Asking the Right Questions during a Job Interview
By Barry Lawrence
This moment usually comes near the end of the interview, when the interviewer essentially opens the floor to any questions you might have as a job seeker.
Be very careful here. There is a lot of bad advice that you may uncover in online searches and in books written on the topic. BetterMonday's simple online search found a lot of advice telling job seekers to view their questions as golden opportunities to investigate and dig up dirt on the company, the position or the people you will be working with.
BM believes this is entirely the wrong strategy.
You have one goal and one goal only as a job seeker in an interview. That is to showcase your experience, skills and personality to GET THE JOB OFFER.
This is not the time to get all “investigative reporter” with a corporate recruiter or hiring manager. Save the tougher questions for later, after you have an offer letter from the company in your hands.
"There are great questions and dumb questions and, worst of all, no questions at all,” said John Kador, author of 201 Best Questions to Ask on Your Interview, on his Web site.
Ironically, it is many of Kador’s suggested questions that BM finds a bit dumb.
However, Kador and others do make some good points. Don’t ask questions, for example, that you can find the answers to by spending a few hours carefully reviewing the job description, the company Web site, press releases and the latest news coverage about the organization. That is certainly good advice.
Also, never go into an interview without knowing the basics about the company (recruiters tell BM that this is a major turn off). Sites like Jobfox will even provide you help on obtaining background information.
BM also agrees that not being prepared with three or four smart questions — to ask the interviewer — is another major strike against you as the job seeker. It makes the interviewer wonder if you really want the job. Have you given the position any thought at all?
However, we disagree with tactics such as those offered in Alexander Kjerulf’s Chief Happiness Officer blog (BM otherwise likes Alex’s blog). Alex lists a number of questions to help candidates "cut through the corporate b.s." (his words) to learn about an organization’s “real” corporate culture.
Don’t go there!
This is not the time to try to trick interviewers into uncovering some deep, dark insider information. You goal is to get the job offer. The "questions” moment in the job interview — like all other moments — is another important chance to demonstrate you preparedness, drive and self-confidence.
Here are some basic rules:
♦ Rule No. 1: NEVER ask a question that you can easily find an answer to on your own.
♦ Rule No. 2: NEVER ask a question that will cast you in a negative light or make you sound arrogant, unmotivated or, yes, even stupid.
♦ Rule No. 3: Remember the goal: To get the job offer!
Here are some safe, but smart, starter questions:
What are the significant trends in the industry?
Could you explain your organizational structure?
How would you characterize the culture and management philosophy of the company?
What are the most important challenges faced by the organization (or department)?
What will be my biggest challenges in this job?
Who are your major competitors and what are the companies strengths and weaknesses compared to these competitors.
What are the major changes in the industry and how is the company responding.
What attracted you to the organization?
For all of the above, even better if you can site an example you've learned in your research on the company and build that knowledge into the question. This is a great way to show you are prepared and energized to help the company grow. For example: “I just read that your company is now No. 2 in its industry. What is the company doing to continue its growth?”
Bring a prepared list of questions with you to interviews with recruiters and others you may meet at the organization. Just having a list of thoughtful questions at the ready is — by itself — a great indication of your organizational skills and ambition to succeed.
Your questions are another opportunity to impress the interviewer — nothing more. In fact, a great way to close the interview is with a final question: “I am very interested in pursuing this job opening further. What is the next step and what else can I provide you with that will help you in the selection process?”
One final note, refrain from asking questions about salary and benefits unless this subject is brought up by the recruiter or hiring manager. Keep such “thornier” issues as questions to ask once an offer has been made in writing.
Are these really the questions you want to ask?
Back to some of the "dumb" questions (with BM’s comments) that the so-called experts provide as examples. BM urges you stay away from these types of questions during an interview:
What is the organization's policy on transfers to other divisions or other offices? (Why? Are you already bored with the job before you even accept it?)
Can you describe a typical day for someone in this position? (That’s what I want you to figure out. Didn’t you read the job description?)
How will my performance be measured? (Ask this after the offer has been made.)
Does the organization support ongoing training and education to help employees stay current in their field? (Why? Are you already behind in your skills?)
Why is this position available? (Are you kidding me?)
Is the company financially sound? (Please. Do your homework.)
When can I expect to hear from you? (We’re talking now, aren’t we?)
What do you like least about this company? (Are you just trying to be a smarty pants?)
What percentage of routine, detailed work will I encounter? (We pretty much always expect to get detailed work from all of our employees, slacker.)
How much opportunity is there to see the end results of my efforts? (We don't hire people unless they can produce end results that we can see.)
How much opportunity will I have for decision-making? (Are you sure you are capable of making a decision with all these stupid questions?)
What kinds of processes are in place to help me work collaboratively? (We call them people-skills and computers.)
Do team members typically eat lunch together or do they typically eat at their desks? (Is this what you’re really most concerned about?)
When top performers leave the company, why do they leave and where do they usually go. (To lunch, the bathroom and home for the evening. Seriously?)
If this position is offered to me, why should I accept it? (Are you being a smarty pants again?)
What’s the most important thing I can do to help within the first 90 days of employment? (Do your job the first 89 days.)
What are my strongest assets and possible weaknesses? (Planting negative thoughts in my head is certainly not a strength.)
Why did you come to work here? What keeps you here? (My wife makes me work. I am kept here by this dumb line of questioning.)
Can you describe an ideal employee? (It certainly isn’t you.)
Do you have any question or concerns about my ability to perform the job? (I do now.)
What do you see in me? (I see dead people.)
Who are the coolest people on my team and why are they cool? (We keep all of our human resources refrigerated.)
Barry Lawrence is the community advocate for BetterMondays. He is also a career and public relations evangelist at Jobfox.
Uncategorized | BM | 
July 30, 2008 1:57 pm
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By D'Andry GOODEN, August 21, 2008 @ 11:01 pm
I WILL LOVE TO WORK FOR A JOB LIKE THIS. I LOVE TO ASK QUESTIONS DURING A INTERVIEW
By Jimbo, October 24, 2008 @ 5:35 pm
Barry,
Some of these questions that you make fun of are valid interview questions. By your logic every question is stupid. Perhaps the only thing you should discuss is the latest in quantum optics or whether Nietzsche’s Übermensch was the founding philosophy of the Nazi party. This article is pretending to be more important than it is.
By Diane, March 4, 2009 @ 12:02 pm
Hysterical! Love it
By jla, September 9, 2009 @ 3:02 pm
lets all lighten up, and let the interviewer know when you have a sense of humor - seriously
or not.