Ask your questions selectively since asking too many questions can leave a negative impression. Also, avoid a probing or belligerent tone which could make the interviewer feel under interrogation. Don't ask the questions too early in the interview. Instead, give the employer an opportunity to cover them first. Later in the interview, if some key points have not been covered, that is the time to ask your questions.
When asking questions, be careful not to overwhelm the inter viewer with your knowledge. Don't try to wow the person with your knowledge of earnings per share if you're interviewing with the purchasing manager. Such questions may be perceived as obvious and deliberate attempts to impress.
If you need to ask a few questions in order to remove confusion or clear up a misinterpretation, you might say, "Do you mean that earnings this quarter will determine whether you can expand next year?" Or, "Does that mean I could complete the training program in three months instead of six if I learn the process quickly?" Or, "I'm not sure I know what you mean by_
Some of your questions can be planned, but ask them only if they seem appropriate. Good general questions to ask might include: "Would you describe your management style?" "Would you describe your management training program?" "Where is the company (department) strong and where does it need to be strengthened?" "If I'm as effective as I think I will be, where could I be in five years?" "Is there anything else I should know that would help me understand the position?"
Ask only those questions you really care about. When you have a clarifying question, ask it as soon as it comes up. Either wait for the first opportunity or tactfully interrupt if you need clarification on a key point. Often all you need to ask is, "Would you elaborate on that?" Ask your questions in such a way that they invite full and complete answers. Closed questions, which can be answered with a yes or no, or with a very brief, incomplete response, won't work for this purpose. A closed question might be, "Are you going to implement a computer network?" An open question would be, "If you're going to implement a computer network, how would you go about doing it?"
Ask questions your interviewer can answer. Do not ask questions the interviewer could not reasonably be expected to know. That can be embarrassing and seem threatening. For instance, asking the sales manager a technical question about inventory control would be inappropriate. Also, do not ask questions that would result in giving away trade secrets. The employer probably won't tell you anyway, and it will appear that you lack discretion.
If you do ask a question the interviewer is obviously sensitive about, back off and perhaps even apologize. This is true for all questions except those tough questions you must ask after the job has been offered to you. At that time, you will need a lot of data to help you decide whether to accept the position,
Do not ask dumb questions! Do not ask questions which make it seem as though you only care about yourself. Every employer wants to get a sense that you care about the company and its success. Some people, by their attitude and questions, reveal a self-centeredness which totally turns off employers. Be careful when you ask, "Why?" Asking why can often feel like a probe and may seem threatening. Before asking, determine if you re ally need to know. Often such questions are asked merely to satisfy some curiosity.
Beware of asking loaded questions that reveal strong beliefs or feelings and imply you already know the answer. Such questions can convey a sense of superiority or even contempt. A typical loaded question might be, "Do you really believe you should be operating plants in South Africa?"
Avoid asking questions in a rapid fire manner. Rarely should you ask more than two questions at a time. Give the person an opportunity to fully respond to each question and show genuine interest in the answer.
If you've asked a question to get clarification on a point, but it is still not clear, it may be better to drop the question. You could get the interviewer frustrated, and that won't help you. If you get the job offer and the question is still an important issue, ask it again at that time.
Avoid shifting the topic away from something your interviewer is obviously interested in. Wait until it seems appropriate before asking a question which might disrupt the interviewer's train of thought. It is proper for the employer to ask probing questions throughout the interview process. A probing question from an employer might come after you explain the reason you left your last company, with the employer asking, "Is that the only reason you left?" That is a probing question, and it may feel uncomfortable, but it is not an improper question.
If you ask probing questions in the first or second interview, it gives the impression that you don't trust the employer. If you ask a question and the interviewer appears evasive, make a mental note of it and try to get the answer through your own research or save the question until the job is offered. Try to determine whether the person was being intentionally evasive or perhaps did not fully understand the question.
Your probing questions should be withheld until the job has been offered to you. Then it is your duty to ask whatever questions are necessary to help you determine whether the job is right for you. While you never want to offend an employer, you may need to ask probing questions to get the information you need. Just as you may sometimes seek to withhold information, an employer may resist giving you these details. Therefore you may need to ask follow-up questions in order to obtain it. You need to ask tactfully, but if you really do need the information, you must also ask assertively. The answer to your question must be important enough that if the true answer is what you suspect, you would turn down the offer. Continue asking until you get a satisfactory response.
Many candidates have paid the supreme price for not asking enough questions once the job offer was made. The supreme price is getting fired because of misunderstandings, or feeling obligated to quit because promises were not kept. Terminations have occurred because expectations were never clarified. Typically in such circumstances, the new employee feels he or she is doing fine, while the manager does not. Be sure you know what the expectations are and be sure you can meet them. Clarification before accepting a job is critical.
Be prepared so that when the time is appropriate, or when you are invited to ask questions, you'll be ready to do so. Before the interview, jot down some things you hope to learn about the job and company. If those issues don't arise during the interview, you should be prepared to ask about them.
There are numerous questions which are safe to ask during a first or second interview. Some questions are simply best left unasked until a job has actually been offered to you. Each of the following questions could be appropriate at any time:
- Would you describe your management style?
- How would you describe the corporate culture (environment)?
- What types of people seem to do well in this department/ company?
- Why is this position available?
- Where is the person who had this position before? (If the person was promoted, ask where the person is now; if the person was fired, ask why.)
- How many people have held this position in the last three years? (If it seems like there has been a high turnover, ask for an explanation.)
- What are the opportunities you see for this department/ company in the next year?
- What are the challenges that have to be faced?
- What do you like about working for this company?
- How would you compare this company to others you've worked for?
- What would you change about this organization if you could?
- Do you see growth opportunities for yourself?
- How well do departments interact with each other?
- How would you rate top management?
- Is the company primed to deal with technological changes in the next five years?
- Will the company continue to be competitive? How?
- Is the company quick or slow to adopt new technology?
- What type of growth do you foresee in the next few years?
- Why?
- Where in the company do you hope to be in five years? (This is a good way to sense potential growth.)
- What would you say drives this company-sales, marketing, engineering, or finance?
- How does the company promote personal and professional growth?
