Interviews are a two way street so it’s important to be prepared and ready to ask questions when you meet your prospective employer. It’s a way for you to not only show interest for the role you are applying for, but also a great way to find out whether you actually want to work for a certain organisation or the manager you may end up reporting to.
Here are five questions you may want to consider asking the hiring manager who is conducting your next interview.
Question 1: What are the short and long term objectives of the organisation?
These objectives should be linked to the organisation's mission and vision statements and reflect the direction that company executives want their business to take. Knowing the direction an organisation is heading in, can help you decide if it meets your own career aspirations.
Question 2: What are the common traits of the top performers in the organisation?
This question will help you understand how close the organisation is to their staff and make a self-assessment by looking the required behaviours, activities or skills for the role. Can you relate to these activities? Do they match your skillset?
Question 3: How would you define the organisation’s culture in three to five words?
You will learn about the company, the manager’s point of view on the organisation and what he is looking for in people to fit the brief. It will help you assess whether the organisation represents a pleasant environment to work in.
Question 4: What should be my absolute focus to deliver significant results to the team and the company?
This question can often lead to valuable information that’s not in the job description.
The activities that are the focus for your manager and the company are the ones that are going to be influential in your role. You need to ask yourself whether these activities appeal to you and whether you have the right skills to meet expectations and be successful in the role.
Question 5: What do you do to motivate your team?
You will find out if formal and informal recognition programs exist which ultimately translate into the organisation’s culture. If they don't have such programs in place, is there a reason why? Some organisations believe that employees should only choose a job based on their engagement within the role they are applying for and do not rely on rewards and benefits to perform.
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