How Can You Contribute to the Interview?

Summary: Interview is a two-way communication. Both the parties share their views and come to know about each other in detail. To actually make it a better conversation, the candidate will have to ask some questions to the interviewer and try to understand how the things are working and that’s how he can contribute to the interview.

It is extremely important to remember that an interview is a two-way street. As a candidate, you are expected to answer questions, but you should also ask questions. It is important, if you receive an offer, to make an informed decision. But you can only make an informed decision if you have adequate information, some of which the organization will freely offer, and some of which will not be volunteered. Therefore, ask as many questions as you can. The following are some questions you may want to ask:

1. Tell me about this organization.
   
   
   
   
2. Why is this position vacant? Is it newly created?
   
   
3. How many people have held the position in the last five years? Where are they working now?
   
   
4. If this is a new position, how will my success or failure be judged?
   
   
5. What method of performance appraisal do you use?
   
   
6. How is my supervisor viewed in the organization?
   
   
7. What is my supervisor's management style?
   
   
8. Whom do I supervise? What are their backgrounds, responsibilities, and so forth? What are they like? Ask for an organization chart if one has not been provided.
   
   
9. What is the hospital's competitive position?
   
   
10. What is the greatest challenge facing this organization?
    

Many candidates make the very common mistake of asking these questions of only one person and then assuming that the answer they receive is the correct or complete one. The answers to many of these questions will depend on the answerers particular perspective, so you must direct the same questions to different people in the organization. There are certain questions that must be asked of everyone you meet in the organization. Inconsistent answers or hedging should serve as red flags for you, indicating potential trouble.

There is an exception to the rule of asking the same set of questions of several people. You should direct questions about salary to one person and one person only-the hiring manager. Only the hiring manager can answer these questions.

I am reminded of the time I was conducting a search for chief marketing officer of a large hospital. Knowing that the CEO had come up through the accounting ranks, I asked a question of the CEO in the presence of the executive team: "I guess, Jim, because you came up through the accounting ranks, then you must be a detail-oriented person. Should I look for someone who is comfortable giving you the level of detail you need?" Jim looked at me and said, "Larry, I'm not a detail person. I am a broad-brush executive, so that will not be an issue." As we left the table after lunch, the vice president of human resources pulled me aside and said, "Larry, I need to see you later." When later came, the vice president informed me that Jim was indeed a detail guy and that I had better get someone who could live with that fact. Did Jim lie to me? I don't think so. In Jim's view, he is much less detail-oriented than he was during his accountant days. In the vice president's view, compared with other CEOs he knew, Jim was very much concerned with details.

Because the interview is your first opportunity to come face to face with representatives of your future employer, you do yourself a disservice if you keep your questions to yourself. In your interview, you want to maintain objectivity and some skepticism about the organization to balance your eagerness to get the job. Make sure the position is one you will like and that will build your career. You owe it to yourself to keep high standards and to look out for yourself. Asking questions of the different people with whom you interview will equip you with the valuable, sometimes off-the-record, information you need if you want to work in the organization.

Even if you uncover a negative from your investigative questioning, or you think you don't want the job after all, conduct yourself during the entire interview as though you do. You need some distance to go over the data, and a demanding, stressful situation like an interview is not conducive to objective decision making. Keep a poker face and an open mind.

At the end of the interview, be sure to state your interest in the position and a desire to pursue further discussions. Ask what the next step will be and when they will plan to follow up with you on the results of your interview. Even if the interview has not gone well, maintain your zeal and energy until you are out of the building. You don't want to fade out of the room. Close the conversation with a strong handshake and a gracious acknowledgment for the interview.

One word of caution. Never accept a job on the spot. At least sleep on it for 24 hours. Think it through so that there are no loose ends. And be sure you get an offer in writing before you resign your current position. Then if a dispute arises later, you can refer to the written offer for resolution.