101 Smart Questions to Ask on Your Interview (25 page)

Will you ever know for sure? Probably not. Not that long ago, I would have given you a bunch of advice on how to get the interviewer to give you some hints “so I can do better the next time.” Unfortunately, the hiring landscape has changed pretty dramatically in the last couple of decades. Employers are so scared of being sued that it’s difficult for another employer to get more than “name, rank, and serial number” (name, title, and salary) when calling for a new employee reference. Believe me—I’m the only person in my company who is allowed to talk to someone asking for a reference. And I say virtually nothing, certainly nothing even remotely negative. Which is, after all, why they’ve called me in the first place: to ensure they aren’t hiring someone I just fired for embezzlement, sheer craziness, or killing my cats. Sorry, no other info. Good luck. Better you than me. Let the cats out . . . quick.

If you’re working with a recruiter or headhunter, he or she may be in a position to get more information than you would on your own, but, again, don’t count on it.

What if you left the interview with the distinct impression that there were unexpressed objections. You tried. You asked probing questions. You all but begged for feedback. Nada.

Then follow-up is even more important. If you know what the objection is, answer it in your follow-up letter. Then write another letter, raising the objection again and offering yet another reason why it isn’t valid. And another.

The danger, of course, is that you’re tilting at windmills of your own creation, that there
is
no real objection, just some of the above possibilities (vacation, indecision, etc.). In which case, all you’re doing is drawing the interviewer’s attention to some glaring hole in your resume or education or qualifications . . . which he never noticed before. But thanks to your input, you are now a noncandidate!

How do you follow up? Following an enthusiastic recounting of how much you want the job and how perfect your qualifications seem to
mesh with their needs (either in a letter or during a telephone conversation), here are two smart questions to ask if a job offer doesn’t materialize:

Is there more information I can give you?

I’ve been giving a lot of thought to (something you discussed) and have developed some (ideas, sketches, plans, proposals). May I come in and discuss them with you?

Your Negotiating “Cheat Sheet”

Wait until you receive an offer
before you discuss salary, benefits, vacation days, and the like. Deflect any question of salary that comes up early in the interview with an answer like this:

“From what I know about the position and the company, I don’t think we’ll have any trouble agreeing on a fair salary.”

or

“I’d like to know a little bit more about the job responsibilities and the level of expertise you’re expecting before I feel comfortable discussing a salary.”

Research compensation levels
within your industry, city, and state. If you don’t already know the salary range for the specific position you’re considering, find out. You need to go into salary negotiations armed with this information.

Know your worth.
When you receive a solid offer, you know that the company wants you. They have decided you are the best candidate they have met. This puts you in a position of power. If they balk at your initial salary demand, remind them of the specific benefits they stand to gain by hiring you.

Get it in writing.
Especially if you negotiate a complex, nonstandard salary/benefits package. Be sure you have something in writing—either a letter or memo from the employer or one you’ve sent that’s been accepted—
before
you give notice to your current employer.

Negotiate the perks.
Make sure you understand the value of
all
the potential benefits in the salary/benefits package. Benefits can vary widely and, depending on your level, could be a substantial part of your package.

Shoot for the top salary.
If that is more than the company will pay, the interviewer will counter with another offer. Work toward a compromise from there. Employers expect some give-and-take. You will not make them angry if you remain calm and professional.

Once You’ve Accepted an Offer

How do you convince someone who’s just offered you a job that she absolutely made the right decision? Ask one of these smart questions:

Are there any upcoming events occurring before my start date in which I could participate?

The more social, the better. You really want to get to know your boss, peers, and subordinates once they’ve “let their hair down.” (If they remain stiff and formal even at social events, there’s a message there, too!) So a company picnic is great. A departmental Friday night “let’s-have-a-beer-together” is nice, though socially tough if you’re not a butterfly. It would be most beneficial if you could attend one of these before you make a decision, but that’s unlikely. However, if there’s a big press conference or similar corporate event, you could always ask to attend. A little exposure to the bigwigs to see what they’re really saying in public as opposed to what they told you during the interview may prove enlightening.

What could I do before my first day to jump-start my entry into the department?

Is there any reading I can do to prepare for my first day (reports, memos, whatever)?

Both of these (and similar) questions will confirm to the interviewer that he has made the right decision. Look at that passion! That interest! That aggression!

APPENDIX A
20 GREAT ANSWERS TO THE TOUGHEST INTERVIEW QUESTIONS

Employers are looking for self-managing employees—people who are versatile, confident, ready and able to work with a team, and not afraid to roll up their sleeves, work long hours, and get the job done. “That’s me,” you chortle. Congratulations. But you won’t get the chance to prove yourself on the job without making it through the interview process.

Of all the tools in your professional arsenal, your ability to shine in one brief moment in time—your initial interview—can make or break your chances for a second go-around, and, ultimately, dictate whether you’re ever given a shot at the job. I hope to spare you many of the indignities I suffered along the way, by helping you prepare for the interview of your worst nightmares—at a comfortable distance from the interviewer’s glare.

1. So, tell me about yourself.

Construct a well-thought-out, logically sequenced summary of your experience, skills, talents, and schooling. But be sure to keep it tightly focused—about 250 to 350 words, chock-full of specifics—and tie your experience to the requirements of the position. It should take you no more than two or three minutes to recite an answer that features a brief introduction, key accomplishments, key strengths demonstrated by these accomplishments, the importance of these strengths to the prospective employer, and where and how you see yourself developing in the position for which you’re applying.

2. What are your strengths as an employee?

Let’s presume you have a singular skill for meeting even the most unreasonable deadlines. You are tenacious. Nothing can stop you. If meeting deadlines is a key job requirement, be sure to cite two or three pertinent examples from your experience. The more outrageous the deadline and Herculean your efforts, the more important it is to bring to the interviewer’s attention—at least twice.

3. What do you want to be doing five years from now?

Naturally, you want a position of responsibility in your field. But you don’t want to give the impression that you’re a piranha waiting to feed on the guppies in your new department. So, start humbly and then toot your own horn a bit.