauwe. "Since the employee-boss relationship is so critical, it's important to gauge whether the expectations are realistic." "Questions like this can also help gain information about the company's culture and unwritten rules of conduct," adds Smith-Proulx. Here are some questions that these experts recommend asking: > How would you recommend that a new employee build relationships in this job? > What qualities does your team value most in a new member? "Your goal," explains Deblauwe, "is to show yourself as a realistic, committed employee who's willing to take on the task of bonding with the team and delivering a strong contribution." Questions About the Hiring Process Deblauwe says that these questions can be some of the most difficult questions to ask -- but being prepared and confident will help you put your best foot forward. "Ideally," he says, "you want to walk away with a sense of next steps, the level of urgency the company has for filling the role, and the company's level of organization and commitment to candidates." Note that these types of questions should be asked last, and that interviewers may not be allowed to answer some of them. Here are some questions that these experts recommend asking: > When do you expect to have a shortlist of final candidates? > What types of information do you still need in order to decide on a candidate? "Your goal," explains Smith-Proulx, "is to remind the interviewer that you're eager to fill the role, but that you also have a responsibility to give a reasonable notice to your current employer and/or to make arrangements for starting the new job. You want the process questions to form a framework of how decisions will be made, not to convey that you are overeager or desperate." The questions you ask at the close of an interview will be the final impression you make on the interviewers -- make those moments count! (For more tips on questions to ask, read "Own the Interview.") About the Experts: Laura Smith-Proulx A unique resume authority and former recruiter, Laura Smith-Proulx is a five-time global resume industry competition award-winner: http://www.anexpertresume.com Tony Deblauwe Tony Deblauwe is the founder of consulting firm HR4Change and a former HR manager with more than 15 years' experience: http://www.hr4change.com |
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