Page 46 - 301 Best Questions to Ask on Your Interview, Second Edition

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

Also, stay away from marginal queries about competitors, other
positions that don’t relate to the position you’re interviewing for, or
current trends that have no bearing on the organization.

While asking about the interviewer’s individual experience at the
company is OK (see Chapter 2), try not to interrogate the interviewer
about his or her career history. It’s OK, for example, to ask specific
questions about what the interviewer likes best and least about work-
ing at the organization, but don’t go far beyond that. If the inter-
viewer chooses to share some in-depth information about his or her
career path or experiences at the organization, then feel free to ask
follow-up questions. Just keep them open-ended and don’t push it.

What Do Interviewers Want?

Key Traits Employers Use to Assess Fit

Thinking—can the candidate:
• Quickly and effectively solve challenging problems?
• Learn and apply new job-related information?
• Develop sophisticated long-term strategic responses?

Planning—can the candidate:
• Plan time and projects without missing any steps or

deadlines?
• Follow multiple rules exactly without exception?
• Act deliberately without analysis paralysis?
• Execute ruthlessly and with precision?

Interacting—can the candidate:
• Demonstrate effective leadership ability?
• Get along with others in a very close-knit working

environment?
• Effectively deal with customer demands on a regular

basis?
• Demonstrate genuine support and concern for the welfare

of others?

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