Interviews are often structured in a similar way:the personnel and specialist managers briefly introduce themselves and the company and ask the applicants to discuss their resumes. This is followed by an intensive question and answer session to put the candidate to the test. The conversation almost always ends like this:do you have any questions? Candidates should take advantage of this invitation:if you don't ask questions, you may come across as ill-prepared and uninterested. These are the questions to ask during a job interview:
Question 1:is this function newly created?
This seemingly simple question involves much more than meets the eye. If the position is actually newly created, it can provide important information about the economic situation of the company. Because everyone who creates new positions indicates a need for employees and new ideas. Applicants should listen carefully if their predecessor has left the company. Sometimes HR executives' body language says something about whether the breakup was peaceful or reluctant. In any case, it is advisable to ask whether the position has been filled more often recently. This can provide information about a certain unrest in the department or in the company.
Question 2:What would be my first project?
In some interviews, the questions to the applicants take up so much space that something important is neglected:the actual content of the advertised position. The vacancy already provides information about this, but it often pays to dig deeper. Anyone who inquires about their first project encourages their colleagues to provide insight into their daily work. In this way, applicants can find out more about the exact content of the potential new position, the composition of the team and interfaces with other departments.
Question 3:Do you value further training and professional development?
The classic among applicant questions – and yet not unimportant. With this, candidates indicate that they do not rest at their current level of knowledge and would like to develop further. At the same time, companies that offer upskilling to their employees indicate that they value their work and that it makes sense to strengthen and expand their skills.
Question 4:How would you describe the company culture?
This question focuses on the working atmosphere. Do most of your colleagues tutor each other? Are employees behind closed doors or do open spaces invite people to exchange ideas? If they are happy to pass on their experiences, it can be an indication of a positive company culture.
Question 5:Why did you choose this company?
A confident but permissible question – addressed to the HR or specialist managers. The special thing about it:this question asks the other for a very personal answer that is difficult to fill with empty words. If the interviewees aren't smiling or hesitating, applicants should pay attention. The expert tip:listen to your own gut feeling. Because it often indicates very precisely whether the company and the position could be suitable.
