When preparing for an interview, it’s sometimes easy to forget that this is a two-way process, and the questions you ask the interviewer are just as important as those that they ask you. In this podcast, I talk about the most important questions you should ask your interviewer:
Podcast notes:
Why is it important for candidates to ask questions during their interview?
The questions show a lot more about the person being interviewed than some of the answers. It can show some proactivity and level of interest. It’s a way to demonstrate the homework you have done before the interview.
Asking the right questions also gives you a lot of information to be able to make the decision if you eventually get an offer from that company.
Can you elaborate on the questions candidates definitely shouldn’t ask?
The questions you shouldn’t be asking are the hygienic questions that are based on your rights or very passive questions. You shouldn’t be asking questions such as ‘How many days holiday do I get?’ or ‘Do I ever have to work late?’ Anything that sounds negative or passive, or thinking about the rights of the worker rather than the opportunities are not particularly positive points.
Do you advise candidates to prepare a list of questions beforehand or can the candidate also ask questions that spring to mind during an interview, or both?
I think the answer is both. It’s obviously very important to do your homework beforehand and think about what you need to know from this company to compare with other job opportunities that you might have at that time and also to demonstrate that you have investigated the company, the role and you know what you’re talking about.
I’d always advise people to come prepared with a list of questions because the kind of person that companies want to hire is about preparation, organisation and thinking in advance. Demonstrating those abilities is very important. It is also a way for you to feel organised and in control during an interview rather than your mind going blank when suddenly you want to ask questions but you don’t know what questions to ask.
I think that far too few people are prepared to get a pen and paper out during the interview. I think it shows great level of organisation and confidence if you’re sitting and taking notes during an interview of anything useful or interesting that the other person is saying to you so you can take it all in afterwards.
Interviews are a two way conversation. For both interviewer and interviewee it’s a much more enjoyable and useful experience if there’s a two way dialogue happening.
Is it okay to ask if there’s a scope for career progression in the role or does it seem too presumptuous?
Feeling confident as opposed to presumptuous is a really important element. Being able to visualise yourself in the role and show that you want to grow with the company is important. However there are other elements that you need to consider, these are your tone of voice, your engagement, your smile, and the way you’re asking the question.
You don’t want to ask a direct question such as ‘When will I get promoted?’ that will obviously be seen as negative. Ask questions which would see you thinking about future success and commitment to the company for the long term. You could ask ‘What would timescales be for future development?’ or ‘Which are the career paths that this can lead to at some stage in the future?’ so that you communicate to the interviewer that you’re interested in the future, you are interested in growing and learning but it’s not that you won’t be focusing on doing the initial job very well in the short term.
Is it okay to ask about the predecessor in the role, such as their skills and experience and why they decided to leave that role?
Yeah I think that’s very important. The person doing the interview won’t want to criticise the person who has been in the role previously but it’s obviously a real indicator of whether this is the right job for you if you can understand how the role has been done in the past and what were the keys to successes or failures in the past.
Think about your tone of voice and your questioning technique. You can ask open questions such as ‘What were the successes of the person who has been doing the role until now?’ or ‘How this vacancy appeared?’ This will allow you to be diplomatic and polite whilst understand the environment in which you’ll be stepping in to. Companies will appreciate your interest in visualising how to do the job well.
What questions can a candidate ask to paint a realistic picture of what the role entails?
Companies are looking for job seekers who really want to not just get the job but get the job and do it well. There’s a feeling sometimes amongst job seekers that the difficult part is receiving a job offer and starting in the company and I think companies see it in a different way, for companies see the first day as the easy one and what happens from there is the most interesting and difficult part.
Job seekers who aren’t just thinking ‘how can I get this job?’ but, ‘how can I do it well ?’ – that’s where there’s a real differentiation. In your interview, talk about how to be successful in the role, who are the stakeholders, how can you measure the success, understand the expectations of the company to then show a confidence that you will do the job well.
Would you recommend asking questions about the interviewer themselves? If so, what type of questions are appropriate?
If the interview is going well it is good to develop further rapport with the interviewer. Ask open and polite questions, for example ‘Out of interest, how did you join the company?’ or ‘What’s your experience as someone who is working here?’
This gives the opportunity to the interviewer to talk about themselves, to be enthusiastic. If they are not enthusiastic that’s a good point for consideration when the job is offered.
If the candidate only has time to ask one question, what should that question be and why?
If there is only one question, I think it should still be focused on the success in the role. I’d ask a question such as ‘How will we know after the first year that I have achieved everything possible in this job?’ This groups together various areas such as a confidence without being over confident, talking about the measurements of the success as well as the objectives.
If the next steps in the recruitment process haven’t been explained, should the candidate ask when they should hear from the interviewer?
Yes, I think it’s a question that is expected from the interviewee. I don’t think it’s the most important element of the conversation but it’s important to be able to plan afterwards, especially if you’re in various processes at that time.
It doesn’t need to be asked nervously, just smile and ask ‘What are the next steps please?’, or, ‘When will we be able to speak again?’
How many questions would you recommend a candidate asks?
I’d certainly have between 3 to 5 questions prepared in advance but then if the conversations are lengthy and a lot of your pre-prepared questions have been answered during the interview, then obviously the number could be reduced.
It’s useful to be able to ask questions during the conversation. The main time for questions is normally at the end of the interview but by asking questions during the conversation you can make your interview interactive and useful.
Is it okay to interject during the interview to ask questions?
It is absolutely okay to interject during the conversation but it’s really important you do it right. I would encourage all job seekers to practice this beforehand. For example, if you are a very enthusiastic person and a question comes to your head during an interview, you need to train yourself to wait until the interviewer has finished saying what they are saying first, you cannot be interrupting people in an interview.
Finally, what is the best piece of careers advice you could give?
My best piece of advice would be to try everything. Notice everything about every job that you do. I think it’s really useful to be working in different environments, try different things, notice what you’re good at, notice what you like and then gradually move your career onwards.
Having a great professional career and enjoying the world of work is a journey, it’s not a leap of faith or a step into dark. We shouldn’t be sitting there, hoping that our ideal job will suddenly appear. It’s about incremental improvements.
Subscribe to the HaysWorldwide podcast
Did you enjoy this podcast? Subscribe to the Hays Worldwide podcast on SoundCloud and download it on iTunes.
“(There’s) no such thing as a stupid question” is a popular phrase that has had a long history. It suggests that the quest for knowledge includes failure, and that just because one person may know less than others they should not be afraid to ask rather than pretend they already know. In many cases multiple people may not know but are too afraid to ask the “stupid question”; the one who asks the question may in fact be doing a service to those around them.” (copied from Wikipedia)
❇In life, start asking questions of the right person to get your answer. Go to the source to get your answer and #ASK them.
• ❇ASK the recruitment agent the questions you have to get clarity.
• ❇ASK you prospective employer the questions you need to get have answered to get clarity.
• ❇READ the documentation you are given an ASK the person who gave it to you to give you clarity.
• ❇ASK #Google your question and go and search for the information. #READand understand, READ and research to get valuable and legit answers.
• ❇ASK your #legal questions of the right source e.g. Legal Aid, or CCMA or Legal Talk SA.
• ❇ASK the professionals e.g. if you want an answer on how to fix your car you are going to go to a mechanic, not a chef!
❇You are NOT stupid for asking the questions. It is OK to not understand something, but it is NOT OK to walk away confused and unclear and then go and ask questions of others who actually really cannot answer your question or give you the right advice. It I your life, your job, your career, your opportunity – do not let it pass by because you did not ask and question in order to clearly understand. Now that is being “stupid”, and you are not stupid.
Excerpts obtained from Wikipedia on “There are no stupid questions”:
• Carl Sagan, in his work The Demon-Haunted World: Science as a Candle in the Dark said: “There are naive questions, tedious questions, ill-phrased questions, questions put after inadequate self-criticism. But every question is a cry to understand the world. There is no such thing as a dumb question”. (copied from Wikipedia)
• “……. if you ask a question it makes you look stupid for 5 minutes – but if you don’t ask – you stay stupid for fifty years, so always ask questions in your life”. (copied from Wikipedia)
• A 1970 Dear Abby column in The Milwaukee Sentinel said: “There is no such thing as a stupid question if it’s sincere. Better to ask and risk appearing stupid than to continue on your ignorant way and make a stupid mistake. (copied from Wikipedia) #Adminrosebud#Tips#Interview
Virtually every office has one: that employee who is the go-to contact and seems to know everything and everyone. The office can’t run without her. No one wants to think about what would happen if he ever left.
Being such a critical part of the team has a number of benefits, including a measure of job security. But those indispensable team members don’t get just that way through arbitrary means. If you want to join their ranks, here are seven ways to get there.
CHANNEL ELITE ATHLETES
Elite athletes are constantly trying to improve their performance. They fine-tune the details that allow them to compete at the highest level—and that practice holds some valuable lessons for people who are trying to become exceptional at their jobs, says Porter Braswell, cofounder and CEO of Jopwell, a technology platform that helps black, Latino, and Native American students and professionals unlock opportunities for career advancement.
“What I mean by that is not the ability to run fast, jump high, and all the other physical attributes that come with being an athlete. But more of the tactical, being a good teammate, communicating well, knowing how to work hard, being disciplined, being able to multitask—all the things that come with that athletic mind-set. Competing: That’s the mind-set one has to be in before I believe they can perform well,” Braswell says.
DO YOUR OWN REVIEW
You may get regular feedback and a performance review from your supervisor, but it’s also important to do your own regular review to ensure you’re on track with your own goals and expectations, says Carolyn Birsky, founder of Compass Maven, a Cambridge, Massachusetts, coaching firm. Keep track of your accomplishments, training, feedback, projects, and overall numbers related to your job. We often think we’ll remember all of these things, but it’s easy to forget pieces here and there, she says.
Then, periodically and honestly review your progress, set new goals, and look at what it’s going to take to get to your next milestone, she says. These self-checks can help you ensure you’re keeping on track with your own career development and shore up areas that may need improvement. This practice will also keep you ready for the next time you’re up for a promotion.
“One of the mistakes employees often make is forgetting to hold those all together in some sort of file. That can be some of your best leverage to put your case forward and say, ‘This is why I think should be promoted. This is what makes me really good at what I do,’” she says.
TRACK YOUR METRICS
As you set your new goals, look at the metrics that are going to matter and include them as part of your plan, Birsky says. Whether it’s bumping up a sales quota or improving efficiency or cost controls in your business unit by a certain margin, be sure to look for positive measures to which you can contribute and how you can be most productive in contributing to them. Companies value employees who are focused on finding ways to raise the performance bar.
DO AN ALIGNMENT CHECK
It’s also a good idea to ensure that the areas you’re prioritizing in your career and development are consistent with what the company values, says licensed therapist and career coach Jessica Sweet. You may have a sense of what’s important to the company, but it’s essential to actually be clear that your efforts are moving initiatives forward that the company cares about, she says.
“I would be looking at what the company’s goals are for 2018, and be looking at how my skills and experience align with those goals, and how I can set myself up on any projects that are going on, to add the most value to those upcoming projects,” she says.
SPEAK UP
When employees are afraid to show that they’re imperfect or they don’t know something, it gets in the way of their performance, Birsky says. Learning how to effectively communicate with your boss and team, including asking questions and ensuring that you fully understand assignment instructions and ask questions when you don’t is essential to ensuring you’re performing in the best possible way for your company.
Beyond that, ask for opportunities to get better. “Be vocal to your boss about the fact that you are open to learning. Ask for opportunities to collaborate with another team, or be vocal about your ideas, or you might see a training [you need to get better]. Make your case for it,” she says.
ACT LIKE YOU OWN THE PLACE
Ownership is essential to being invaluable, says Andy Chan, founder of Seattle-based career coaching center Prime Opt. Take ownership of your work—whether it’s a project assignment or even a simple spreadsheet. Think about it in terms of the bigger picture of the company and what its goals are. When you take full responsibility and apply strategic thinking to your work, you’re immediately supporting your supervisor and team in a new and more valuable way. “Every time, when it comes to you learning new skills, it actually opens up a conversation for you to ask for a raise or a promotion,” he says. So, think about what you can take ownership of in your work environment, and treat your work as if you own the company and are acting in its best interest.
MAKE YOUR BOSS LOOK GREAT
One of the most important things you can do to be indispensable to your boss is to help them excel, Braswell says. People value those who help them do their jobs better.
“Really get in the mind-set of the person you’re working for or alongside and really figure out, ‘What are they trying to achieve?’” he says. “Through having an understanding of what they’re trying to achieve and having the context, you can then say to them, ‘What can I be doing to help you achieve that goal?’” Once you know where you fit in and exactly the metrics on which you should be focused, you can rank or prioritize your efforts on those tasks and initiatives, he says.
7 Tricks to achieve the best results in Saleshttps://recruitmentweb.co.za/wp-content/themes/blade/images/empty/thumbnail.jpg150150natashabekkernatashabekkerhttps://secure.gravatar.com/avatar/?s=96&d=mm&r=g
Let’s face it, sales can be downright rough and dirty if you don’t know how to play the game. When most people think of salespeople, they picture some sophisticated brute trying to shove whatever-it-is-they’re-hawking down your throat.
And while that may be true for some people in sales, these seven little tricks will help you achieve the best results in sales, while avoiding all that unwanted sales stigma. There are many ways to be a great salesperson without being pushy and providing your customers with a quality sales experience.
1. Learn the Psychology of Selling
As a salesperson you really have to get into your customers’ heads if you want to truly understand what makes them tick, or better yet, what makes them buy.
2. Reframe the Value of Your Sale
It’s amazing how much difference it makes when you convey the same message in a different way. In sales, this is achieved by reframing the value of your sale to make it more enticing to your customers.
3. Give Your Customers a Sense of Exclusivity
Raise your hand if you like feeling as if you belong exclusively to a club or clique. Humans form groups for a host of different reasons, going back to our hunter-gatherer days. Today, most of us stick to our tribes, however fractured we as a collective may be overall. This sentiment also plays into your customers and how they want to “be sold” on something.
4. Think ‘Labels’
As much as people express their dismay at being labeled, we all label ourselves in some way so as to be noticed by others that are like them. Just like brands, people’s individual, or “internal” (self-imposed), labels are important to their unique identities.
5. Share Any Testimonials
When it comes to purchasing, many consumers tend to be wary of spending their money, particularly if they don’t need it. So how to you sell something to someone who doesn’t think they need anything? Knowing that there are others out there that find the product or service you’re selling as “invaluable” goes a long way for skeptical consumers.
6. Use a Sense of Urgency
When you use a sense of urgency in communicating your message to customers, it’s been shown that they are more prone to take action.
7. Develop Your Competitive Edge
In today’s marketplace, competition is stiff. So what’s a salesperson to do? Since you’re unlikely to stand out in these crowded waters, you need to know who you’re up against and what you need to gain the competitive edge.
❇In life, start asking questions of the right person to get your answer. Go to the source to get your answer and #ASK them.