Questions to ask the employer in a job interview
Ken Pelczarski | TLT Career Coach November 2016
30 strategies to help you walk away with as much information as you provide.
© Can Stock Photo Inc. / 4774344sean
HOW DO YOU MAKE THE MOST OF EACH and every job interview? It is not just a matter of selling yourself but is a two-way street where you also are obtaining as much information as possible from the employer to determine if it is the right opportunity.
What is the best way to obtain desired information? You can certainly learn a lot by researching the company and its management team through networking contacts, social media, articles and industry reports. The job interview, however, will likely be the biggest determining factor influencing your interest in the opportunity. There is tremendous value in first-hand information gained from individuals with whom you will be working.
Below is a list of 30 excellent questions to ask during a job interview, although there will probably not be enough time to ask everything in the first interview. You will likely not remember this entire list of questions anyway, and you can always ask more questions in subsequent interviews and follow-up conversations.
Plan to prioritize questions that (1.) are most important in determining your further interest in the opportunity and (2.) will help you understand better how you can sell yourself to the employer.
30 QUESTIONS TO ASK THE EMPLOYER
1. Why is the position open? It is usually good news when positions are open because of expansion, retirement or promotion. This is frequently a sign of company growth, employee longevity and/or the employer taking care of its employees. If the position is open due to termination or voluntary departure, learn reasons behind it. The employer should be transparent and offer a credible explanation that will reassure you about joining the organization.
2. How long have you been searching to fill the position? If the position has been open for three to six months or longer, ask about difficulties the company has experienced in filling the job. Logical explanations include (1.) not actively searching until recently, (2.) the position is highly specialized, (3.) substandard compensation, (4.) the company has a questionable reputation, (5.) offers having been rejected and (6.) the employer is setting standards too high. Find out where candidates have been falling short. Evaluate if there are systemic problems with management decision making or if the hiring process needs improvement.
3. Where does the position fit into the organizational structure? Understanding company hierarchy will tell you where you can grow in the organization. Learn how key decisions are made and if the company has too many layers of management or is well balanced.
4. What is a typical week in this role? The main objective with this question is to learn what percentage of your time will be spent on various tasks. Depending upon whether the position is in a sales, marketing, operations, laboratory or executive management function, find out approximately how much time is spent weekly (1.) in meetings, (2.) with hands-on versus administrative responsibilities, (3.) with routine versus complex duties, (4.) developing and maintaining customer relationships, (5.) problem solving, (6.) managing projects, (7.) hiring and training, (8.) planning strategies and (9.) managing profit/loss. Learn with whom you will be interacting on a regular basis. Clarify the level of overnight travel.
5. What are the main objectives in the position during the first year? An excellent question to ask the employer is, “What is the one thing above all that you want me to accomplish during my first year of employment?” The employer may describe objectives such as improving customer satisfaction, increasing sales and/or profitability, solving a specific problem, enhancing company image or developing a new product. Make sure the employer’s goals are realistic and are ones that you would like to sink your teeth into.
6. What are the biggest challenges in the role? The employer’s description of challenges within the role is important to evaluate. Are they typical challenges and ones you can tackle successfully, or will the position involve thankless tasks or an uphill battle because of the negative performance of the predecessor in this role?
7. How will my performance be measured? Regular mutual feedback can be critical to consistent strong individual performance and to understanding and meeting each other’s expectations. Ask about frequency and content of performance reviews and if reviews include the chance for both parties to provide feedback to each other.
8. How do you expect this position to change and grow over the next few years? Ask if the company expects you to be in the same role three to five years from now. Find out where individuals have moved from this role in the past, and how you can grow into new responsibilities within the same role. Ask about the company’s internal promotion policy, including to what degree current employees are given preference over external candidates.
9. What individual attributes and skill sets are most important to be successful in the role? Attempt to learn early in the interview the traits and skills that are most important to the employer. Once you learn what the employer desires, you will know exactly what you need to prove during the interview.
10. What is the company’s culture and management style? This point should be discussed openly and honestly in the interview because factors that determine the long-term fit between a company and an individual are primarily (1.) the individual’s ability to do the job, (2.) the individual’s motivation to do the job and (3.) the company’s culture and management style. Emphasize that you are looking for a company culture in which you can thrive. Try to gather if the company environment and management style is old school, progressive, micromanaging, intimidating, supportive, transparent, participative, team oriented, bureaucratic and/or bottom-line focused.
11. How do you see me fitting into the company culture? After discussion about the company culture, you may think you fit well and will be highly successful with this employer. Find out if the employer views the cultural fit the same as you do. If the employer views the fit differently, you should immediately explain the reasons you believe you are an excellent fit.
12. How does the company promote employee morale and unity? A company with employees who get along well and work together toward common goals will usually be more successful than a company with questionable morale and employees who work on tasks without a common purpose. Ask the employer how they ensure all employees are aware of and in agreement with company goals. Are there frequent departmental or company-wide meetings in which all employees can have input into key decisions? Do employees often work on projects in teams? Is the work environment set up so it is easy for employees to interact? Are there company-sponsored social events where all employees are encouraged to attend? Does the company encourage friendly competition where individuals or teams can win awards?
13. Does the company have a mission statement? A mission statement can tell a lot about a company and its top management. Although company culture will generally affect your outlook on the company more that its mission statement, the concept is similar. Look closely at the mission statement to ascertain if your career purpose and goals are in line with that of the employer.
14. What is the structure and length of the orientation program? The training and orientation provided by an employer is a big factor in determining future success of a new employee. Ask the employer if there is a formal program that is used consistently for all new employees in similar functions. Learn enough about the training program to determine if you would be up to speed quickly to function independently and successfully.
15. What has been the average length of employment for employees in similar roles? Ask the employer how turnover rate compares to the industry as a whole. In addition, ask about the history of the position for which you are interviewing, including how many individuals have been in the role over the past 10 years. Learn the reasons why employees in similar roles have departed the company in past years. This should give you a feel for how happy you will be in the position.
16. How has the company performed against competition over the past five to 10 years? A good way to judge a company’s success is to stack it up against competition. Ask about specific product, market and business segment rankings for the company versus competition. Find out if the company is an industry leader in revenue, profitability and/or product innovation. Obtain information about encouraging trends in recent years to verify that the company is going in a positive direction.
17. What are the company’s strengths? Give the employer an opportunity to promote the company and tell you why it is successful. Focus on what attributes give the company its competitive edge. You should expect to hear about strengths such as (1.) hiring top performers, (2.) taking care of employees, (3.) having great products, (4.) being an innovation leader, (5.) having low turnover and (6.) being responsive to customers. Learn from the employer how and why these have become company strengths.
18. Where is the company weak or looking to improve? You would hope to hear that the company is always looking to innovate and become more successful and is constantly implementing programs to improve/upgrade products, processes, quality, information systems, operations, employee talent and compensation methods. Ask the employer to be specific about a current program or two.
19. How would you best describe your company’s reputation in its field? A company’s reputation is a strong predictor of future growth and success since a positive image is likely to result in attracting the best employees and securing new customers. Ask the employer about the company’s image and brand. Question the employer about the first thing an industry professional is likely to say when asked about the company.
20. What are the company’s goals for the next three to five years? If the company has had recent success, ask about plans to build on that success with new goals. Is the company looking to expand into new products, services or locations? Is the company looking to grow internally and/or through acquisitions? If the company has struggled in recent years, it is crucial to learn if it has aggressive but realistic goals in place to turn things around. It may not be easy, but try to learn if the company has plans for management or ownership changes.
21. What is the company’s business plan to achieve its goals? A company may have broad capabilities, strengths and aggressive goals, but unless it has a solid and feasible business plan in place, it is unlikely to achieve its goals. Ask about highlights of the business plan, who has been involved in formulating the plan and how often the plan is reviewed and modified. If the company has had recent struggles, focus on what the company will be doing differently in the future to increase revenue and profitability.
22. Does the company support STLE and technical society participation? If a company encourages and supports involvement in technical societies such as STLE, it opens up a wide range of networking, idea exchange, new learning and formal education possibilities for its employees. Volunteer efforts and technical presentations provide great visibility for both employee and employer. Find out to what degree the employer will offer financial support and time off for attending conferences and local section meetings as well as for volunteer efforts and giving presentations.
23. What kind of learning and education programs does the company support? Investing in new learning for employees provides benefit to both the individual and company. Question the employer about what types of education programs are mandatory and what types are encouraged as well as if all education programs are financially supported by the company. Ask about college/university classes, STLE education courses and webinars, industry seminars and technical presentations. Find out if there is a formal tuition reimbursement policy.
24. What are the main reasons for somebody to join your organization? Ask the employer about the most appealing aspects of working for the company. Pin the employer down about the main reasons you should work for this company versus a competitor. You can then examine if this is the type of employer that meshes well with your career goals.
25. What is the company’s philosophy on salaries and overall compensation? Make it clear you are not asking specifically what the company will be offering you in salary but are looking to learn where the company tries to be on the pay scale relative to the industry (e.g. 30th, 50th or 90th percentile). Does the company attempt to attract top performers with top pay? Are there merit increases for top performers? Are there incentives to aim for such as bonuses, commissions, perks and awards?
26. Am I lacking any key qualifications to perform this job at a high level? Learn how well you have presented your qualifications in your resume and the interview by asking the employer what they see lacking in your skill set to perform the job successfully. Identify specific concerns so you are able to effectively make a strong case for your capabilities and alleviate any concerns.
27. Where do I stand compared to other candidates? The purpose of this question is to confirm that you are a frontrunner candidate and then to stress your continued interest in the company. You may not obtain a true ranking of where you stand as a candidate since there are likely multiple members of the interview team that first need to review candidates. Try to at least make sure that you are being strongly considered for the position.
28. Can you put me to the test so I can prove that I am the best candidate for the job? Ask if the employer can put your qualifications to the test, particularly if (1.) they are not 100% convinced of your capabilities, (2.) you are not the clear frontrunner candidate and/or (3.) there is a hiring delay situation that you would like to expedite. Offer to write a marketing/business plan, work on a technical project, solve a real-life or hypothetical problem or work as a consultant before being hired for a permanent role.
29. What is the next step in the interview process? The main goals with this question are to obtain a scheduling commitment from the employer and to begin preparation for next interview steps. Ask about (1.) next steps in the process, (2.) when the next step will take place, (3.) additional onsite interviews, (4.) with whom you will be meeting, (5.) the next interview agenda, (6.) any required presentations and (7.) when references will be checked.
30. How soon do you plan to make a decision? Timing can be crucial in your job search, especially if you are pursuing multiple opportunities simultaneously. Find out when the employer plans to be in contact with you next as well as when they are planning to make a final decision. Learning the employer’s timing is important so you can inform them if a hiring decision delay is an issue for you.
It can be highly beneficial to ask every interview team member the same questions in order to look at their responses for (1.) consistency, (2.) a consensus, (3.) multiple viewpoints and (4.) common vision and goals. You will see if management team members are generally on the same page regarding their views of the company and what kind of individual they should hire. You also should be able to identify supporters and potential detractors regarding you as a job candidate.
Asking insightful questions will not only help you obtain critical information, but employers will evaluate you by the questions you ask. In the end, putting as much important information out on the table as possible will increase the chances of long-term employment.
Remember to ask a lot of questions in your next job interview. You will learn a great deal about the company and position, and will likely make an intelligent career decision based on a wealth of information.
Ken Pelczarski is owner and founder of Pelichem Associates, a Chicago-based search firm established in 1985 and specializing in the lubricants industry. You can reach Ken at (630) 960-1940 or at pelichem@aol.com.