Ask and you shall receive

[Badshah Mamun]

Ask and you shall receive

Make sure you have an intelligent question or two for the recruiter as things wind up.

You've worn your best suit, smiled and laughed in all the right places and given thoughtful, intelligent answers to a dozen questions on your job history, strengths and even your weaknesses. Job done, right? Wrong. There's still one more hurdle to pass before you nail that important job interview, dealing with the final query: "Have you got any questions for us?"

According to organisational psychologist and head of psychology with recruiter Randstad, Kellie Rigg, smart interviewees will use this opportunity to continue cementing their good impression by asking a couple of questions themselves. "It can demonstrate you've prepared and that you've got a genuine interest in the role," she says.

The senior career coach with Max Coaching, Jane Lowder, agrees that while it's well worth making the most of the opportunity to ask the interview panel your own questions, interviewees all too often miss the boat.

"In my experience a lot of interviewees are not prepared and say, 'Um, um, no'. It's not a good tactic at all," she says.

"One of the things interviewers are trying to uncover here is how well you've researched the role and the industry, so your questions should show you've done your homework. For example, if you're going for a job in fast-moving consumer goods marketing and you're aware they've just started pushing social media, then ask them what their strategy is for the next two years."

Of course, you don't want to leave it to the end of the interview to communicate what you're all about. "I advise people to prepare by sitting down and thinking through what their key skills are, what their unique selling point is and their career achievements,"

Rigg says. "You'll find many of the questions can then be adapted to get your key message across."

In a conversational-style interview, you may even be able to weave questions into the process, allowing you to fine tune your answers even further before your chance at the end of the session. But before going down this route, make sure you have tuned in to the style set of the interview.

"Allow time to see the vibe of the interview," says David Alssema, who runs interview skills courses for Paramount Training and Develop-ment."If they're having a conversation, then that allows you to do the same but if they're just firing off questions, they probably just want quick answers," he says.

Experts advise preparing your end-of-interview questions in advance and being mindful that in this situation, it's not a case of the more the merrier.

"Two or three questions are generally enough," Lowder says. "To some extent you are interviewing them but a lot of interviewers are uncomfortable with being asked a barrage of questions. You don't want them to feel they're being interrogated."

It's also important to make sure the questions you do ask are well thought out.

"There is a danger of a negative impact if you ask non-thoughtful questions - they could come across as a bit silly," Rigg says. "For example, if you asked about the key product lines of the organisation it would show that you haven't done your research."
Lowder advises a strategic approach to help you nail this final section of the interview.

"I'd ask one question where you get to show a strength," she says. "You might be looking for a strategic role offering a lot of autonomy and it hasn't been clear through the interview if this is part and parcel of the role. In this case you'd do well to say something like, 'One of my strengths is strategic planning and I thrive in an environment where I have the autonomy to implement decisions. Is that something you would value in this role?"'

Lowder also believes a little genuine enthusiasm never goes astray. "In graduate recruitment, employers are looking for ambitious go-getters, so it might be good to ask a question about career pathways," she says. "Another good question is to ask what are the top three things they'd like to see achieved in this role. Or, what are the top three strengths that would make you successful in this role."

Well-placed questions can also help ensure you leave the interview panel with the understanding that you're keen to come onboard.

"It shows you're not walking in without really caring about the outcome, because you've put time and effort into thinking about what you want to bring to a role, and what you want to get out of it," Lowder says.

Prepare for these posers

Planning can help you answer common interview questions.

What's your biggest weakness?

Never be afraid to show that you are aware of your shortcomings so long as you show an awareness and an ability to evolve to cater for the weakness. No one trusts candidates with no chinks in their armour.

Where do you see yourself in five years?

Recruiters are trying to gauge how much you have considered the future and how goal-focused you are. Demonstrate you are motivated and work towards goals but also flexible and open to change. Again, do your research so you can integrate key values of the company into your career plan.

Why are you leaving?

Discretion is key. Be honest and open but never criticise your current employer. A diplomatic description of "seeking new opportunities for growth" is more elegant than slamming the company paying your bills.

What do you have that other applicants don't?

This is a chance to present your strengths, which demonstrates self-awareness and self-esteem. Ensure your values and those of the company are a good fit or the relationship is doomed from the start.

What would you like to change about the way we do things?

Potentially tricky as you may not know how the company does things. If you're applying for an internal position show your motivation, tenacity and openness to change by pointing out your perception of areas that could improve. 

Source: http://content.mycareer.com.au/advice-research/interview/ask-and-receive.aspx