If You Want To Know – Just Ask

You Can Interview Your Interviewer – Just Do It CarefullynnSome interviewers will tell you they can actually learn more about you by the questions you ask than by the answers you give. As a result, learning to ask relevant, insightful questions can strengthen your candidacy.nnBut if you take the process one step further — by asking questions about specific workplace issues and then remembering the answer and later linking it up to your skills — you can stand out as the candidate who can really get the job done. nnLet’s look at this in action. In an interview with your potential boss you’ve just asked for an example of their management style. (Yes, you can do this, as long as you keep the tone respectful.) As the boss answers your question, make a mental note of where the points they make relate to the skills you have. Then, in your reply, link the key points in their response to your unique ability to do the job.nnWhatever example they give, agree with it, and find a similar example from your own experience to show you understand the need and can meet it. “Yes, I’ve also worked with a senior manager who was offsite a good deal but needed to be kept absolutely up to date. The way I managed that was by (give your example).” If it’s appropriate and you’re confident, you can add a follow-up question to keep the dialogue active. “Are there changes you’d like to make to be kept more informed?” nnBy opening up a focused discussion on a key issue in the workplace you are demonstrating initiative and job fit, as well as a positive connection with your potential boss. It’s not only a smart way to distinguish yourself, but also a way to increase the odds of moving ahead in the selection process. After all, the two of you obviously have a lot more to discuss.nnThere are two things to remember when asking questions. nnAvoid “What’s in it for me?” questions concerning salary, working hours, etc. They leave a terrible impression that you are more concerned about yourself than the job. Wait until the information becomes relevant — ideally when you actually are being offered the job.nnThe other thing to remember is to pay attention to how you ask the question. It is, as we all know, not what you say, but how you say it. Through small changes in voice, tone, inflection, phrasing and emphasis, you can easily communicate an engaging spirit of professional enquiry rather than an abrupt demand for information. Practice getting the pacing and sound of your questions just right so you invite the response you want. Support your inquiry with natural, relaxed body language to connect with your interviewer.nnBy the way, keep it brief. Blend in about 3 questions in an interview depending on the situation. Also be sure to ask the right question at the right level. Don’t expect HR to have detailed information on the job and don’t expect your manager to divulge upcoming marketing plans.nnn7 Great Questions You Can AsknnNotice the neutral language and open-ended themes that are designed to invite discussion and showcase your abilities for the job.nn1. Can you describe …n• The 3 top priorities for this role?n• A typical day, week, month in the role?nn2. Can you tell me …n• What you like to see achieved in the first 3 to 6 months?n• How the position became available? nn3. Can you give me an example of …n• Your management style?n• The customer’s needs / expectations?nn4. What would you say are …n• The main issues or problem areas that need attention right away?n• The resources / support are available to do the work?nn5. I know that (add your research if you have any), or I am curious to know more about …n• (something related to the department / the job / the team)nn6. How would you describe…n• The corporate culture / what it’s like to work here?n• What sets this company apart from its competition?n n7. How is …n• Professional development supported in the organization?n• Performance review and feedback handled?n