What Should You Ask?
Four Questions That Show How You Think & Help with Your Decision
Most interviews consist of three parts—an introductory chat, an objective evaluation of your experience and skills where your knowledge is evaluated against the requirements of the position. The third phase often begins with the question, “So, do you have any questions for us?”
You can change the languaging a little to accommodate the unique needs of your work.
“Tell me about the project you have in mind for me, what its status is and what my role and responsibilities will be when I come on board. There are two parts to this question. The first part has the employer giving you in their words an idea of what you are walking in to. This invites follow up questions to seek clarification.
The second part is the signal of interest that comes from using the phrase “when I come on board” rather than “if I come on board.” Like being in a relationship and saying, “I love you” first, using this phrase is an indication of interest but it does not bind you or commit you.
How will my performance be evaluated and measured? This is a different question than asking about the frequency of your job review. It asks about assessment criteria for your performance.
Who are the staff leaders, if any, you rely upon? This is a favorite of mine for many reasons. It makes your future boss tell you whether they think of only themselves as being responsible for their success or others. It tells you about the “staff sergeants” who help create the success of the team. It also tells you who you will also need to win over in order to be successful once you join.
Can you please tell me a little bit about the people with whom I'll be working most closely?
This will help you get an idea of your colleagues (or staff) and how they are seen by management.
Asking a few simple questions like these will reveal to a potential employer that you take your work seriously and will also give you an insight into the environment tjhat you could be walking in to, By keeping questions on a professional basis (instead of asking about benefits) you will get important information that will help with your choice.
Jeff Altman
Concepts in Staffing
jeffaltman@cisny.com
© 2005 all rights reserved.
Jeff Altman, Managing Director with Concepts in Staffing, a New York search firm, has successfully assisted many corporations identify leaders and staff in technology, accounting, finance, sales, marketing and other disciplines as employees or consultants since 1971. He is a certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.
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