13 questions for an employer during an interview: ask, don’t be shy

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An interview is a dialogue, and asking questions to the employer is part of it. Moreover, the employer himself expects questions from you, because from them he also determines how competent the applicant is and whether he is serious.

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Don’t think of an interview as an exam with dry grades based on the results: you can prepare brilliantly and “pass” the technical part, but fail the questions for the employer at the interview, just like the job itself. But we will tell you 13 questions that you definitely need to ask your employer.

1

Who will I report directly to?

Find out basic information about the hierarchy within the department and company. This will make it easier for you to figure out which employee to contact if a particular problem arises. Let’s say that the work aspects of the internship and the assessment of your skills will fall on the shoulders of the mentor, but the final decision on hiring will be made by the head of the department. It may seem that it is too early to ask such questions to an employer, but it is better to understand at the interview stage how work works within the team.

8

What questions will be asked at the interview?

Of course, it is impossible to predict the course of the interview with 100% certainty. Different vacant positions require different approaches to candidates, and therefore different questions. In addition, the personal opinion of management also plays a significant role: for some, professional characteristics are more important, for others they do not compensate for the unsuitable personal factor.

Question: An applicant for the position of lawyer was tested during an interview - he conducted an examination of several contracts. The result did not satisfy the employer, and the applicant was not hired. Do I need to pay him for the work done? View answer

When conducting interviews, employers most often use one of two models that help quickly determine the sincerity of the applicant in his presentation of information:

1. "Cone" . The questions start with more general topics and then gradually become more specific and specific. An applicant with the stated experience will easily withstand such detail, and long pauses and unclear answers will show that the applicant has embellished his professionalism.
2. "Spiral" . At any point during the interview, the recruiter returns to topics already discussed and clarifies certain points. Sincerity can be judged by comparing the applicant's answers.

Is it possible to refuse a job if the candidate does not show up for an interview ?

Rhino method

Sometimes creative recruiters build an interview according to the “rhino” principle, breaking through the emotional defenses of the interlocutor with unexpected and unusual questions. In this case, they are not interested in the adequacy and correctness of the answer, but in the interlocutor’s first reaction to a non-standard question, the ability to get out of a difficult situation, sometimes even a sense of humor.

IMPORTANT! The form for an interview with a candidate for a vacancy from ConsultantPlus is available at the link

Don’t be scared or raise your eyebrows when you hear a question like “What is your inadequacy?” or “What breed of dog is your personality like?”

Try to answer without thinking for long: the main thing is to show that you accepted the proposed conditions.

"Stressful" questions

A separate interview method involves a special approach that unsettles a person. The purpose of this method is to test the applicant’s psychological stability, ability to withstand pressure, and behave correctly in difficult situations. Such interviews are not conducted by ordinary companies; they are often the ticket to your dream job.

During “stressful” interviews, applicants are asked to wait longer than usual, may be “accidentally” doused with water, given an uncomfortable chair, not greeted, and speak in a raised voice. The interlocutor is stunned by questions like: “Why did you leave your last job, were you incompetent?” “You have children, do you plan to take sick leave often?” “You don’t have children, so you don’t like taking responsibility?” “Not married, does that mean people don’t like you?”

Of course, manipulating self-esteem is an ethically ambiguous method, however, many believe that in business any means are good.

If this job is truly important to you, you need to remember that it is just a game and obey its rules. Don't "prepare" too much.

You should try to remain calm without changing your chosen line of behavior. Your answers should demonstrate your confidence and suitability for the position. To personal questions, even if they hurt you, it is better not to answer like: “This is no one’s business,” but to construct an answer in the style of “This will not interfere with my conscientious work.”

Everything will go as well as possible if you remember in time that the interviewer is not an ill-mannered boor, but a specialist in psychology who plays his role well.

What are the company's development plans for the next 5 years?

Yes, yes, not only an employer can ask “where do you see yourself in 5 years”: you can and should also be interested in the company’s prospects.

The company's plans may or may not match your development plans. In any case, it is worth understanding how much time you are willing to spend in the proposed position and why. If the answer is not clear, there are no plans for a 5-year horizon. Is the company designed for such a lifespan? Is this right for you?

Alexey Chashchegorov, senior programmer at Yandex

9

What questions should you prepare for?

It is difficult to invent too many ways to effectively achieve the same goal. That is why during an interview they most often ask a series of questions that are more or less similar in content. The candidate has the opportunity to think about the most advantageous answer in advance.

1. What can you tell us about yourself?

"Incorrect answer. A lengthy summary of the biography or, conversely, a short listing of the standard facts “born-studied-married.” "Correct answer. In the 2-3 minutes allotted for an answer, it is really impossible to tell about yourself in detail. The interviewer waits for the selection of facts the interlocutor will make: they are the ones who will say what is most significant for the applicant. It is better to focus on those points that indicate your benefit for working in this position.

2. Why should we hire you for this position?

"Incorrect answer. Formal listings of your experience and achievements. "Correct answer. Put aside false shyness and show your best side, choosing convincing arguments.

3. Why do you want to work with us?

"Incorrect answer. Standard phrases about career prospects, a reputable company, and interesting work. "Correct answer. The opportunity to effectively apply your qualifications, a strong team of professionals where you can hone your experience and bring the greatest benefit.

4. What are your weaknesses?

"Incorrect answer. Sprinkling ashes on your head, listing real shortcomings. "Correct answer. Make disadvantages a continuation of advantages, for example, “I’m not very good at relaxing.”

5. What are your strengths?

"Incorrect answer. Frank boasting or well-worn cliches like “executive, responsible, obligatory.” "Correct answer. Emphasizing specific properties that are significant for the position being sought. It is advisable to highlight with specific examples the achievements made thanks to these qualities.

6. Where do you see yourself in a few years?

"Incorrect answer. An attempt to avoid answering, since the applicant has no plans for the near future. "Correct answer. This question is how the interviewer judges your ambition. It is best to present a plan for your professional and personal growth.

7. What salary are you expecting?

"Incorrect answer. A vague answer indicating false modesty or ignorance of one’s worth. "Correct answer. It is better to name a price that is slightly (no more than 15-20%) higher than the one that suits you or that offered for similar positions. In this case, you can agree to a smaller amount if the company has benefits, social packages, bonuses, insurance and other positive financial aspects, which the employer will not hesitate to inform you about.

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How is the funding of a department or department structured?

Without understanding the sources of funding and plans, it is difficult to say what financial realities you will work in and how much you will be satisfied with it: unstable funding in a startup can give a good return on the value of your share of the startup shares later. Are you ready to wait?

Alexey Chashchegorov, senior programmer at Yandex

Also, be sure to check on what dates wages are paid, because this is not always the first day of the month. Find out whether there are delays, and if so, what they are often associated with.

10

What to ask a recruiter

Do you know why most companies ask you questions first?

If we proceed from the classical theory of sales, then we first need to find out the needs

and then give
a presentation
.

In the case of personnel selection, “Identification of needs”

- this is to understand whether the candidate is suitable, to identify his motives and values ​​in order to beautifully
present
the company.

In order not to be enchanted by the recruiter’s wonderful story and make the right choice, ask clarifying questions.

The first thing to clarify:

number of selection stages.

If the next meeting is with the immediate supervisor and the general director, then there will no longer be an opportunity to ask questions about working conditions.

We suggest dividing all questions about future work into 4 blocks:

1. Company
2. Functional
3. Working conditions
4. Feedback

The depth of the questions and the details that you can clarify depends on who you talk to - the director or HR.

Let's look at each point in detail:

Questions about the company.

Even if you have read about the company or visited the website, it is important to hear how the company is presented directly by its employee.

What to clarify:

How many years has the company been on the market, number of employees, organizational structure (who to report to, who is subordinate to), “working climate”.

If the recruiter is silent like a partisan, we leave questions for the next stage.

Based on the answers, try to understand the scale of the company, its stability and development prospects.

Questions about functionality.

The recruiter is unlikely to tell you about the tasks, however, ask questions about responsibilities at all stages of the interview.

Why:

Firstly, this will show your interest in working in the company, and secondly, you will understand the approximate scheme of interaction with other departments and services.

If you feel like the recruiter is starting to put pressure on you, ask:

— Why is the vacancy open? How long has it been open?

— How long did the previous employee work?

— How long has your future manager been working for the company?

Questions about conditions.

Now you can safely ask ALL the questions you are interested in:

• about graphics,
• registration,
• social guarantees,
• corporate “goodies” (mobile communications, voluntary medical insurance).

You can even decide on what days wages are paid, of course, if this is important to you;

If you are not ready to go to work next Monday, you have already purchased tickets to Bali, or you have a pregnant cat at home, because of which you cannot return home later than 17:00 - discuss all this with the recruiter.

It is better not to discuss such issues with your manager.

Be sure to ask questions about salaries!

Ask about regularity, delays, salaries and bonuses, and how bonuses are calculated.

It’s not a fact that they will sort everything out for you, but at least they will mark the boundaries and you will understand whether there is any point in further communication or not.

When discussing salary, remember:
“To get what you want, ask for a little more”
, by 10 percent...

When you have received answers to all your questions, do not forget about feedback!

Be sure to ask:

when and in what format you will receive information about the results of the interview. First of all, you need it.

Set a time

next call or meeting. Try not to let the interview end with the recruiter saying:

we will call you back next week.

Get a specific day and time.

Don't forget to check the phone number and name of the person you can call about the results.

If you receive an invitation to the second stage at the appointed time, congratulations!

This means it’s time to prepare for an interview with the Manager.

Prepare a presentation of your practical experience, as well as a list of questions about your job responsibilities.

Questions for the manager

The main thing you should clarify with your manager is your tasks

:

• How your manager sees your functionality. What tasks does he set for you?
• How will he evaluate the completion of tasks?
• What tasks will be on the probationary period? How will completion of the probationary period be assessed?
• What resources will you have at your disposal to complete your tasks? (staff, programs, training, mentor)

If a vacancy is open due to dismissal

employee - ask why the previous one failed.

This way you will understand the criteria for evaluating work performance and the rigor of management.

If this is the last stage of the interview, discuss the motivation conditions again:

Do not forget:

At the end of the meeting, always clarify the next steps - when and in what form you will receive information about the results of the meeting.

Just like after an interview with a recruiter, determine the specific

feedback day.

Remind yourself periodically and don’t leave everything to chance!

2

// Training and professional development

Think of your new job as the next step on your path to success. How will this position help achieve it?

11. Does the company have a mentoring/mentoring system?

12. What training programs are available to employees?

13. What opportunities for career growth and professional development are there?

14. Will I be able to represent the company at conferences?

15. Why is this position open? What problems did you have with the previous employee?

16. How did successful employees who previously held this position progress?

Create an image in your mind of a new employee

First of all, it is worth clearly representing the suitable candidate. Selection criteria must be described. Here, perhaps, it is worth deciding on your appearance, personal qualities, education, and work experience. Marital status and having your own car can also become an important factor in the issue of accepting an applicant for a vacant specialty.

The next step in preparing for a personal meeting is announcing an open vacancy at your company. They place advertisements, most often on Internet sites and in newspapers. Personal acquaintances and connections between you and your team can also be of great help.

The logical next step is the selection of “unsuitable” candidates. We are talking about “sorting” resumes. There is a certain percentage of people who want to find a job, guided by the same “what the hell is it, maybe you’ll get lucky.” If you set yourself the goal of finding a professional, you should not waste time interviewing candidates who are initially unsuitable for you.

And most importantly, before your meeting takes place, you should clearly understand the following:

• You are interested in a manager, leader and proactive curator or performer, a member of a team already formed by you or the team, the so-called missing link;
• What human and professional qualities should the candidate have;
• What tasks are set for the new employee;
• What goals will be achieved by the company if it receives a vacant position, etc.

You think through everything down to the smallest detail.

Conclusion

After reading the above materials, you may think that the process of interviewing candidates for a vacant position is an unreasonably long, painful and endless process.

In fact, it certainly requires your careful preparation and a competent process for carrying it out.

Be guided, first of all, by the fact that in the case of a professional approach to the interview, the enterprise team and the entire company as a whole will only benefit, and accordingly, profits will show consistently positive dynamics.

This means, in fact, “Personnel decides everything!”

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