The One Question You MUST Ask The Interviewer

The following post is courtesy of the Recruiting Blogswap :

From: Peggy McKee

 

Don't get me wrong...there are many questions you must ask the interviewer in order to land the job. Questions of your own to ask in the interview demonstrates your intelligence, drive, enthusiasm, and preparation for the job. It turns the interview into a conversation between professionals, putting you in a better psychological position, interview-wise.

You'll also find out if you really want to work there. You'll find out, for instance, if the environment is a good fit, if you can work with this manager, and if it's a place where you can advance your career.

But...

What's the one question you can't afford to forget? It's the one question that can make or break your interview.

It's "What are you looking for?"

Or you could ask it in a different way: "Can you describe your top performer in this role? What are his or her characteristics?"

Why would you ask this question? Because it sets up the interview...tone, structure, focus, etc. Maybe you think it's obvious from the job description, or otherwise self-explanatory.

By asking this question, you're going to get at the heart of what the employer's looking for, and it's going to give you major guidance for how to formulate the rest of your answers--especially if you're asked any behavioral event interview questions. You can choose the stories that are going to really tilt the interview in your favor.

Hiring managers are going to have a "formula" in their heads for what makes a great employee. It will vary depending on the industry, the individual company, and the products or services they sell. If you can uncover what that formula is, then you have a much better shot at showing the hiring manager why you fit.

The interview is pretty precious real estate in your job search. You don't want to waste time addressing what you THINK the employer wants. Just ask. Make every minute count, and make every answer give the hiring manager one more reason to offer you the job.


Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

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Comments

[ClaudineRenee]

I agree. After they answer, follow-up with how you match some of the criteria they disclose. And if you don't match it? Be honest and let them know you might not be a good fit.

[twitter.com/theresumechick]

Great points here. :-) It only seems natural to ask the question, since you have made it that far already. At least you will know what expectations the prospective employer has and if you are ready to deliver.

Karen, The Resume Chick (on Google or Twitter if you need me)

[Steve Levy]

I disagree...

Most of the recruiting world will answer with worthless pablum such as "We're looking for a self-starter with great communication skills..."

Blah, blech, blah!

Even in the alternate form the question is not the ONE question: There are always people with "success" characteristics who cannot solve problems.

But when you ask the question, "What are the most critical problems that I will be asked to solve when I start?" several things will happen.

One, if the recruiter doesn't know, you're in the catbird seat. In this case you're speaking with someone who at best will offer some qualitative assessment of you as a "fit" (funny how recruiters can assess fit without knowledge of the "what for") or even more perversely, with someone who has ESP like qualities that help them assess. You have to hammer them on the problems and ask to speak with the hiring manager.

Two, when you ask this of the hiring manager, you take all the fuzzy, touchy feely pressure off the hiring manager - and leave them free to speak with you about the real job. This approach minimizes preconceived biases and idiotsynchracies which puts the ball firmly in your court.

Problems first, everything else second...

[MaestroCG]

Philosophically I agree with the question, but I think there are even smarter, more strategic ways to ask it. For example:

"I see you're looking for someone to solve x, y and z -- and I'm prepared to do that, even before Day 1. What other skills or competencies matter most to you?"

This approach will work, of course, only if the candidate takes to heart what is shared, and feeds it back to the interviewers. I don't mean regurgitate, but make it clear that the candidate understands the recruiter's needs. One must never assume, or leave it to the interviewer to connect the dots.

I think an even more important question, following on the what-are-you-looking-for inquiry is, "What's it like to work here?" I love the honesty of people's responses. I interviewed an IT guy for an article years ago, who asked that question during interviews with two different companies. Both times, the response was along the lines of, "People don't really like it here, and they tend not to stay long." Wow. He wisely walked away from both places.

As with the first question, the key is to listen to and heed what you hear!