The interview process is a two-way street, dialogue is key in a successful encounter. Remember the five “p’s”, Prior Preparation Prevents Poor Performance .
Questions for consideration include:
1. What happened to the previous employee or why is the position available?
This will allow you to determine if the employee was promoted (This is a good sign, as it will indicate future opportunity if the company promotes from within.), did they move on (This will inidcate that you may have to dig deeper in your questioning to determine management style and corporate culture to determine “fit”.), is it a newly created role, or it may also reveal the amount of turnaround in the position. If the position has had five people in that role in the last four years this may be a red flag, especially if they are no longer with the company, it could signal management style concerns, etc.
2. What type of training is provided? How does (insert name of organization) support continuing education or training?
This question allows the company to express the fundamentals they have in place to ensure your success.
3. What is the preferred management style of the (insert department, company, etc.) ?
This will determine if you are just a worker bee or does the culture support input allowing you to contribute concepts and ideas for growth and development of your role and the organizational goals.
4. Would you paint a picture of the typical day in the role of a (insert job title)?
This will allow the organization to provide a snapshot of the role and what you can expect. Look for defined, confident replies.
5. What challenges need to be met within (insert the department, the role, the company)?
This will reveal the pain they need to address and may open the opportunity for you to share background, skills, or abilities that may assist in overcoming the various challenges revealed.
6. How are expectations measured?
This will allow you to get a sense of how your progress and success or failure will be viewed.
7. What are the next steps in the hiring process?
This question should be asked at the end of the interview. You will gain insight as to their processes for moving forward and you will be able to navigate your next steps for outreach and expectations.
It is “ok” to ask questions. It is necessary! You are interviewing the organization just as much as they are interviewing you. Why? Because you need to also determine “fit”, to learn if this organization “fits” with your work style so that you can flourish and succeed and contribute in a productive and meaningful capacity.
Hi Denise,
Some fine points are covered in this post. Its true most interviewers often forget the importance of an interview as a ” two-way street, dialogue is key in a successful encounter”.
I have written a couple of posts both for the interviewee and the interviewer. Will appreciate some some suggestions from you.
Regards,
Dilip