The interview process, at its best, is a give and take discussion which offers both parties the opportunity to get to know one another better. While the interviewer should be allowed to take the lead in the process, it is also important that you get to gather important information which will help you to evaluate the job and company as well.
As you proceed through the interview, make sure that you have as many of these questions answered as possible:
“Why is this position open?” The answer to this may give you an idea of the culture of the organization you are interviewing with. For instance, if the response is that the person could not keep up with the pace and requirements of the position, you will need to probe further to determine whether the former incumbent didn’t have what it takes, or whether the company had unrealistic demands of the position you would be in.
If the person was promoted out of the position, this is a good sign of opportunity within the company. This would also prompt further discussion about professional growth. If the position you are interviewing for is newly created, try to find out how clear they are about the job scope, responsibilities, and how it will fit into the existing organization.
“What kind of orientation and training might I expect as a new employee?” Well run companies will make an effort to support your new employment, to get it off to a positive start. Beware of companies that do not value and invest in this important part of the employment process. Trial by fire and learning by the seat of your pants might be reflective of the way the entire business is run. This would suggest a highly stressful work environment, possibly one which is more reactive than proactive in its day to day operations.
“How does the company offer performance expectations and feedback?” A desirable company will have both a formal performance appraisal system as well as a philosophy for giving regular and continuous feedback.
The annual appraisal process is important because it establishes goals and expectations on the front end so that employees know what is expected of them. It provides a roadmap to guide employees toward their part in the larger organizational goals. The ongoing feedback is important because sometimes shorter term goals will shift. Additionally, you do not want to wait until one year after the goal has been set to be told that this is not the way they want you to be working.
“What are the current challenges facing the department I would be working in?” It is only normal that the company wants to show you their best side in the interview, just like you want to show them your best side. This question is designed to give the interviewer the opportunity to roll up his or her sleeves and talk honestly about what is happening. Every company is facing unique challenges right now, and you want to know what they are, so that there are no major surprises if and when you accept employment with them.
“What skills and traits will make a person successful in this role?” The company has already thought about this, and during the interview they will be on the look-out for the traits they want. Instead of you guessing what it is they are looking for and hoping that you gave the “right” answer, ask this question directly.
“What will be the three top priorities during my first six months on the job?” This question encourages them to visualize you in the role, and it allows you to get a real feel for what will be expected from the beginning. It brings key issues to the surface quickly.
A Human Resource candidate asked this question, and immediately the interviewer listed the top three priorities and needs in the areas of compensation and benefits. However ,the candidate had had most of his experience in recruitment, training, and employee relations. Prior to the candidate asking this question, the interview seemed to go well. However, when the actual priority needs were discussed, both parties realized that this probably was not a good match.
“How does your selection process work from here?” Or, “When may I expect to hear from you? Beyond doing well in the interview itself, it will be an important part of your plan to know what their timing is and how the process will be conducted. If you are on the front end of the first interviews, it may take a while for them to meet all the preliminary candidates and narrow down the field. You will need to have this information in order to effectively plan your follow-up communication strategies.
