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These
five questions go beyond the obvious ones, such as
the title of the job, the job description, to
whom you would be reporting to, and other such basic
questions. In fact, it's unlikely you'll even need
to ask those questions, as they're usually outlined
for you.
With some
preparation and thought, you should be able to
easily come up with 15 - 20 first-interview
questions to ask. But these five - in some form -
should always be asked.
Not only
will they help you ascertain if the job for which
you are interviewing meets the criteria of your
perfect job, but the answers, when put together,
will give you a fairly accurate picture of what's
really going on behind the interview.
1. WHAT
ARE THE PRIORITIES THAT WILL NEED TO BE ADDRESSED
IMMEDIATELY IN THIS POSITION? A title alone tells
you nothing. The job description won't reveal much
either, except whether or not you're capable of
doing what's required functionally on a daily basis.
For the
same reason that you put your accomplishments on
your resume - and not just the job description -
here, too, you want to get a sense of the
individuality of this job in this company.
Was
everything left running smoothly? Is it pretty much
picking up and continuing daily functions as normal?
Or is there damage control that needs to be done? If
so, is there a time line for the repair, and is it
an achievable one considering your capabilities? Is
it realistic regardless of who holds the position?
If you
don't have any information already, this will begin
to clue you in about both the supervisor and the
previous employee. If you have been provided with
some detail already, then the answer should be
in track with what you've already learned.
2. HOW
LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY
LEAVE? Generally, in answering the first part, the
interviewer will answer the second part as well. But
if they don't, then ask it. And if that person was
there an oddly short time, you also want to know how
long the previous person before that was there.
See where
I'm going with this? If the job is in disarray, and
the last two people were there a short period of
time and were fired, you don't need to ask any of
the other questions here.
Exit
gracefully and then run! Because before long, you,
too, will be terminated for not achieving whatever
it is they want done - regardless of whether the
stated time frame sounded realistic or not.
3. TELL
ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT
THE BEST IN YOUR EMPLOYEES? Is he a micro manager?
Is he an information hound that needs to be kept
informed of everything? Does he leave people alone
to do what he hired them for and simply keep on top
of what's going on? Does he help you if you have
trouble? Does he do any mentoring? Or is he a
berating, derogatory, jerk?
Obviously
he's not going to come right out and tell you he's a
micro manager! Instead, he might say, "I like to
keep a very close watch on what's going on in my
department," or "I visit with each member of my
department on a daily basis to make sure they're
staying on track," or something similar.
You'll
find that the person will be fairly straightforward
in sharing their management style with you. What you
want to pay attention to is how they word it.
4. WHAT
TYPES OF PEOPLE TEND TO EXCEL HERE? Workaholics?
Ones who are self-motivated and manage themselves
well? People who work well in teams or committees?
Employees who keep their supervisor informed of
"where they are with things" on a daily basis?
This
tells you something about the pervasive culture in
the company or department. Generally speaking,
companies - or departments - tend to be made up of
similar types of people that are in harmony with the
company culture and philosophy.
An
entrepreneurial person won't function well in a
committee environment. While sales personalities can
vary greatly, the top achievers are goal driven and
motivated to achieve, rather than complacent.
People
who are accustomed to thinking for themselves will
find themselves chafing in a company that has a more
dictatorial style, while those who perform better
when they're told what to do will find themselves
adrift in a company that requires its employees to
think for themselves.
5. HOW
LONG HAVE YOU BEEN HERE? WHY DO YOU STAY? The answer
to this question will give you an indication as to
the feeling or health of the department or company.
The way in which he answers the question will also
give you additional insight into your potential
boss, his management style, and what type of people
excel in the department or company.
These are
informational questions, not challenges. Be
genuinely interested in the answer, because you're
gaining valuable information that has to do with
your future. When you leave the interview and
process it within yourself, you'll be matching what
you learned with what you are looking for.
Pay
attention to the interviewer's body language and
facial expressions. Is he relaxed? Does he fill in
some of the spaces? Does he speak to you - or AT
you? Does he answer the question briefly and then
quickly fires off another one?
These,
too, are valuable cues, and, after the interview,
you'll need to piece them together with the verbal
information you received.
Your
perfect job might land in your lap by grace and good
fortune. But more likely, you'll need to look for
it. It's there - but to recognize it, you'll need to
know what it doesn't look like, as well as what it
does.
Judi
Perkins has been a contingency and retained search
consultant for 25 years, with a short stint in the
temporary and local permanent placement market. She
has owned her own firm and been hired repeatedly by
numerous clients.
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