The Interview Final Question....

[TSSDNCOP]

Do you have any questions for me?

I have an interview on Monday so have been turning over options in my mind.

My current favourites are what do you think will make me a success in this role and how do you think my qualities will positively impact the team.

But what if these have already been covered? Gah!!!!

I need more. Hit me!!

Is there any reason why you wouldn't offer me the position?

Why do you like working here?

Both zingers Pixie, have you used them?

Have just applied for a job at the next grade at my workplace so have been mulling this over. I plan to ask what the panel consider to be the significant changes to think about for the next year. I know there are going to be some changes at our workplace, I just don’t know what the priorities will be or if I am aware of everything.

Exactly! I wonder if the interviewer will know?

What do you find most challenging about the role?

What sort of candidate are you looking for? It will help you determine if you are close to what they want

I'm creating a list here. I plan on asking 2 but like I say, I need options in case they're already covered.

Worst case I can always say I have a list including xyz and I'm pleased we have already covered those.

Is it ok to end on a firm handshake and I look forward to hearing from you soon? Is that too cocky? I once ended by saying "can I stress again how much I'd like this job?" And got it!!

Cocky fucker

What’s the culture like here?
How is this roles success measured?
What do you hope the new person will achieve in the first 30,60 days in the role?

Can you tell me what the cultures like here?
What do you like about working here?
What's the biggest challenge facing (the organisation) at the moment?

Lord time measuring on delivery is a great one.

Good luck! Have a few and write them down. It looks absolutely fine if you have a pad with you.

I do a lot of interviewing, don't interview them back. I always hate it when people go over the top, like they are on the apprentice. You want The panel to like you.

Ask about the role and the organisation. Questions that show you have researched the organisation will go down well. ... and pertinent to the role. For a management role I would be impressed with questions that show you know about the role context, do a SWOT analysis and ask about the opps and threats that you have identified.

Good point, it's a fine line between sounding natural and forced. Don't want to leave and have them refer to me in the de-brief as Paxo

Thanks Lord

I always ask "when can I start?"

I love job interviews, I've never had a bad one.

As an interviewer I ask this question and I can often see the panic j the candidates eyes. It's awful and I often say "don't worry, but if something occurs to you as you go home, drop me an e-mail".

Is there any scope for training?
Is it possible to work your way up with internal promotions?
What do you like about working here?

I'm going to add a question about appraisals I think so that I can see if I will have a benchmark for measuring success and feedback.

Please don't ask if there's any reason they wouldn't offer you the position. I have been asked several variations of this and it always puts me off the candidate as I like to reflect on answers and the interview as a whole before providing feedback.

I do a lot of interviewing, don't interview them back. I always hate it when people go over the top, like they are on the apprentice. You want The panel to like you.

I completely agree with this. I do a lot of interviewing too, and some of the questions suggested here would definitely put me off! Don't try to be too clever with your questions, and if you haven't got anything that you genuinely want to know the answer to, just say so. I'm far more open to someone who honestly states that they got all of the info that they needed from the website/candidate pack/interview than I am to someone who wastes my time by quizzing me about irrelevant stuff just for the sake of it.

As a PP has stated, questions that demonstrate that you've done your homework/understand the context are welcome. I am also happy to respond to people who ask things like what the top priorities are in the next few months/what the key objectives will be for the new postholder - but don't ask those questions (or any others) if the answers are already outlined in the JD/candidate information!

If you want to know what they think of you and/or whether you have covered everything properly, I think it's reasonable to ask whether there are any aspects of the person specification that they feel you haven't adequately addressed, but don't be too pointed at this stage - the panel won't have had an opportunity to discuss your strengths and weaknesses at this stage, so anything they do say will inevitably be a bit vague and non-committal.

The one that won me me current role is "what do you expect me to achieve in the first six months?"

Good luck for Monday.

I always ask:

What do you like about working here? Gives you an idea of what the culture is like.

If I was to be successful for the role, what would my first week be like? Gives them a chance to imagine you in the role.

Something about the appraisal / development structure - shows you're willing to do your best and contribute.

I have an interview on Friday but its at my current place of work, a promotion. So questions about culture etc wont work

I was taught this by a professional recruitment chap.

Q1 - what are the qualities you are looking for in the person to do this job? [then whatever they say you can tell them how you meet this additional non-specific requirement/s]
Q2 - is there anything else you want to know about me? [then they can expand on the often quite rigid questions that they have to ask]
Q3 - this sounds like the sort of thing I am looking for, what are the next steps?