Questions Make the Candidate by Paul Falcone, Vice president of human resources at Time Warner Cable
Paul Falcone
Standing out in the interview process doesn’t typically come from one “wow” response to a question or magic answer that acts like a silver bullet. Instead, it’s a combination of a number of factors, including the match of your industry and functional background to the job at hand, education or technical training, and most important, “likeability” factor. After all, people tend to hire in their own image, and when things that people have in common generate a spark of interest or familiarity, a natural sense of camaraderie often results. But there’s one particular area that job candidates appear to neglect, and that’s asking the right questions at the end of the meeting when invited by the interviewer. Questions demonstrate your sincere interest in the role you’re applying for. And as they say, people can often tell more about a candidate’s “depth” by the questions they ask rather than the statements they make. Therefore, asking no questions, or asking “filler” questions that add little value to the conversation, represent a lost opportunity to stand out as a rarity from your competition and close the employer on your interest in the job. Think of this scenario: You’re interviewing a candidate who appears to have an excellent background, is well spoken, energetic, and genuinely interested in the job opening at your organization. At the very end of the meeting, you ask, “Janet, what questions can I answer for you in terms of this role or our company?” The candidate’s response: “Oh, I think you’ve answered everything-I’m good to go at this point.” You interviewer is now thinking, “Really? You mean you want to work here for the next five - ten years, and you can’t even think of one question to ask me about your future with our company?” And voila - your impressive skills and background, along with everything else you’ve invested in the interview up to this point, were all just diminished. Not only that, but your failure to engage is the last impression that you’re leaving with this interviewer as you walk out the door. “Filler” questions are another problem: “So, what year was the company founded? How large is the company in terms of revenue and employee base? And what are your primary product lines and revenue streams?” are all questions that you should know walking in the door. The Internet has certainly made researching companies that much easier, so beginning an interview without a basic knowledge of the company’s specs will arguably lessen your perception in the employer’s eyes in terms of someone who’s done their homework and came in prepared to make the most of the meeting.
Two or three well-placed questions will not only help you get a better feel for what it’s like working in that position for that supervisor at that organization, but they will also demonstrate your genuine interest in the opportunity. Adding this element of smart questions to the tail-end of your interview will leave a lasting impression as someone who’s genuinely interested in the role, naturally inquisitive, and selective about managing their career wisely. |
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Paul Falcone is an HR executive and former contingency recruiter who's held senior-level positions with Nickelodeon, Paramount Pictures, and Time Warner. He is the author of several best-selling books, including 96 Great Interview Questions to Ask Before You Hire, one of the Society for Human Resource Management's "Great 8 of 2011" bestsellers. |