Page 131 - 301 Best Questions to Ask on Your Interview, Second Edition

I N TERV IEW THE I N TERV IEW ER

8-102
How much authority will I have in managing the department/team/
division?
Notice that the question presumes that you already have the assign-
ment. The issue of authority in the context of managing employees
is critical. The subtext is whether you will have authority to replace
employees or will be expected to live with the staff you inherit.

8-103
Are there any employees who have been disciplined, are on probation,
or have demonstrated significant personality difficulties?
This is a question for when at least some mutual interest has been
established. Your goal is to determine just what it is you’re getting
into and establish that you may be inheriting some real problems.
The more you can get the interviewer to help solve these problems
with you, and the more assuring you can be that you have what it
takes to solve the problems, the more assured you are of getting the
job. There are no more difficult problems than employee problems.
You can assume that the interviewer will be glad to put the problem
in your lap

8-104
Have you already identified staff that needs to be reassigned?
This question takes question 8-103 to the next level, moving from the
general to the specific. Your main goal is to have these “reassign-
ments” take place before you join the company. You don’t want your
fingerprints to be on staff reductions or terminations.

SIX BEST QUESTIONS ABOUT
CUSTOMER SERVICE

8-105
What is the company’s customer service philosophy?
Customer service is the mantra of most companies, and this high-
level question can open a conversation about customer service. If
you ask this question, make sure you have something valuable to say
about what you can deliver in this area.

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