May 2006 ISSUE
INSIGHT
When You Ask the Questions
Editor’s Note: The following article is tailored from notes from Ginny Nicholson, CMA, APEGGA’s former Manager of Administration and Human Resources. Although Ginny has moved on to another position, we’ll continue offering her insight on job hunting as space in our Careers section permits.
The interview is going great so far. Now it’s your turn.
But are you ready to turn the tables and ask insightful, meaningful questions? Remember, some 77 per cent of interviewers think it’s important that you ask questions.
Ask open-ended questions.
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Do not ask questions you should already know the answers to. “So, what exactly does your company sell?”
Here are some of the more important questions you should ask.
Where is the person who had this job before me?
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What forms will my job training take?
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Are there regularly scheduled meetings of my department’s team, and how often?
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What is your supervisory style (if your potential boss is present), or what is my boss’s managerial style?
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Does your company have a mentoring program to coach new employees? Can you describe how it works?
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What is your company’s approach when a position becomes vacant?
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What are the opportunities for on going learning and development? Can you give me an example of the types of formal training that your employees have taken recently?
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How will my performance and salary be evaluated, and how often?
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May I talk to some of your current employees about their view of the company? If the answer is no, consider this a warning signal.
Knowing what questions to ask is, however, is only part of the equation. Here are three things on questioning you also need to know. -
Don’t push for yes answers. “Will my project management course be covered under your training program or what?”
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Don’t push too hard on salary details.
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Don’t let your only questions be about benefits, flex time, vacation, offices etc. Try to find out these answers from other sources
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Ask from 10 to 12 questions.