Critical Questions for the Interviewer and the Applicant
An interview, in the strictest and most literal interpretation of the word, is a situation in which two or more people come together for the purpose of seeing each other; an exchange of information is implied, and in a job interview there is an element of assessment. The assessment or appraisal is mainly conducted by the prospective employer, but the job candidate is also assessing, to decide whether to take the position should it be offered. In addition, an impression, favorable or unfavorable, is created by the kind of questions asked. So it’s vital to ask relevant ones, whichever side of the desk you are sitting on.
• The interviewer
Most advertised positions receive multiple responses, especially now that online advertising has become commonplace, making it possible to submit an application with the click of a mouse. So by the time you have selected a shortlist for interview you will usually have settled on a number of candidates who, on paper at least, meet all your specified requirements regarding qualifications and experience, and your undisclosed preferences, if any, about age, gender and, if you have asked for a photograph, appearance. The purpose of the interview is to get behind the catalog of qualifications, the listing of previous employment and the claims about abilities and talents, to find the true person underneath. The aim is to cut through the spin and even try to catch them off guard so that they give candid rather than prepared answers.
To this end, you might begin the interview by asking them something totally unexpected, such as where they spent their last vacation, or where they hope to spend the next one. Vacation preferences can tell you a surprising amount about a person’s character, such as whether they are a laid-back, laze by the pool type, or an energetic and intense individual who needs to squeeze physical activity or personal improvement into their down time.
Move on to questions about previous positions held, but don’t work down the list in chronological order. Pick one from the middle and then perhaps the earliest, before moving on to the most recent. Ask them what they liked about their last job before enquiring about why they are leaving, or have left. If they didn’t like anything about their last position, they probably won’t like the next one either.
Don’t ask about their strengths and weaknesses, or any predictable questions for which they will have rehearsed answers, unless there is something unclear or implausible in their written application. Do conclude, though, by asking them why they want the job. If they are honest about their motives, such as career advancement, salary increase, better prospects, instead of handing you some aspirational waffle about stretching personal limits or making a difference in the world, you can be fairly sure that you are looking at a sincere and trustworthy applicant.
• The interviewee
When you find a job you really want and you actually get called for interview, you need to do your homework. By all means anticipate the kind of questions you might be asked and think about how you are going to answer them, but stop short of memorizing speeches because you will come across as insincere and unnatural. Concentrate instead on the questions you will ask them, because the interview is your best chance to get the information that will form the basis of your decision on whether to take the job if it is offered to you.
Find out everything you can about the company from the Internet and local newspapers or, in the case of a major corporation, from annual reports, industry journals and national newspapers as well. Know the products they manufacture or sell, or the services they provide, and who their major clients are. During the interview, ask questions about these things in a way that demonstrates you already know part of the answer, because you were sufficiently interested to do some research. Such a question might be something like ‘I understand that you have just released a new model of the XYZ. Will your target market be ABC Inc or DEF Corporation?’ You might be told that it’s confidential at this stage, but as long as your question is relevant to the position you are applying for, you have scored valuable points by showing that you already know something about the organization.
Make sure you ask about career progression within the company, assuming that the business is large enough to allow for this. You genuinely need to know the answer, since you probably don’t want to be stuck in the same position until you retire, and by asking the question you demonstrate that you are ambitious and motivated.
If the job advertisement did not supply sufficient information, ask for as many details as possible about the responsibilities of the position and the tasks you will be required to perform. Requirements beyond your capabilities, such as managing a large team of people if you have never supervised anyone before, or outside your comfort zone, like public speaking, are best discovered at interview rather than during your first day on the job. Enquire too about the reporting structure, to find out the job title and responsibilities not only of the person you will be reporting to, but also the details of anyone whom you would yourself be supervising.
The worst thing you can do, when asked if you have any questions, is to reply that you have none. Even if everything you thought you needed to know has already been supplied, you must ask something. Enquire about staff social clubs (showing that you are a participator) or whether there is an employee share scheme (demonstrating that you are looking for a long-term future with the company). Don’t forget, before you leave, to ask how long it is likely to be before they communicate their decision.
Whether you are the interviewer or the interviewee, making the most of the short time you spend face-to-face by asking relevant questions is critically important. For the interviewer, appropriate probing questions designed to elicit something more than a trite, rehearsed response are what is needed. On the other side of the desk, the job applicant needs to strike the correct balance between asking questions which actually demonstrate prior knowledge and genuine interest, and obtaining any missing information about the details of the position. It will have been a successful process if, when they shake hands at the end of the interview, both parties feel that there are no more questions they need to ask.
