Questioning the Interviewer…

If hiring trends over the last, few years are analyzed, a rather appeasing fact surfaces—recruiters are more relaxed in their approach at the time of screening individuals.

One of the most common practices emerging as a result of this pattern is recruiters encouraging the interviewee to question back. In a way, this is also a way of judging the degree of confidence and level of preparedness an applicant possesses. The manner in which the applicant can question or counter-question the recruiter reflects his overall confidence levels and the ability to handle oneself in unexpected situations. Strangely, most applicants never seem to be prepared for this part of interview, believing that making initial impressions and talking about their professional skills is all that matters. However, they should realize that there is no dearth of applicants with similar-looking profiles. Thus, seemingly unimportant aspects like questioning the recruiter shouldn’t be ignored. Here are a few questions that you can ask the recruiting team/human resources, if given the chance, at your next interview:

Question: Are there learning or training programs endorsed by the organization?

Why? This question works in your favor, presenting you as someone keen to improve further, someone willing to learn and not hesitant to be associated in the long term—something that could make your profile click ‘stable’ in the HR’s mind. You can even ask about conferences, seminars or interaction programs involving the upper crest of the management hierarchy being hosted. This kind of inquisitiveness presents you as an individual unhindered about interacting with the bosses and someone who can associate with the job in a broader perspective, outside the realm of salary and financial incentives.

Question: What kind of challenges can I expect for the profile I have applied for?

Why? This question presents a fraction of a doubt—it might present you as someone already hesitant about the advertised role but if asked correctly and with a look that conveys genuine interest and sincerity, it works rather well. This query underlines your curiosity and an attempt to ensure that you are the appropriate fit and are not intimidated by challenges.

Question: What kind of employee reward programs can I expect?

Why? This questions points to the fact that you are a performer, someone who will most probably try to compete with the best, someone ready to stretch himself and challenge the best—basically, it highlights you as a hungry performer.

Question: What kind of growth target has the organization set for itself?

Why? It shows that you are more concerned besides your personal role and can think for the larger picture, i.e. not your boss, team members or subordinates, but the ORGANIZATION.

Question: How do you measure success?

Why? This is one question that is applicable across all recruiting professionals. This query emphasizes your concern about the manner in which your efforts will be recognized or in what manner does the organization perceive its growth or performance of its employee. Such a question presents a certain degree of professional maturity.

Question: What is the biggest challenge your organization faces today? How well does it measure up to its immediate competitors?

Why? This question underlines your penchant for being associated with a brand with certain traits. It also highlights that you can think beyond your immediate benefit even at the time of being interviewed—presenting you as a smart, aware and composed individual. If you can name some competitors too, it makes an even better impression, underlining that you have not been short on reading about the organization.