A popular book on the market urges applicants to get the answers to these questions from managers during interviews, and before signing on with an employer. Are your managers ready with responses?
The book is called “201 Best Questions to Ask on Your Interview,” by John Kador. Here are the key ones managers should be prepared for. Or maybe they should be ready to take the initiative and answer them before they’re asked:
Could you explain the company’s organizational structure? In other words, how do the pieces fit? Who reports to whom, and why?
What’s the company’s plan for the near future, and how does your department fit into it. The applicant wants to know what the opportunities are to be a “player” in the company.
Will you be expanding or bringing on new products or new services? Again, the applicant is looking for growth opportunities, and the hiring manager should be ready to describe them.
What are your worst problems? Applicants aren’t buying the idea that everything’s perfect, and they don’t mind hearing about problems — and how you’re working to solve them.
What major skills and abilities will I need to succeed in this job? This is a great filtering question, and presents an opportunity to provide a no-nonsense picture of what you expect.
What attracted you to working for this organization? Not exactly a new question, but still a good one. If the manager can’t explain what’s attractive about the employer, then don’t expect the applicant to be impressed.
How will my responsibilities and performance be measured? By whom? In other words, “How will I know how I’m doing? And what should I be doing?”
What are the day-to-day responsibilities I’ll be assigned? Walk the applicant through a day on the job. If there’s no “typical” day, say so.
