Interviewing the Interviewer
Being in my penultimate year of uni, I've recently been looking a little longer at graduate positions available, companies, and which areas I would seriously like to go into. Because of my underwhelming performance during my undergrad years, I didn't investigate these things too hard because I knew my GPA wasn't high enough to get me where I wanted.
So here's an interesting post from the UQ CareerHub that I'm going to post below, because it's inaccessible unless you have a UQ login. The post is called "Interviewing the Interviewer".
A few criticisms before I start the post:
Having made those criticisms though, I think it's a good post, and good questions to have at the ready for my next interview.
An interview is a two-way street. It's not only important for the interviewer to learn if you fit them, but you need to find out if the company fits you. You also need to know if there are potential problems lurking behind the scenes. Most job seekers go to an interview prepared with questions, but not the ones which will ferret out the type of information they need to know before they begin working there.
Below are a few questions that should always be asked when going for positions outside of graduate recruitment programs. Not only will they help you to ascertain if the job for which you are interviewing meets the criterion of your perfect job, but the answers, when put together, will give you a fairly accurate picture of what's going on behind the interview.
These are informational questions, not challenges. It is not your intention to come across in a confrontational manner. Be genuinely interested in the answer, because you're gaining valuable information that has to do with your future. Match what you've learned with what you are looking for.
Additionally, pay attention to the interviewer's body language and facial expressions. Is he relaxed? Does he fill in some of the spaces? Does he speak to you - or at you? These, too, are valuable cues, and you'll need to piece them together with the verbal information you received.
1. What priorities will need to be addressed immediately?
A job title alone tells you nothing. The job description won't reveal much either, except whether or not you're capable of doing what's required functionally on a daily basis. For the same reason that you put your accomplishments on your resume - and not just the job description - here, too, you want to get a sense of the individuality of this job in this company.
2. How long was the previous person here?
If that person was there an oddly short time, you also want to know how long the person before that was there. And if the duration of each was less than two or three years, you’d be wise to ask under what circumstances they each left.If the job is in disarray, and the last two people were there a short period of time and were fired, you don't need to ask any other questions. Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done - regardless of if the stated time frame sounded realistic or not.
3. Tell me about your management style. How do you bring out the best in your employees?
Is he a micro manager? Is he an information hound that must be kept informed? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk? Obviously he's not going to come right out and tell you he's a micro manager. Instead he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.
You'll find that the person will be fairly straightforward in sharing their management style with you. What you want to pay attention to is how they word it. It’s as important for you to ensure the company meets your needs as it is for the company to know if you meet theirs. Far too many job seekers don’t realize they’re stepping into a black hole until they’ve already started to fall. The result of this is usually staying, because it’s easier than having to go through the whole job finding process again (after all, at least it’s something).
4. What types of people tend to excel here?
Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? This tells you about the pervasive culture in the company or department. Generally speaking, companies - or departments - tend to be made up of similar types of people that are in harmony with the company culture and philosophy. An entrepreneurial person may not function well in a team environment. People who are accustomed to thinking for themselves will find themselves chafing in a company that has a more dictatorial style.
Those who perform better when they're told what to do will be adrift in a company that requires its employees to think for themselves.
5. What is your ideal employee for this position?
The purpose of this question isn’t for you to measure if they like you. The purpose is for you to see how closely you match what they want, and to use that as a gauge of how realistic it is for you to continue pursuing the job, even if the other answers appear both positive and promising. If you hear aspects of yourself that you haven’t touched on, this is the perfect opportunity to provide examples and underline why, based on what the interviewer just said, you are that ideal employee.
On the other hand, the company has no reason to lie to you. If you hear a few traits mentioned that don’t resonate with you, there’s no need to blurt that out or try to overcome it. But if you find yourself shrinking, don’t try to quiet the voice of unease and doubt. Recognize it for what it is – a sign you should leave this opportunity to someone else – and when the interview is done, politely remove yourself from consideration.
6. How long have you been here? Why do you stay?
The answer will give you an indication as to the health of the department or company. It will also give you additional insight into your potential boss, his management style, and what type of people excel there.
Again, these are informational questions, not challenges. Be genuinely interested in the answer, because you're gaining valuable information that has to do with your future. Match what you’ve learned with what you are looking for, which helps stave off desperation.
Because when you need a job…any job…you become immune to inconsistencies in information and internal warning signs such as lack of enthusiasm, knots or flutters in your stomach, or false assurance. Your perfect job might land in your lap by grace and good fortune. But more likely, you'll need to look for it. It's there - but to recognize it, you'll need to know what it doesn't look like, as well as what it does.
So here's an interesting post from the UQ CareerHub that I'm going to post below, because it's inaccessible unless you have a UQ login. The post is called "Interviewing the Interviewer".
A few criticisms before I start the post:
- I don't like how they refer to the interviewer in the masculine. This is a pet peeve of mine that I come across time and time again. There's no reason why these things can't be written in gender neutral tones.
For example:
Additionally, pay attention to the interviewer's body language and facial expressions. Is he relaxed? Does he fill in some of the spaces?
could easily be reworded to say
Additionally, pay attention to the interviewer's body language and facial expressions. Are they relaxed? Do they fill in some of the spaces? - I'm not 100% keen on Q's 2, 5 and 6 of the post. They just don't sit well with me, although I can definitely see how having the answers to those questions would provide important insights into the company. But I'll explain why I'm not so keen on the questions.
Q2 feels a little invasive. Maybe a question that would suit an interviewee with a little more power in the interview (or more "hand" as I like to put it - short form of "having the upper hand"), and not someone who is in heavy competition to get the job. Asking a question like that I can imagine would put the interviewer on their guard and could perhaps make the interview less comfortable.
Q5 sounds like a pandering question, so I can then give the sales pitch on how I can fulfil their ideals (which isn't really my interview style). However, this could work perfectly well for someone with a penchant for sales.
Q6 (like Q2) is a bit confronting for my taste. Rather than asking "what keeps them there?", I'd rather ask "how does the company continue to motivate them?"
Having made those criticisms though, I think it's a good post, and good questions to have at the ready for my next interview.
Interviewing the Interviewer
An interview is a two-way street. It's not only important for the interviewer to learn if you fit them, but you need to find out if the company fits you. You also need to know if there are potential problems lurking behind the scenes. Most job seekers go to an interview prepared with questions, but not the ones which will ferret out the type of information they need to know before they begin working there.
Below are a few questions that should always be asked when going for positions outside of graduate recruitment programs. Not only will they help you to ascertain if the job for which you are interviewing meets the criterion of your perfect job, but the answers, when put together, will give you a fairly accurate picture of what's going on behind the interview.
These are informational questions, not challenges. It is not your intention to come across in a confrontational manner. Be genuinely interested in the answer, because you're gaining valuable information that has to do with your future. Match what you've learned with what you are looking for.
Additionally, pay attention to the interviewer's body language and facial expressions. Is he relaxed? Does he fill in some of the spaces? Does he speak to you - or at you? These, too, are valuable cues, and you'll need to piece them together with the verbal information you received.
1. What priorities will need to be addressed immediately?
A job title alone tells you nothing. The job description won't reveal much either, except whether or not you're capable of doing what's required functionally on a daily basis. For the same reason that you put your accomplishments on your resume - and not just the job description - here, too, you want to get a sense of the individuality of this job in this company.
2. How long was the previous person here?
If that person was there an oddly short time, you also want to know how long the person before that was there. And if the duration of each was less than two or three years, you’d be wise to ask under what circumstances they each left.If the job is in disarray, and the last two people were there a short period of time and were fired, you don't need to ask any other questions. Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done - regardless of if the stated time frame sounded realistic or not.
3. Tell me about your management style. How do you bring out the best in your employees?
Is he a micro manager? Is he an information hound that must be kept informed? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk? Obviously he's not going to come right out and tell you he's a micro manager. Instead he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.
You'll find that the person will be fairly straightforward in sharing their management style with you. What you want to pay attention to is how they word it. It’s as important for you to ensure the company meets your needs as it is for the company to know if you meet theirs. Far too many job seekers don’t realize they’re stepping into a black hole until they’ve already started to fall. The result of this is usually staying, because it’s easier than having to go through the whole job finding process again (after all, at least it’s something).
4. What types of people tend to excel here?
Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? This tells you about the pervasive culture in the company or department. Generally speaking, companies - or departments - tend to be made up of similar types of people that are in harmony with the company culture and philosophy. An entrepreneurial person may not function well in a team environment. People who are accustomed to thinking for themselves will find themselves chafing in a company that has a more dictatorial style.
Those who perform better when they're told what to do will be adrift in a company that requires its employees to think for themselves.
5. What is your ideal employee for this position?
The purpose of this question isn’t for you to measure if they like you. The purpose is for you to see how closely you match what they want, and to use that as a gauge of how realistic it is for you to continue pursuing the job, even if the other answers appear both positive and promising. If you hear aspects of yourself that you haven’t touched on, this is the perfect opportunity to provide examples and underline why, based on what the interviewer just said, you are that ideal employee.
On the other hand, the company has no reason to lie to you. If you hear a few traits mentioned that don’t resonate with you, there’s no need to blurt that out or try to overcome it. But if you find yourself shrinking, don’t try to quiet the voice of unease and doubt. Recognize it for what it is – a sign you should leave this opportunity to someone else – and when the interview is done, politely remove yourself from consideration.
6. How long have you been here? Why do you stay?
The answer will give you an indication as to the health of the department or company. It will also give you additional insight into your potential boss, his management style, and what type of people excel there.
Again, these are informational questions, not challenges. Be genuinely interested in the answer, because you're gaining valuable information that has to do with your future. Match what you’ve learned with what you are looking for, which helps stave off desperation.
Because when you need a job…any job…you become immune to inconsistencies in information and internal warning signs such as lack of enthusiasm, knots or flutters in your stomach, or false assurance. Your perfect job might land in your lap by grace and good fortune. But more likely, you'll need to look for it. It's there - but to recognize it, you'll need to know what it doesn't look like, as well as what it does.
Labels: graduate, interview tips, interviews, jobs
posted by dee | 6:09 pm
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