Even if you don’t ask any questions during an interview, many interviewers will ask you if you have any questions at the end of the interview. How you respond will affect their evaluation. Be prepared to ask insightful questions about the organization and the person conducting the interview. We recommend writing out questions ahead of time, obviously skipping any that the interviewer may have covered during the interview! This part of the process is beneficial in helping you decide if the position is right for you. It’s important to ask at least a couple questions to show you are engaged and not too passive in pursuing the opportunity.
Some good topics to touch on:
- The competitive environment in which the organization operates.
- Executive management styles.
- What obstacles the organization anticipates in meeting its goals.
- How the organization’s goals have changed over the past 3 years.
- What obstacles were commonly met in reaching corporate goals.
- What resources are available from the company and what must be found elsewhere to reach position objectives.
Some sample questions to ask:
- How many people do you have in this position currently?
- Why is the position open?
- What is the background of a candidate who has worked well in the past?
- What are the criteria that this position will be reviewed on in 6 months?
- How would you describe the company’s culture?
- What are some of the intangibles you are looking for in a candidate?
- What would be my first priorities on the job?
- I’ve read the job description, but could you tell me more about the position, the size of the team, and how it is organized?
- Can you tell me about career development, learning and mentoring at your company and in this position?
- What do you like about your job?
- Why do you like working with __________ company?
Please note, generally, it is NOT recommended to ask about compensation or benefits. Questions in this area can make you seem more interested in what they can do for you and less enthusiastic about the position itself.
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