Job candidates often get so caught up in preparing themselves for the questions that they will be asked during a job interview that they forget something important: questions to ask the interviewer. During or at the end of the interview, job candidates will often be asked for questions for the interviewer.
This is your chance to ask genuine questions that you have about the work, company, and/or the vacancy that you have applied for. It is inappropriate for job candidates to use this opportunity to ask questions that sell yourself for the job. Emphasize on making yourself appeal to them rather than marketing yourself.
So, when the interviewers ask what questions you have for them, use the opportunity to tell them what you are genuinely wondering about the vacancy and/or the company. Think of the interview as a meeting, and if they are interested in you, they want you to learn about them as well.
Asking genuine questions demonstrates that you are serious about your career. Asking questions amid a prospective employee meeting can enable you to decide if the organization is an ideal choice for you. It is critical to understand what fitting questions should be asked.
There are a few basic rules when it comes to questions to ask in an interview:
- “No, I have no questions,” is a big NO! NO! This makes you look incompetent and uninterested
- Ask a question around something what you have researched about the organization – this will impress the interviewer as it shows that you are well prepared
- Think and write down at least three questions related to the organization and/or the job before the interview
Here’s a list of questions we have prepared that you can ask your employer during any job interview:
What are the common attributes of your top employers?
What do you think about making this organization successful?
What is the biggest challenge the company is facing currently?
What are a few things that really drive results for the company?
Can you please elaborate day-to-day responsibilities about the job?
How would you describe your model job candidate for this position?
How would you describe how decision-making is done in this organization?
How would you promote professional growth to your newly hires employees?
Employers who have been in this position previously, what differentiated the ones who were good from the ones who were really great?