| As a recruiter, I am always impressed by candidates | | | | When do you expect to make a decision? |
| who have questions of their own to ask-and I | | | | Do you have any reason why you would not consider |
| consistently receive feedback from hiring managers all | | | | moving me forward during the (hiring) process? |
| over the country who feel the same way. The | | | | Are there any other folks who will be interviewing me |
| candidate who's asked, "So, do you have any | | | | later? |
| questions?" at the end of the interview better come up | | | | What's a typical day like? |
| with something. One who answers, "No, I don't think | | | | What stops most employees from being successful? |
| so," is going to get a big negative mark against them in | | | | Are there any more questions you have for me? |
| the hiring decision. | | | | Do you see how my past experience translates well |
| Companies want candidates who have critical thinking | | | | for this position? |
| skills, as well as candidates who are knowledgeable | | | | Questions for sales jobs: |
| and interested in the job. The questions you ask | | | | Which product line of yours is your lead line? (i.e. the |
| demonstrate these things. Not having questions of your | | | | one that everyone should buy) |
| own to ask sets you up as a candidate who's passive, | | | | Which product line should they probably not buy? |
| won't work very hard, and isn't all that interested in the | | | | How does the travel program work? |
| job-even if you are. | | | | The more research you do on the company and the |
| General Questions: | | | | job before your interview, the easier it will be to come |
| What you are looking for in a candidate? | | | | up with questions to ask. Naturally, your questions will |
| What qualities did the last person you hired have? | | | | be more detailed and they will show that you have |
| Why is this position open? | | | | done your homework, and that's a very impressive |
| What was it that you think kept that person from | | | | quality in a candidate. You'll come across as a hard |
| being successful? | | | | worker who's also creative, insightful, and engaged. |
| What are the tasks in this job that will make someone | | | | The questions you ask will allow you to "get inside the |
| in this position successful? | | | | hiring manager's head," so that you can tell what |
| How do I rank among the other candidates? | | | | they're really looking for, and what they want to hear, |
| Can you tell me about the company's culture/mission | | | | so that you'll have a more successful interview. |
| philosophy? | | | | Your questions also do the critical job of uncovering |
| What do you like best about working for this | | | | any issues the hiring manager might have with you, so |
| company? | | | | that you can correct any problems before you leave. |
| What are the next steps? | | | | |