For anybody who has come to the end of the job interview and felt compelled to ask a question, here are five that can help gain further insight into any job opportunity.
It’s the end of the interview and the recruiter asks, “Do you have any questions?”
The answer to this question is, “It depends.”
Have all the basic questions about the position and/or company been addressed? Were details provided about the job title, the department, office hours, benefits, salary, and specific job duties? Did the recruiter delve into what the company does or how long it has been in business? Was there a discussion about what will happen next and within what time frame?
If these questions have been addressed and no others immediately come to mind, here are five others to consider asking.
Can you describe the culture of the organization?
Most people don’t think about organizational culture when considering employment or the importance it plays in defining what is acceptable and unacceptable within an organization. However, companies operate based on a set value system that is reflected in how employees behave. This creates the company culture. So matching the culture and values of the organization to each candidate’s personal values is important.
Someone who thrives on creativity and challenge isn’t as likely to find enjoyment with a company culture that is routine and repetitious or where new ideas are quashed. The best environment is one where the company values align with each candidate’s own. Working in the insurance industry tends to be quite different than working in the entertainment industry.
Why do you like working here?
An enthusiastic recruiter can do a lot to sell an organization. That’s part of the job. However, if a recruiter’s happiness is based on his experience within his own department – he has a great boss, he really enjoys the work, his co-workers are terrific -- and he doesn’t speak glowingly on an organization-wide basis, this might be a red flag indicating that outside his department things aren’t so great. Remember to ask the hiring manager this same question.
What makes the company a great place to work?
This is similar to the previous question, however, now the recruiter (or hiring manager) is forced to provide details on a more global basis. Candidates should listen carefully to the type of things the recruiter feels make up a great organization, and then decide if these items are equally important to them. Someone might not care about having the opportunity to work on cross-functional teams or being able to join a mentoring program.
What are some of the characteristics that have made people successful in this organization?
Successful employees may be creative, driven mavericks or credible, trustworthy team players. Finding out provides some insight into what the recruiter is probably looking for in candidates and whether or not a candidate has the qualities necessary to be successful in this organization. In addition, consider asking the hiring manager about the characteristics that have made people successful in the department.
If you could change one thing about this organization, what would it be?
Here’s where a candidate gets to find out a little bit about the recruiter. Will she be honest and say something significant or sidestep the question with a rather pat and unrevealing answer. This can be a difficult question to answer if the recruiter doesn’t have a big-picture view of all that is going on or is reluctant to divulge possible negative information about the organization. However, a recruiter should be able to give her point of view about some aspect that the organization could improve on, even if it’s just a better benefit plan.
Remember: don’t be afraid to ask questions. And having asked, don’t be afraid to explore the recruiter’s or hiring manager’s response.
Interviews are a two-way street. And while candidates shouldn’t overstay their welcome, they should make sure they have a good understanding of what they might be getting in to.
译文:
向应聘人员提出的5个问题，招到合适的人
许多人在应聘面试时接近尾声的时候都会被要求问一个问题，以下是5个问题可以帮助你深入了解任何工作机会。面试快结束了，招聘者问道：“你有什么问题吗？”
此问题可以这样回答：“这要看情况了。”
有关于此职位和/或公司的所有基本问题都已经明确了吗？有关于职位头衔、部门、工作时间、福利、薪水以及特别工作职责都详细说明了吗？招聘者是否深入介绍了公司或者说明了公司运营时间？是否就接下来的工作及时间架构进行了讨论？
如这些问题已经明确且暂时想不到其他文字，你可以考虑询问另外5个问题。
你可以描述一下公司的文化吗？
多数人在考虑工作，或是否影响应聘者获此工作的问题时，他们不会想到企业文化。然而，公司的运营是基于一个固定的系统，此系统由雇员的行为反映出来。这就创造了公司的文化。因此将公司的文化和价值与每个应聘者的个人价值观相匹配是十分重要的。
如果一个公司的文化是墨守成规并不断重复，或新想法总被压制，那么具备创造和挑战力的人不大可能会找这样一份工作。当公司价值与每个应聘者自身的价值观相匹配，这样才是最好的环境。保险业中的工作与娱乐业的工作往往大相径庭。
你为什么喜欢在这里工作？
一个热情的招聘者为了推销其公司，会做很多事情。这也是工作的一部分。然而，如果招聘者的快乐是建立在他在自己部门内部取得的经验——他有个好老板，他确实喜欢这份工作，他的同事都很棒——但他没有为整个公司热切点评，这可能意味着在他的部门以外，事情并非那般美好。记得问问人事经理同样的问题。
是什么让公司成为一个工作的好地方？
这与前一个问题类似，然而现在招聘者（或人事经理）被迫提供更广泛的细节。应聘者应该仔细聆听招聘者意欲美化公司的那类事情，然后再确定这些项目对他们是否同样重要。有些人可能不太在意是否有机会在跨部门小组工作或能够参与指导人计划。
人们在这个公司中获得成功需要具备哪些特质？
成功的员工可能是有创造力、紧迫感的标新立异者，或是可靠、值得信赖的团队成员。对此问题的回答可深入洞察招聘者希望从应聘者身上找到什么优点，以及应聘者是否具备在此团队中取得成功的必备资质。除此之外，考虑一下询问人事经理在部门中获得成功需要具备哪些特质。
如果你可以改变公司中的一件事，你会做什么？
在此应聘者可以对招聘者有一点了解。她是否会诚实并回答你某件重大事宜，还是用一个十分敷衍且模糊的答案规避这个问题。如果招聘者对公司运作没有宏观上的把握，或者不愿泄露关于公司的潜在消极信息，这个问题将很难回答。然而，招聘者应该就公司可以改进的某个方面给出自己的观点，哪怕只是一个如何增加理论的方案也好。
请记住：不要害怕问问题。问过之后，也不要害怕去探究招聘人员或人事经理的反应。
面试是一条双行道。虽然应聘者不可在薪资上太过纠缠，他们却可以确定自己是否对即将介入的工作有一个全面的了解。