Page 38 - 301 Best Questions to Ask on Your Interview, Second Edition

W H Y YOU H AV E TO QU E ST ION

stantial level of interest in you. For example, if the company wants
you to come back for a second (or third) interview. Of course, if the
interviewer starts using inclusive language, you know that you are
on safe ground and that an offer is in the cards.

6. Ask Questions the Interviewer Can Answer

Want to make interviewers defensive and uncomfortable? Ask them
questions they don’t know the answer to or can’t answer because of
confidentiality.

“Remember that although I do expect you to ask me some relevant
questions, this isn’t a game show,” says Sonja Parker, vice president
of Integrated Design, Inc., in Ann Arbor, Michigan. “There isn’t a
prize for stumping me or asking the cleverest question. Just show me
that you’ve given this opportunity some thought.”

As you formulate a question, think carefully about the content
you are looking for as well as the person to whom you are addressing
the question. In any case, avoid questions that reasonably intelligent
people may not be expected to know. If the interviewer is asking you
questions that you don’t know the answer to, it may be tempting to
try to stump the interviewer. Bad move. You may win the battle, but
you will assuredly lose the war. Questions like this can’t be expected
to endear you to the interviewer:

CANDIDATE: Congress is considering an increase in the minimum
wage. If it passes, do you believe that the microeconomic impacts
of the minimum wage will be offset by the macroeconomic effects
driven by the last round of cuts to the Federal Reserve discount
rate?

INTERVIEWER: Huh?

Far from making you look smart, a question like this sets you up as
an oddball. Even if you got a well-reasoned response to this ques-
tion, of what possible use could it be to you as you evaluate the posi-
tion? Let go of any competitiveness or urge to show off.

At all times, know to whom you are talking. Asking a hiring man-
ager detailed questions about medical insurance options is not use-
ful. Nor is asking the human resources interviewer questions about

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