Since the direct manager is the most significant function in fulfilling the position, it is important to have a coordination of expectations (Photo: ShutterStock)
The invitation to a job interview is a happy moment and can be the beginning of a new chapter in your life and in order for it to be so
and you will receive the employment contract after it, it is important to conduct it correctly.
One of the most important steps in the interview comes right towards the end, when the interviewer asks you "Do you have any questions?".
It is recommended to never answer this question in the negative.
Questions from your side are an indication of your interest in the position and organization, and of course an opportunity to discover important and critical information for you regarding these.
On the other hand - there are also questions that are really not the time and place to ask.
So how do you know what is what?
Orna Shavit, who manages several areas at Manpower, gives examples of questions that are requested and those that are not.
There is no need to ask them all, it is recommended to choose one or two that are particularly important to you to ask.
We were interested in the team and its methods of operation
If this was not clarified during the interview, this is the opportunity to ask how the team you will work in is structured if you are accepted for the position.
How many people does it include, what is the hierarchy between them and who will you be subordinate to.
It is possible, for example, that in addition to a department manager there is also a team leader, so that in fact you will have two bosses.
Ask what the working day looks like
so you can understand what the workplace mood is like and if it suits you.
Is the work solo or joint?
Is most of the day spent on meetings or working in front of the computer?
Does every day start with a team meeting?
How many and what interfaces are involved in the work - only with the manager and the team or with other parties in the organization?
Find out what is important to the manager on a personal level.
Since the direct manager is the most significant function in fulfilling the role, it is important to have a coordination of expectations.
If you come for an initial interview, he may not be present at the interview itself, but it is important that you show interest, what type of employees is the manager looking for?
What type is he aiming to recruit?
What is important to him in an employee and what is less?
We were interested in the work style of the organization.
A question that once hardly existed and today is almost standard.
Does the organization work in a hybrid model?
If so - how many days a week?
Is it possible to choose the working days from home or are these dictated?
Does the company offer courses and training?
Ask if there are things that the interviewer should tell about the organization,
a question that turns the microphone back to the interviewer and allows him to say what he, as a recruiter, thinks is important to mention about the organization, the organizational culture and the organizational DNA.
Avoid questions whose answers can be easily found online (Photo: ShutterStock)
Don't ask "Google" questions.
Avoid questions whose answers can be easily found on the net and the very act of asking them indicates that you haven't done any preparatory work for the interview.
When was the company established, who is its CEO, is it private or publicly traded - these are all questions that you should find the answer to - on the Internet - even before you arrive at the first interview at the company. Ask wisely
about the future promotion possibilities in the company
, apparently a question that indicates ambition and a desire to advance. In practice: it may convey the message that you have not yet been accepted for the position and you are already interested in moving on to your next position and implies that you are impatient for the natural development of the career building process. You can gently ask what the promotion paths are used in the company and make it clear that you see the organization as a permanent workplace where you will be happy to advance in the future Do
n't focus on understanding the welfare benefits in the organization
This is not the stage to ask if there is a lunch subsidy and in what amount.
Leave this for the more advanced interviews, along with the questions about salary bonuses, the number of vacation days, the number of sick days, company trips, or the possibility of bringing animals to the office.
A first interview should focus on the nature of the position, not the benefits that come with it.
Don't ask personal questions about the direct manager
Yes, the question of whether the manager has children can certainly have a meaning about the intensity of his work - and hence about the intensity of your work under him, but can seem invasive, gossipy and out of place - even if you ask it to the interviewer of the HR department and not directly Who will be your direct manager.
Be sure not to ask closed questions,
it is always better to ask open questions.
Asking questions that can only be answered with "yes" or "no" indicates a lack of depth and does not serve well enough the interviewer who is trying to wonder about your pitcher.
"Sometimes one word or one sentence can disqualify you," concludes Orna Shavit.
"Therefore be focused and think not only about how your answers sound - but also about how your questions sound."
For additional guides, job search by field and sending resumes click here >>>
In collaboration with Manpower
career
career
Tags
career