Page 65 - 301 Best Questions to Ask on Your Interview, Second Edition
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THE RULES OF THE GAME

       arrives for me to ask my questions. It might be most
       efficient to wait, and at the end of the process, if Google
       decides that I am someone they wish to hire, then I can
       ask my questions. . . .” By saying I had a lot of ques-
       tions, it positions me as astute and “smart” (smart peo-
       ple ask lots of questions), which is better than being a
       pushover and saying that you don’t have any questions.

           This accomplishes many things:

           1. It shows deference to the company process, which
       positions you in a humble position during the evaluation
       process (beginning of the process), before the negotia-
       tion starts. This is a good thing.

           2. It doesn’t allow the company to evaluate you based
       on what they perceive the quality of your questions are.
       In reality, a company should do a good job of explaining
       job scope and job details, and all those components as
       part of a sophisticated sales cycle with candidates (most
       companies don’t do this). That said, most interviewers
       will subjectively rate the quality of a candidate’s ques-
       tions as part of their evaluation, which isn’t a valid selec-
       tion criteria most of the time (if you have any question,
       you should be able to ask it).

           3. It sets the stage for a stronger negotiation position
       at the end. If the company says, “Yes, we want to hire
       you . . . ,” then you can say, “Would it be okay for me to
       ask my questions?” and everyone will remember that you
       deferred your questions to the end. This is important, as
       now it puts you (the candidate) in a stronger position of
       power during the negotiation because now you are ask-
       ing the questions, but they’ve already committed that
       they want to hire you. There is a subtle “turning of the
       tables” as the candidate begins to interview the com-
       pany. This can be used to an advantage in negotiation.

           As a recruiting guy on the company side, I want to
       query candidates for questions throughout the process
       as part of the pre-closing and objection handling pro-
       cess, so my ultimate offer-hire ratio stays super high,
       and I remain in the driver’s seat during negotiation.
       Many recruiters miss this.

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