Jason Monastra

My life and thoughts out on the web

I have been commenting most recently on this article I was sent reference reasons why people do not get jobs.  The next listed reason is the No Questions reason, how people go into the interview and they have no questions to ask the potential employer.  I guess with this, as with others, seems like a common sense area however is overlooked constantly and is increasing brought up by employers as a point of contention.  Listen to what the article says:

“No, I don’t have any questions for you.”
Much like telling the interviewer that you don’t know anything about the company, saying you don’t have any questions to ask also signals a lack of interest. Perhaps the interviewer answered every question or concern you had about the position, but if you’re interested in a future with this employer, you can probably think of a few things to ask.
“Research the company before you show up,” Moran advises. “Understand the business strategy, goals and people. Having this type of knowledge will give you some questions to keep in your pocket if the conversation is not flowing naturally.”

I read this and wonder….who cannot have questions.  Most employers are set with their interview style and method, covering general questions that are asked in a meeting.  However, questions on strategy, career path, cultural environment and job challenges are hardly addressed as the norm.  The hiring manager will look for the candidate to ask and generate meaningful conversation on the subject, allowing them time to evaluate the interest level and intellectual property of the candidate.   Interest level is something people measure, however the “smarts” of someone are also tested and true during this part of the process.

If the hiring manager is a real good interviewer and you feel that he has covered most of your questions during the process, develop new ones during the interview.  Think about what he/she said and target key areas of interest for them, giving them more time to speak and an understanding of the role.  This will allow you detailed insight for follow up questions and to allow the conversation between you and he/she to be fluid.  One thing that most people do not like is what we like to call the “fire off approach”.  That is the method where someone asks a question, they get an answer and dead time ensues.  Then the process repeats itself.  This is sure fire way to not be invited back for a second meeting.

I also suggest that there are different questions for different people.  Do not empty your bag of tricks out with the first person.  Repeating yourself all the time will get redundant and if the interviewers collaborate afterwards they are sure to uncover that which makes you appear rehearsed.  Two thought provoking questions can provide enough conversation to take up the time given by most people for questions.  Think about them and if you can customize them to the position, that will be a suitable difference.  Preparation like with most of the other areas we discuss we will be the difference between you saying nothing or asking the questions that get you hired.