Your questions and the interviewer's answers shouldn't exceed 10 percent of the total interview time. Since you don't know how long the interview will last, just ask a question after you have answered around nine of them. Don't sit there writing tally marks on your resume just keep track mentally. If you ask two questions in a row, wait a little longer before you ask about something else.
Asking questions is an important part of "pacing" and "leading" the interview. These techniques are covered in the next section. Questioning must be done naturally, at optimum times and in a nonthreatening manner. No question should be asked unless you are certain the answer will make you appear interested, intelligent, and qualified.
Proper questioning helps you align your answers to the areas the interviewer considers significant. It also gives you feedback to check your alignment.
Listen for company and industry buzzwords to use as the interview progresses. Above all, don't interrupt or argue with the interviewer.
The average applicant talks about 85 percent of the time during an interview. That's why average applicants don't get hired. They're amateur solo acts with monotonous monologues who nervously bang their gums on the interviewer's drums. Then, both of them march out the door together and only the interviewer returns.
Applicants who get hired zip the lip 50 percent of the time. This is one of the most accurate indicators of whether an offer will be extended and you can control it.
Use questions as zippers to help you. Don't ask personal, controversial, or negative questions of any kind. Stay away from asking anything that will lead into sensitive areas. Invariably, salary and benefits should be avoided I've shown you how to answer the interviewer's questions about them properly.
Here are examples of benign questions that have a favorable impact:
- How many employees does the company have?
- What are the company's plans for expansion?
- How many employees does the department have?
- Is the department a profit center?
- Does the department work separately from other departments?
- Are the functions of the department important to senior management?
- Is the relationship between the department and senior management favorable?
- What is the supervisor's management style?
- What is the supervisor's title?
- Who does the supervisor report to?
- Are you ready and able to hire now?
- How long will it take to make a hiring decision?
- How long has the position been open?
- How many employees have held the position in the past five years?
- Why are the former employees no longer in the position?
- How many employees have been promoted from the position in the past five years?
- What does the company consider the five most important duties of the position?
- What do you expect the employee you hire to accomplish?
