Five Questions to Ask at the End of a Job Interview
12 December 2011
Read by 1801 persons
The appointment is set for 5 PM, and like a good professional, you've polished your arguments to answer the recruiter's questions as effectively as possible during this first interview. But do you know what you will answer when, at the end of your discussion, they invite you to do the same, and it's your turn to ask them questions?
Abstaining under the pretext that everything is clear would be shooting yourself in the foot: there are always grey areas to clarify at the end of a meeting. 'Only that which leaves us indifferent does not question us. For a candidate, knowing how to ask the right questions is as important as answering the recruiter's questions well. It's about their ability to show interest in the position, to project themselves into it,' specifies Annabelle Dupry, senior consultant at a large recruitment firm. The ball will therefore be in your court: here are five questions that will allow you to make a good impression on the recruiter and obtain all the useful information to make an informed decision about your future in this company.
1. A question about the company's strategy.
Your interlocutor will probably have touched on this point during the interview but without dwelling on it too much, because they expect you to express the need to know more yourself to judge your seriousness. Indeed, what experienced sailor, with a minimum of professionalism, would be foolish enough to embark on a boat without questioning the captain about the destination or the real quality of the vessel? How is the company positioned in its market and what are its strengths and weaknesses, what place does international business occupy in its development strategy, what place does the company aim for in 5 years, what new products or services will be launched soon and what are the stakes... these are questions that will enlighten you on the company's ability to have a clear vision of its future, while showing the recruiter that you know what you want, and that you are projecting yourself into a long-term collaboration (which, given the recruitment costs to be amortised, tends to reassure an employer).
2. Why did you choose to work here? What keeps you at this company?
Even if you have a good feeling about the company (you probably wouldn't be there otherwise!), you don't know it from the inside. Listen to the experience of someone who works there. That's good, there's one right in front of you! This will allow your interlocutor to step out of their corporate posture and respond more personally, as an employee, or even a future colleague.
3. What can you tell me about my future manager?
The company seems ideal? Very good! But don't forget that you will spend most of your time working with just one person, your manager. You therefore need to know as soon as possible who this person is, and what kind of manager they are. If they have difficulty delegating while you don't know how to work other than with a lot of autonomy, the chances of you thriving in your job may be low...
Knowing what became of the people who worked under their responsibility will also help you know if they are an exceptional talent developer, which you could benefit from in turn!
4. What is the company's overall compensation policy?
This question should allow you to intelligently steer the discussion towards an important point in the recruitment process, which it is inadvisable to address 'head-on' during a first interview: the salary offered for the position. Is there a fixed part and a variable part, with performance-based bonuses? Is there a profit-sharing or incentive plan? You may be able to learn more, without making it obvious, about the question that's on your mind...
5. What is the next step?
No one will ever blame you for taking the initiative to know the next steps in the hiring process. The recruiter will detect your interest in the position and your desire to proceed.
This list is obviously not exhaustive, but it will allow you to be better armed to defend your next application. Provided, however, that you do not ruin your efforts by concluding the interview with a question like 'are RTTs cumulative?' or 'Can I still have holidays this summer?', which would irremediably betray a certain lack of motivation on your part...
Monster.fr
Posted on December 12, 2011.
Abstaining under the pretext that everything is clear would be shooting yourself in the foot: there are always grey areas to clarify at the end of a meeting. 'Only that which leaves us indifferent does not question us. For a candidate, knowing how to ask the right questions is as important as answering the recruiter's questions well. It's about their ability to show interest in the position, to project themselves into it,' specifies Annabelle Dupry, senior consultant at a large recruitment firm. The ball will therefore be in your court: here are five questions that will allow you to make a good impression on the recruiter and obtain all the useful information to make an informed decision about your future in this company.
1. A question about the company's strategy.
Your interlocutor will probably have touched on this point during the interview but without dwelling on it too much, because they expect you to express the need to know more yourself to judge your seriousness. Indeed, what experienced sailor, with a minimum of professionalism, would be foolish enough to embark on a boat without questioning the captain about the destination or the real quality of the vessel? How is the company positioned in its market and what are its strengths and weaknesses, what place does international business occupy in its development strategy, what place does the company aim for in 5 years, what new products or services will be launched soon and what are the stakes... these are questions that will enlighten you on the company's ability to have a clear vision of its future, while showing the recruiter that you know what you want, and that you are projecting yourself into a long-term collaboration (which, given the recruitment costs to be amortised, tends to reassure an employer).
2. Why did you choose to work here? What keeps you at this company?
Even if you have a good feeling about the company (you probably wouldn't be there otherwise!), you don't know it from the inside. Listen to the experience of someone who works there. That's good, there's one right in front of you! This will allow your interlocutor to step out of their corporate posture and respond more personally, as an employee, or even a future colleague.
3. What can you tell me about my future manager?
The company seems ideal? Very good! But don't forget that you will spend most of your time working with just one person, your manager. You therefore need to know as soon as possible who this person is, and what kind of manager they are. If they have difficulty delegating while you don't know how to work other than with a lot of autonomy, the chances of you thriving in your job may be low...
Knowing what became of the people who worked under their responsibility will also help you know if they are an exceptional talent developer, which you could benefit from in turn!
4. What is the company's overall compensation policy?
This question should allow you to intelligently steer the discussion towards an important point in the recruitment process, which it is inadvisable to address 'head-on' during a first interview: the salary offered for the position. Is there a fixed part and a variable part, with performance-based bonuses? Is there a profit-sharing or incentive plan? You may be able to learn more, without making it obvious, about the question that's on your mind...
5. What is the next step?
No one will ever blame you for taking the initiative to know the next steps in the hiring process. The recruiter will detect your interest in the position and your desire to proceed.
This list is obviously not exhaustive, but it will allow you to be better armed to defend your next application. Provided, however, that you do not ruin your efforts by concluding the interview with a question like 'are RTTs cumulative?' or 'Can I still have holidays this summer?', which would irremediably betray a certain lack of motivation on your part...
Monster.fr
Posted on December 12, 2011.
