Candidate’s Questions

If interviewer says “do you have any question for me”. What should the candidate ask the Interviewer

Answer for this question: Get to know the secrets for attending the interview


13 thoughts on “Candidate’s Questions

  1. Questions you may want to ask the interviewer:

    – What are some of the objectives you would like to see accomplished in this job?
    – What advancement opportunities are available for the person who is successful in this position?
    – What is most pressing, what would you like to have done in the next 3 months?
    – What are some of the more difficult problems one would have to face in this position?
    – In what ways has this organisation been most successful in terms of products and services over the years?
    – What significant changes can you foresee within the company in the near future?
    – What accounts for success within the company?

  2. Well, as per my point of view – Queries may arise from the interviewer and the candidate side at any point of time. Usually when an interviewer is interviewing the candidate , s/he would go thorough the process , roles at almost 100 % for the candidate understanding , but if the candidate is actually having a query which is logical is related to his/her roles which is not clear while the interviewer was explaining can obviously ask. But if the candidates doesn’t have any query it is no point asking any IL-logical or irrelevant question just to show his acute awareness and participation in the interview session. At the end s/he would make fool out of himself/herself.

  3. My first bit of advice would be to NOT wait until the end of the interview to ask questions. Try to interject thoughtful, relevant questions throughout the interview.

    What are the most significant factors affecting your business today?
    What is the greatest demand for your services or product?
    How do you differ from your competition?
    Describe your star employee. What are the qualities of people who perform best in this?
    If this company was known for 3 things as a workplace, what do you think those 3 would be?
    What trends do you see in the future that will affect your organization and industry?

    Before leaving the interview, you MUST ask these three questions:

    What are the next steps in the process?
    What is your timeframe?
    If I don’t hear from you within that timeframe, may I contact you?

    This is a nice “trail close” question, which may be difficult for some to ask, but the outcome could be valuable:

    Can you think of any reason I wouldn’t be asked back for the next round of interviews? Or Is there any reason you would not consider extending me an offer?

    Good Luck

  4. Hannah is absolutely right, you need to turn the interview into a conversation where you can build rapport with the employer as people hire people they like.

    However, the most important question to ask is “What is the biggest challenge someone will face in this job in the first 6 months?”

    This is an old sales technique and the purpose is to find out exactly where they are in “pain”, giving you the opportunity to show how you be their “pain reliever”.

    It also tells you what you should focus on when you respond to other questions.

    Here’s an example.

    A marketing executive was in an interview with an Executive Vice President of a fast-growing company. He asked this question and was told, “You know, our biggest challenge is that we have so many marketing partnership opportunities, we need someone to come in and figure out which one or two to go forward with as we only have the bandwidth to do a few”.

    Now, hearing this, does it make sense for the candidate to brag about his ability to write copy or manage ad agencies? I don’t think so. Instead he mentioned how analytical he was in evaluating partnership opportunities and was immediately invited to meet the President of the company that day!

    That’s how powerful this technique can be.

  5. InterviewIQ through facebook:

    Can you think of any reason I wouldn’t be asked back for the next round of interviews? Or Is there any reason you would not consider extending me an offer? What are the next steps in the process?
    What is your time frame? If I don’t hear from you within that timeframe, may I contact you? ALL very interesting answers that could be appropriate depending on the circumstance.

  6. We ask this question of all of our candidates. The ones who get to the next round are those who have done some homework on our company ahead of time and therefore can ask intelligent questions about our products and services as well as the issues we are facing.

    We believe that initiative and self-motivation is the #1 determining factor in whether a person is successful at their job. Those who ask generic questions do not make it past the first round because it shows they did not take the extra initiative to learn more about us.

  7. Great suggestions from those who previously commented so I won’t repeat those.

    One suggestion that I don’t see is to be sure that the question focuses on the needs and wants of the employer rather than those of the candidate. In other words, ask a question related to how you can help the employer accomplish its goals rather than asking a question that shows you’re only interested in the job to help yourself. So save those questions about start date, salary, career path, etc. until you have the offer. Then the balance of power shifts to you and a quality employer will work hard to woo you and will be happy to answer those questions.

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