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Just as I wrote about the six most frequently asked questions and a key type of question to anticipate and prepare for in my last column, here I’ll list three areas for which you should have questions and I’ll talk about a powerful type of question you should be prepared to ask.

The three areas to ask questions about are the company or organization, the people and the job. Sample questions you might ask about the firm/organization include:

• Your annual report mentioned that acquisitions will be a major part of your growth strategy this year; how is that strategy progressing?
• What are the basic values that make up the company’s culture?
• How long have you been with the firm/organization?
• What are the most critical factors for success in your business?
• Is the company growing? If so, where is growth coming from?

• Can you tell me how you have progressed in your career within this organization?
• How would you describe your own management style?
• What do you think has to happen to bring this company/department to the next level?
• What obstacles do you see that may prevent you from meeting your objectives?

QUESTIONS ABOUT THE JOB OR POSITION you are interviewing for can be divided into the four “legs” of the job: Responsibility, Authority, Resources and Evaluations (RARE).

SAMPLE QUESTIONS:

RESPONSIBILITY:

• What are the major duties and responsibilities of this position?
• What is the most pressing directive for the new position?
• May I talk to someone who is doing (or has done) what I’ll be doing?
• What would you like done differently by the next person who fills this job?
• Can you tell me something about the person to whom I’d report? How would you characterize his/her leadership style?
• What are the major duties and responsibilities of this position?
• What would a day on the job be like?
• What would my exact duties be?
• What are you looking for in the person who will fill this position?
• What sort of employee do you have in mind for this job?

• Why is this position vacant? What led to the vacancy?
• What happened to the person who had this job?
• What is the primary reason why that person left?

• What is the management style of my supervisor?
• How much decision-making authority will I have?
• Will I be responsible for prioritizing my own work or will it be prioritized for me?
• How much or how frequently will I interact with superiors?
• Would I work individually or in teams?

• May I see an organizational chart? Please show me where this position fits into the structure.
• What resources are available to this position to achieve primary goals?
• What access to other departments does this position have?
• What are the approval processes one in this position would be required to follow?
• Describe the budget and subordinates allocated to this position and its major initiatives.
• Are there any plans for expansion or reduction in staff?

• If I am hired and am successful, what will I have accomplished at the end of 3 months? One year?
• Who will evaluate my performance? When? How?
• What areas do you focus on in performance reviews?
• How is one judged? What accounts for success?

The reality of most interviews is that you won’t get a chance to ask all of the questions you’ve prepared, but then you usually don’t have to, either. Most interviewers usually take a bit of time to talk about the organization and how the position fits into it. (Actually, some interviewers spend more of the interview talking than they do listening but that’s another column.)

So you won’t need to ask all your questions but because you prepared to ask them you’ll be more attentive when the interviewer talks since you’ll know what you’re listening for. Or you might just need to ask a simple, brief question to get them to expand on an area you want to know about (e.g. “That’s interesting, how did you do that?” or “Why is that?”)

The type of question that is also good to ask is a 2-part question based on research you’ve done or something the interviewer said. For example: “I noticed in your annual report (or “on your web site”) that you’re planning to expand into (geographic area or type of business); how is that expansion going?” or, “You mentioned earlier that you’ve had trouble filling this position; why is that?”

The 2-part question demonstrates your knowledge of the organization and its field and gives you a chance to learn more about the organization, the people and the job.

Do have questions to ask. Many interview forms ask, “What questions (or “type of questions”) did the applicant ask?” Lack of any questions from you may be interpreted as a lack of interest in the position or a lackadaisical approach to your career. Either interpretation is likely to work against you.

One final bit of advice: As an applicant you’re often better off “turning your comments into questions.” That is, instead of telling the interviewer what you think or how you would do something, ask them what they think or how they do the task there.

(And one caveat: If the interviewer is prepared to listen more than they talk, they’ll often let you know at the beginning, setting the stage by saying, “Today, I’ll be asking you questions and getting information. If today goes well we’ll have you back for a second interview.” You may still get a few questions in with this type of interviewer so ask your best and most important questions. If they are willing to talk a lot, ask away and win by listening.)

BIOGRAPHY:

Thomas W. Morris III is certified internationally as a Career Management Fellow. He is widely quoted and published in local and national publications and on career-related web sites. His firm, Morris Associates, Inc. (www.morrisdc.com), provides career transition and coaching for individuals, and training and retreat facilitation for organizations. This spring he will publish his first book titled “Career Mechanics I – Solutions to Common Career and Employment Issues.”