Winning Questions to Ask In an Interview
When You Ask These Questions in an Interview They Will Help You Get The Job You Want. Learn, Try and See the Amazing Results for Yourself! It’s Right Here.
If there is just one element we should be proud of here @ Guukle, it would be the uniqueness of what you find here. We go a very long way and work very hard to research on any matter we address and we make absolutely sure that nothing is published which is already elsewhere on the WWW. In short, we are and want to continue to be unique. And yet this post is essentially a copy!
Mind-boggling? Well not really. The simple answer is that we came across this post from Marc Cenedella of The ladders:
It’s not about me, it’s about you…. the 20 questions you need to ask in a job interview, and we found it so informative, so spot on that we simply had to include this. But being true to our objectives and goals, we added our own spin.
So go to The Ladders to see the original or read on here to pick up on the Guukle version about the winning questions to ask in an interview. It’s a nice cornucopia to anyone preparing for a job interview.
What is the hiring process all about? In essence it’s about needs and wants. You have a need for a job and want one. A prospective employer has a resource gap they want to fill. The happy marriage occurs where your wants matches the needs of your future employer perfectly. This is the real objective of the job interview – needs and wants assessment, both ways. Do you possess what the employer needs? Do you want what they offer?
A good job seeker prepares her resume and job application and cover letter well. She also prepares for the job interview so that she knows what the company is all about. She will have questions to ask and ready answers to share. Everybody’s happy and pleased but the job offer is never passed.
A great job seeker does the same, but more. She goes beyond the call of duty by speculating into “what is it that I have that they can really use [and are looking for]“. Then she prepares accordingly and the interviewer is left impressed. She projects her value so that is NO DOUBT whatsoever that she IS the right person to hire. The offer letter and job contract is then just a formality.
Your objective is always to make sure that the interviewer walks away truly impressed.
There is so much to do when it comes to preparation for a job interview and at Guukle we address a lot of this, plus more. Here the focus is on the top 20 questions to ask in an interview, that you, the job seeker, should consider using, as relevant:
Questions to ask in an interview:
1. What’s the biggest change your group/team/department has gone through in the last year? Does your group/team/department feel like the recession is over and things are getting better, or are things still pretty bleak?
2. If I get the job, how do I earn a “gold star” on my performance review? What are the key accomplishments you’d like to see in this role over the next 1-3 years?
3. What’s your leadership style?
4. Talking about your competition. What and who worries you the most?
5. How does sales / operations / technology / marketing / finance work around here? (I.e., groups/teams/departsments other than the one you’re interviewing for.)
6. What type of people are successful here? What type of people are not?
7. What’s one thing that’s key to this company’s success that somebody from outside the company wouldn’t know about?
8. How did you get your start in this industry? Why do you stay?
9. What are your group’s best and worst working relationships with other groups in the company?
10. What keeps you up at night? What’s your biggest worry these days?
11. What’s the timeline for making a decision on this position? When should I get back in touch with you? [Guukle: notice the change of hats!]
12. We are tough economic times, and every position is precious when it comes to the budget. Why did you decide to hire somebody for this position instead of the many other roles / jobs you could have hired for? Why does this position carry priority?
13. What is your reward system? Is it a star system / team-oriented / equity-based / bonus-based / “attaboy!”-based? Why is that your reward system? What do you guys hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be? [The ladders recommends this. We would suggest to tone it down and simply use focus on what the reward system is like and what the positives and negatives are]
14. What information is shared with the employees (revenues, costs, operating metrics)? Is this an open-book shop, or do you play it closer to the vest? How is information shared? Can I get access to the information I need to be successful in this job?
15. If we are going to have a very successful 2013, what will that look like? What will we have done over the next 18 months to make it successful? How does this position help achieve those goals?
16. How does the company do performance reviews? How do I make the most of the performance review process to ensure that I’m doing the best I can for the company?
17. What is the rhythm to the work around here? Is there a time of year that it’s “all hands on deck” and we’re pulling all-nighters, or is it pretty consistent throughout the year? How about during the week / month? Is it pretty evenly spread throughout the week / month, or are there crunch days?
18. What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position? What would the “perfect” candidate look like? How do you assess my experience in comparison? What gaps do you see?
19. In my career, I’ve primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If that’s the case, how successful will I be at your firm? [Guukle: we don't like it much but include this for you to decide on your own. It's a challenging one to answer and what is the real value gain for the interviewer?]
20. Who are the heroes at your company? What characteristics do the people who are most celebrated have in common with each other? Conversely, what are the characteristics that are common to the promising people you hired, but who then flamed out and failed or left? As I’m considering whether or not I’d be successful here, how should I think about the experiences of the heroes and of the flame-outs?
Notice the common thread? The focus here is all about how best the job seeker can “do the job” to the benefit of the company. It makes her stand out from the crowd through a thorough displaying of genuine thoughts about adding value. She demonstrates that she is genuinely interested. The more interest you show and IF you come across as one who really is GENUINE, the more attention you get.
And that is exactly what you want.
So how was it? Did you ask these question in a job interview? We’d love to hear from you? Let us know what you think of the questions? If you used them? How the feedback was? and most importantly, did it help you in your job interview process?