I recently looked up the definition of “job interview” online and this is what I found:
Dictionary.com said “an interview to determine if an applicant is suitable for a job”;
Wikipedia He defined it as “a process in which an employer evaluates a potential employee for possible employment in his company, organization or firm. During this process, the employer hopes to determine whether or not the applicant is fit for the position.”
Several other sources reaffirmed the notion that interviews are to evaluate candidates, suggesting that control of the process rests solely with the hiring company. However, this is not really the case as it is a great opportunity for candidates to assess the suitability of the position being offered. When job seekers enter each interview with the mindset that their only responsibility is to prove themselves to the employer, they set themselves up for failure.
If you are interviewing this summer for internships or graduate positions, be sure to be frank in your questions so that the interview flows more like a natural conversation than an exam. If you come to the end of an interview and are asked “Do you have any questions for me?” Then you have left your career too late to determine the complexities of the position. Most people would use this as an opportunity to find out more about the qualities that the selected candidate should possess and other necessary details of the position. However, if you discover the answers to such questions early in the interview, you can tailor your answers to suit the requirements. Why wait until the end?
An interview should be a two-way street and thrive on commitment. In fact, any gathering of people in any context is only successful when all parties are actively communicating. Have you ever had a date where the other person just nods and listens to what you say with nothing interesting to contribute to the conversation? Perhaps you could have taught a creative writing course to elementary school students that never contributed to the discussion. An interview is a similar situation and asking questions at all times not only shows great interest in the role, but also demonstrates your interpersonal skills.
Here is a list of some questions you might consider asking in your interview. Try to move on to them too; avoid dropping them randomly when inappropriate:
- What are some of the challenges associated with this position?
- How would you describe the ideal candidate for this position? What qualities should they possess?
- How do you rate if I am doing a good job? Are there specific evaluation metrics?
- What is the likely career progression for this position within your company?
- How would you describe the organizational culture?
I think it is beneficial to ask appropriate questions that also elicit a personal response from the hiring manager. It shows that you are interested not only in the job on offer, but also in the people behind the company and its bigger picture. Here is an example:
- What do you enjoy most about working for this company? (At my previous company, everyone on the interview panel was shocked when one of the candidates asked them this. I remember we walked around the room and answered one by one, and it seemed obvious that we were all on the same page. Later we offered a position to said candidate and was not influenced by the job itself, but by the people with whom he was going to work).
- If you could change one thing about the company, what would it be? (Some might think this is controversial [perhaps more so in Asia]But I think it’s relevant and shows that you have the balls to ask what it is that most others fear. After all, there are aspects of any job that you are not going to like: the Pope would probably hate to respond to criticism of the Catholic Church in the media, Michael Phelps would probably wish he was in bed sleeping rather than tossing and turning in many occasions. and I, as the founder of a new company, hate doing administrative tasks. However, these things just have to be done!
If the interview has progressed successfully on the basis of healthy dialogue, then it should culminate with the interviewer asking “So, do you have any other questions for me?” This is a timely opportunity to ask some summary questions if they have not been answered previously:
- Based on the selection process so far, do I have the necessary skills to excel in this position?
- Are there any qualities that you think I need to improve in order to be successful in this role?
- Is there anything else you would like to know about me to assess my suitability for this position?
- What is the process going forward? When will candidates be notified of the result?
There are so many other smart questions candidates can ask in interviews that creating a definitive list would be impossible. The crux of the questioning should be to answer in a way that illustrates that you are the best person for the job.
If you found these tips helpful, feel free to share them with friends and others in your network who are looking for work.
