Questions for you to Ask

Asking questions indicates to the employer that your job search has been well thought out.
Your interest in the organization resulted in thorough research and preparation.

The following are samples of questions prepared to start you thinking about questions you
can ask in an interview. Do not memorize these samples but do sit down, study them and
figure out how they translate into suitable questions for the organization you are
interviewing. Prepare questions to ask the interviewer, such as:

 What do you think are the three key skills/strengths vital to this position?

 What characteristics do the achievers in this company seem to share?

 Is there a lot of team project work?

 What would I be expected to accomplish in the first six months on the job? in the
first year?

 What are some of the department’s ongoing and anticipated special projects?

 Identify a typical career path in your organization for someone with my

qualifications.

 How is an employee evaluated and promoted?

 What is the retention rate of individuals in the position for which I am interviewing?

 Tell me about your initial, as well as future training programs.

 What are the challenging facets of this job?

 What industry trends will occur in this company?

 Describe the work environment.

 What are the company’s strengths and weaknesses?

 Who are your clients? May I talk with one?

 Who are your competitors?

 What kinds of computers and programs do you use? Will I have my own computer?
 How would you describe your company’s personality and management style?

 Is it company policy to promote within?

 Tell me the work history of your top management.

 What are your expectations for new hires?

 What is the overall structure of the department where this position is located?

 What qualities are you looking for in your new hires?

 Is this a new position or a replacement? What happened to the person who held it
previously? Is there someone already employed by the firm who thinks they should
have this position?

 What is the next step in the hiring process for this position?

 Do not ask about salary and benefits.

 Will I work independently or with others?

 Who directly supervises this position? What is his or her background? What's he or
she like? May I talk to other people who report to this person?

 Are there any recent or anticipated changes in the structure of the organization
(mergers, cutbacks)?

 If I want to further my education, does the organization offer tuition benefits?

 Can I provide you with any other information to help you in the decision making
process?

 Will I have a written employment agreement?

 Does your company require that I sign a non-compete agreement?

 How many women and minorities hold management positions in your company?

 Where do the other employees live? How far away are these communities? Can you
describe them? What is the commute like?
  How many other candidates are you considering for this position? What can you tell
me about them?

 How soon can I expect to hear from you?

 BEHAVIORAL INTERVIEW
More employers are using behavioral
interviewing in the hiring process. This type of
interview is based on the idea that the best way
to predict your future performance is to examine
your past and present performance in a similar
situation. It focuses on experiences, behaviors,
knowledge, skills and abilities that are job
related.

 With the Behavioral interview Employers predetermine which skills are necessary for
the job for which they are looking and then ask very pointed questions to determine
if the candidate possesses those skills. Currently, 30 percent of all organizations are
using behavioral interviewing to some degree. Prepare for Behavioral Interviews by
researching what job competencies an employer might seek.

Why should you prepare for behavioral interview?

Candidates who prepare for behavioral interviews are better prepared - even for
traditional interviews.
Using behavioral answers works well with inexperienced interviewers. Companies
that invest the time and energy in developing behavioral interviews often attract top
candidates. Top candidates make the company a more desirable place to work.

Before the interview:

One way to prepare for the interview is to first consider the job description. What
skills are listed as qualifications for the job? For example, does the organization say
they need team players? someone with a strong attention to detail? keen problem
solvers? or someone with superior customer service? Once you have a greater
understanding of the kinds of skills they are seeking, you can begin to reflect upon
experiences in which you demonstrated these skills. If you don’t have a job
description, think about the skills that might be necessary for the job or speak to an
advisor in career services.

When answering the question:

 First, internally note what competency or skill the employer may be seeking (hint: it
may be more than one) and then always make sure you:
Describe a specific, recent situation (if you can, try to keep it within two years)
Detail your behavior or the actions you took to resolve the situation. (Be sure that
your role is clear and significant)
Share the outcome or the results of the situation.

Feel free to draw upon your experiences within an on-campus organization or sports
team, volunteer work, prior internships, classroom experience or coursework.

http://www.jobinterviewquestions.org/questions/behavioral-interview.asp