Page 194 - 301 Best Questions to Ask on Your Interview, Second Edition

QUESTIONS FOR SUPERSTARS

If these practices are important to you, by all means ask. Just make
sure you ask such questions after the interviewer has indicated an
interest in hiring you. At this point, such questions are less about the
benefits themselves and more about the company’s commitment to
providing amenities for its top contributors.

13-9
When top performers leave the company, why do they leave and where
do they usually go?
This is tough for interviewers to answer because they don’t want to
give you names of other employers to consider. But if they are con-
fident in their case, they will. Ideally, you should already know the
answer to this question.

13-10
When was the last significant layoff? What criteria were used to select
those who stayed? What packages were offered to those who were
let go?
Layoffs are a fact of life even in the most stable companies. It’s fair
game to talk about the company’s management of layoffs.

13-11
Does the company have a program to significantly reward individuals
who develop patents or great products? Is there a program to help indi-
viduals start their own firms or subsidiary? Will I be required to sign
noncompete agreements?
You plan to generate great intellectual property for the company. It’s
fair to know how those assets will be managed.

THE JOB AND THE DEPARTMENT

13-12
How many approvals would it take (and how long) to get a new $110,000
project idea of mine approved? What percentage of employee-initiated
projects in this job were approved last year?
Ask for examples. If you want to be part of a nimble organization,
this is a great way to ask.

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