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Cheat sheet for a candidate: what questions to ask a potential employer at an interview. Interview questions for employers - things to keep in mind

To paraphrase a well-known aphorism, we can say: who owns the information, he owns the situation at the interview.

Before heading to the office, find out:

  • with whom you will talk: with the boss, the head of the personnel department or his ordinary employee;
  • interview format (group or individual, question-answer or self-presentation);
  • dress code and things you need to have with you (documents, gadgets, etc.);
  • how to get there (it is unacceptable to be late).

It will help to find out if this is the company's website or a call to the office.

Map answers to common questions

Interviews when applying for a job are of the same type and at the same time they are not similar to each other. Many have heard of stressful interviews where they can suddenly start yelling at the applicant to unsettle him. There are also so-called case-interviews: the applicant is placed in certain circumstances (for example, a conversation with a dissatisfied client) and they watch how he solves the problem.

It is not always possible to find out what type of interview is preferred in a particular company, so you need to be ready for anything.

To do this, make a card with answers to typical questions and requests (they are asked in 99.9% of cases):

  • top 5 of your main strengths;
  • what are you good at;
  • strategic directions of self-development;
  • proposals for the work of the company;
  • your life and work philosophy;
  • your short and long term goals;
  • unusual tasks that you had to solve.

You should also prepare in advance a list of topics that you would like to discuss with the HR manager.

Interpret the employer's questions

"A" doesn't always mean "A", and two times two doesn't always mean four. Recruiters sometimes ask insidious questions, where behind the simple wording lies a cunning plan - to get the applicant to say more than they should.

A simple question: "What salary would you like to receive?". But the answer helps the interviewer understand your motivation: money, social security, work schedule, and so on. If you are asked if you had conflicts with management and how you resolved them, then most likely the HR manager wants to know if you tend to take responsibility or are used to shifting it to others.

Tricky questions are many. You need to be able to see the "double bottom" (without fanaticism!).

Consider your non-verbal behavior

HR managers are people, not machines. They, like everyone else, pay attention to non-verbal signs: appearance, facial expressions, gait, gestures, and so on. An experienced professional can be refused just because he behaved incorrectly.

Consider body language ahead of time. If from excitement you habitually twitch your leg, then sit cross-legged. If you're tapping your fingers on the table, try something to occupy your hands with, like a ballpoint pen.

HR managers are people, not machines. They understand that you are worried. But naturalness in non-verbal communication will increase your credibility.

Set taboo on some topics

“Tell me about yourself,” the interviewer asks. “I was born on April 2, 1980 (according to the horoscope Taurus). In his youth he played football, was the captain of the city team. Then he graduated from the institute ... ”- if the applicant’s story is something like this, he will not see the position as his ears.

There are things that are absolutely uninteresting to the employer and which in no way characterize you as a professional. In the given example, this is the year of birth (this can be read in the resume), the sign of the zodiac and sports achievements.

There are topics on which you need to impose a taboo for yourself:

  • summary summary;
  • personal life goals (buying a house, having children, etc.);
  • reputation of the company and its employees;
  • skills and experience that are not related to future work (I am an excellent cook, I understand plumbing, etc.);
  • failures that demonstrate incompetence.

Just as you have made a plan for what you will talk about, write down and memorize the topics that should be ignored. Also think about how to correctly answer if you are still asked about it.

Contemplate to calm down

Interviews are nerve-wracking. You can forget your name, not to mention the demonstration of business qualities.

Take a look around to calm down. Inspect the office, equipment, employees. The details will tell you a lot about the company where you are going to get a job, and their analysis will help bring the nervous system back to normal.

Taking a critical look at the firm and future colleagues can increase your sense of self-importance. Remember: a company needs a good employee as much as you need a good job.

Take the initiative

In an interview, as a rule, there comes a moment when the interviewer and the interviewee change places and the applicant has the opportunity to ask questions of interest to him.

Do not waste time on useless “Will you call me yourself or should I call you back?”, “Why is this position open?” etc. Show yourself as a proactive employee. Ask:

  • Does the company have any actual problem? How do you think I can help you?
  • Could you describe your ideal candidate for this position?
  • What advice would you give to someone who is starting to work for your company?

There are also a number of questions that should not be asked. Which ones - click on the button below.

Following these tips will prepare you for your interview and increase your chances of getting hired.

Are there additions? Write them in the comments.

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When looking for a new job, we first of all pay attention to obvious things: salary, social package, the possibility of official employment, and so on. But even despite all the "goodies", it often happens that the position of a dream turns out to be a real nightmare in practice due to an unhealthy situation in the team or not too adequate bosses.

website I have prepared for you a list of warning signs that you need to pay attention to in the interview, so that you do not regret your choice later.

There are a lot of newcomers in the company.

A couple of dozen more people came to the interview with you, and the company's employees look like they got a job just yesterday? For a new company, this is quite a normal situation, but for a company that has been around for a long time, this is a bad sign. A high turnover of staff, as a rule, indicates that the working conditions do not meet the requirements.

Your boss swears at your employees

If a potential boss lets all the dogs down on his subordinates in front of you, you should ask yourself a few questions. First, why does he keep them? Secondly, is everything good with such a person with professional ethics? And finally, do you want to be treated the same way?

Powers are described very vaguely

The broadest wording and cryptic words in the job description indicate that the potential employer himself does not know what he expects from you and what duties he wants to impose. And what he comes up with "as he goes along" you may not like it at all.

The interviewer is clearly overpraising his company

If they are trying their best to lure you to work, promising mountains of gold and at the same time not making any special demands, this is a reason to be wary. It is unprofitable for a normal employer to form inflated expectations in you so that you do not run away at the first disappointment.

The vacancy "hangs" on recruiting sites for months

“Hanging” vacancies are a signal that the salary and social package do not meet the requirements for applicants. Or the company is simply exploring the market in this way and in fact does not need employees. One way or another, in order not to waste time in vain, such vacancies should be avoided. Exceptions can only be made for those cases when very narrow and rare specialists are required.

Vague career prospects

The question “Where do you see yourself in our company in five years?”, as well as all possible answers to it, have long become a byword among those who are looking for a job. Meanwhile, you, as an applicant, have the right to ask the same thing at an interview in order to assess career opportunities. The unintelligible answer, as a rule, says that such opportunities are very, very scarce.

You are asked to pay tuition fees

This situation does not need any special explanation. No decent company will demand a fee from its potential employees for employment, no matter what arguments are used in this case: tailoring a uniform, issuing a bank card, passing training or "cutting edge psychological testing."

The question is relevant for everyone: how to find a good job that brings a stable income, or in other words: how to sell yourself more expensively? Good article about questions to the employer. The above questions will not only give the employer an idea that you are a competent specialist who wants to quickly adapt to the campaign, but will also give you food for thought: should you take this job?!

Everyone is familiar with the interview process. In preparation for this meeting, applicants prepare a resume, reflecting in it all their previous jobs, positions held, their functionality, and also prescribe their professional skills, indicate their personal qualities. It has also recently become fashionable to indicate a hobby.

In the best case, the applicant will take with him, in addition to the resume, some of his achievements made in past jobs (articles, methodological documents, etc.). Having collected all this wealth, put on a business suit and prepared to answer questions from a potential employer, he will consider himself completely ready for an interview.

But this is far from true. Now the employer not only asks questions, but also likes the applicant to show interest in the company in which he wants to work. The opinion of the representative of the employer who conducts the interview depends on the initiative of the applicant, on his, albeit ostentatious, but still interest. And it's in the applicant's interest to make a good impression.

Along with pre-thought-out answers to possible questions from the employer, you need to prepare your own list of questions that you need to ask the employer at the interview. Here are some questions, after receiving the answer to which, the applicant will understand whether he needs this job, whether the position that is offered is suitable.

1. What will be the job responsibilities (what tasks and plans will be set for a potential employee, what exactly will he do in the company, and is it worth asking a question about interchangeability)?

2. What are the reasons for the formation of this vacancy?

3. What is the procedure for applying for a job in the company (employment book)?

4. What is the work schedule adopted by the company (including breaks during the working day, overtime work)?

5. What is the trial period? Is mentoring developed in the company, does it provide for the introduction of a new employee into the course of the company, is the workload given immediately or gradually?

6. What is the company's social package: is the Labor Code fully observed, is medical insurance, food, corporate fitness provided? Separately, it is worth clarifying about the payment of sick leave.

7. What employee motivation programs have been developed in the company (bonuses, training, etc.)?

8. What is the atmosphere in the team: the internal corporate culture of the company, is the dress code adopted in the company, the rules of conduct in the team, are corporate events held?

9. How can you characterize the relationship "boss-subordinate"?

10. If it is necessary to purchase specialized literature, at whose expense does this happen, and who acquires it: the employee himself or is there a special department (employee) responsible for this type of supply?

11. What is the noise level in the room where you have to work? How many people are in the room? From what department? How and what is the workplace equipped with?

12. What kind of meetings/planners/meetings will you have to participate in?

13. Is there an opportunity for career growth in the company: when employees are promoted to higher positions in the company, do they undergo an interview for compliance with the position they hold on a common basis, along with candidates from outside? What is needed for this (self-education, refresher courses, experience, certification, or something else)?

14. What are the company's plans in its market segment?

If, after all the answers to the questions, this work really interests you, then you should not be shy and should immediately ask a question about the amount of remuneration.

At the same time, it is worth showing the employer your interest in the proposed vacancy, as well as trying to give weighty arguments that the employer is exactly the person they need. It is also worth asking whether remuneration is indexed, how often is the salary level reviewed, are there any formal procedures for this, or does this procedure happen automatically (for example, annually)? It is worth clarifying the procedure for paying wages - will it be white or gray?

And finally, so as not to be limited only to the words “It was very pleasant!” and not to remain in uncertainty, it is worth asking the following question: how quickly is a decision made on hiring?

So, armed with a notebook with a pen, not only the employer, but also the applicant will act as an interviewer, which will undoubtedly add a bold checkmark when compiling the image of the applicant and making a decision on hiring him.

Based on site materials

Last modified: March 2019

An integral part of hiring is an interview. Since the results will depend on how the upcoming conversation develops, you should determine in advance for yourself what questions to ask the employer at the interview. It’s good when the job suits both in terms of wages and growth prospects. However, more often you have to look for a new employer, assessing the chances of a successful job in a new company.

Labor relations always involve an agreement between two parties - the company and the hired specialist. The first agreements arise at the stage of the first meeting, when both parties evaluate the prospects and benefits of cooperation by asking work-related questions.

What they talk about in an interview

As follows from the meaning of the word, an interview is a conversation during which the employer and the future employee learn more about each other by asking questions. Not only experience and education can influence the decision of the employer. Of particular value is the first impression that was created at a job interview.

Do not gloss over topics of interest. It is better to ask them now, while the employment has not taken place, than a week later to regret the time spent and look for a reason to safely part with the employer.

The meeting with the candidate is organized at the initiative of the employer and includes the following procedures:

  1. Studying the candidate's documents for compliance with the parameters for a specific position: sales manager, logistician, accountant. Each of the specialties has its own requirements for knowledge, experience, character of the subordinate.
  2. A conversation between a representative of the company and the applicant, with answers to questions prepared in advance and arising during the conversation. It is impossible to predict in advance what questions the employer will ask at the interview, but it is worthwhile to think over your answers in advance on the main topics: about education, experience, results achieved, etc.
  3. Testing, primary testing of skills, if it is permissible during the conversation.

Thus, management checks how valuable the candidate is in the eyes of the company, drawing preliminary conclusions.

After the employer has clarified the points of interest to him, it is time for questions to the employer from the potential employee. The applicant is given the opportunity to ask about what interests him most.

Based on what questions the interlocutor asks, the head of the company gets an additional opportunity to identify the characteristics of a person’s personality, his priorities and future plans. Questions help to find out whether a person is able to formulate thoughts and win over during the conversation.

What to ask in an interview with an employer

On the eve of the meeting, the parties can find out by phone the main points regarding the main parameters - experience, requirements, working conditions and payment. If the applicant did not ask a single question at the interview, it looks at least strange if the candidate showed interest in the vacancy, but did not specify the details of the job. The impression created depends on what questions are asked at the interview to the employer, helping to identify the motivation of a person, the degree of awareness in the company's activities.

As a rule, a person who is serious about the first meeting with the employer asks questions about:

  • position, and the reason for the need for the services of a new employee;
  • company and the specifics of work, the interaction of structures;
  • career development and training opportunities;
  • social guarantees, features of official employment, working and leisure conditions.

Job Responsibilities Questions

1 One of the first questions asked at an interview is the topic of job performance. Absolutely identical jobs do not exist, so it is worth finding out what the duties of a person are, what abilities will be required. From the description of specific activities and areas of responsibility, it can be assumed in advance whether this vacancy is suitable. 2 It is worth asking about the reason for the appearance of a vacancy - the expansion of the company's activities or the replacement of a previous employee. If the position arose a long time ago, it is worth finding out why the previous employee quit or was fired. It is not a fact that the employer will answer sincerely, but nevertheless, from the form in which the representative of the company answers the uncomfortable question, it will be possible to conclude how and under what circumstances the employer expresses a negative attitude. 3 In addition to the duties of the position, you should ask the employer about the proposed mode of work. Not always in the announcement with a vacancy it is said that the beginning of the working day is 8 o'clock in the morning, or it is silent about the need to work overtime. It is equally important in what conditions the working day will be held, whether conditions for eating and rest are provided. If the employer has not yet reported anything on these issues, perhaps this is due to the fact that there is nothing special to boast about. Usually, the company declares the availability of business trips immediately in the description of the requirements for the candidate. Few people indicate the terms of payment for the travel period. According to the law, days on business trips are paid additionally, which, in the presence of frequent business trips, allows you to significantly increase wages. The frequency of possible trips and their duration are two more important points to ask at the interview.

Employment prospects and adaptation in the workplace

You should ask the employer and questions about possible prospects:

  1. What happens after the probationary period?
  2. What career growth is possible?
  3. How is the training process for newly hired employees organized?
  4. Are professional development courses, trainings, seminars provided to improve work efficiency?
  5. Who exactly will be the leader, in whose submission the work is supposed to be?

Questions about the duration will help you navigate the employee's further actions. As a rule, the period does not exceed 3 months, however, for the management staff, the probation period is extended to six months. Exceeding the maximum terms signals violations committed by the employer.

If a company is willing to invest in employees by developing and improving knowledge and skills, it can be expected that working for the company will have a positive impact on the specialist, increasing his value. If the employer is not interested in professional growth, it is hardly worth expecting easy career growth, or it is not provided for at all within the organization.

It is equally important to ask the employer at the interview about the immediate supervisor, because it depends on how the working relationship develops and what overall results the team will achieve. Ideally, a personal acquaintance with the immediate supervisor immediately at the interview.

Provision of a social package

The questions asked at the interview include an equally important topic about the availability of a social package and the guarantees that the company being hired provides.

When applying for a job, you need to ask not only the level of wages, but also the possibility of obtaining additional bonuses and benefits for employees. Sometimes great health insurance, memberships, product discounts, discount tickets outweigh the modest salary.

Candidate's last question

At the end of the interview, when the applicant has decided that the conditions of the company are suitable for him, it is necessary to ask the question of when you can expect a decision on the choice of employer. The latter has the right to vaguely answer that he will contact later, however, if a company representative has shown interest in a future employee, it should be clarified when a response can be expected. Otherwise, a valuable employee may find a job in another company during the waiting time.

What questions not to ask in an interview

A person is free to ask different questions related to future work, but in some circumstances some questions of the applicant will leave a negative connotation with the employer. The applicant needs to clearly understand what questions cannot be asked, and which ones should be asked.

Here is a list of questions to ask an employer when applying for a job that can negatively influence a company's decision:

  • When can I go on vacation?
  • Is it possible to leave early?
  • Are you considering references from a previous landlord?

Such phrases in the interview are a direct path to refusal, as they will create the impression that the employee, having provided fake recommendations, wants to leave early without waiting for the end of working hours, and will demand a vacation without having worked the legal period.

From what to ask, it is worth excluding topics of a personal nature. It is unacceptable to ask about marital status, the presence of children, the name of the hairdresser or favorite place of purchases.

No need to ask about the details of feeding at work, routes, how to get there. If a person is not able to independently figure out which bus or which road to take, insufficient independence is demonstrated to the employer. If the applicant is applying for a managerial position, he must show his ability to solve problems on his own. The details of what menu is in the canteen at the enterprise will sound untimely at the interview, because the choice in favor of the applicant has not yet been made.

The first meeting with a potential employer is an important stage of employment, so what is asked at the interview should be carefully thought out in advance. An interview is a test by which the employer will form the first impression of a person. It will largely depend on how adequately and reasonably the words of the applicant will sound whether they will be hired in which the applicant is interested.

Video consultation: why strange questions are asked at the interview.

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An interview is an inevitable stage of employment. To prepare for it, you need to write a resume, consider answers to the most likely and most common employers (read the link), pick up examples of previously implemented projects. And even these points do not exhaust the preparation process. Recruitment managers appreciate not only competent answers, but also the right questions at the interview from the applicant. This is the best way to demonstrate interest in a future job and company.

A list of topics for discussion at the interview must be drawn up in advance. The number should not exceed four or five. They may concern only those points that are really important to know when choosing a job. Questions asked just like that, "for show" create a negative impression. It is not necessary to voice everything, because the answers to some of them can be obtained during the interview. And the repetition of what has already been said will not play in favor of the job seeker, as it will demonstrate his inattention.

Why ask interview questions

The opinion that counter questions in an interview with a recruiting manager or a direct employer tire, delay and, in the end, reduce the chances of learning a job is wrong. At least one, two pre-thought-out questions must be asked to the employer. Business etiquette does not prohibit this.

  1. Firstly, thanks to counter questions, you can get the maximum amount of information about the working conditions that is of interest to the applicant. This is a guarantee that, having started to perform duties, you will not have to face unexpected and unpleasant circumstances.
  2. Secondly, questions to the recruiter at the interview show your interest in the work of this company, as well as professionalism and awareness. A person who knows how always leaves a good impression on the interlocutor.

What topics should be discussed in an interview?

Questions about the company

Express the applicant's interest in a particular position. A sample list of questions for the interviewer that are appropriate to discuss:

  • What are the company's plans in its market segment?
  • Tell us about the structure of the company.
  • What are the strengths and advantages of the company in the market?
  • Is there training in the company, internal certification?
  • Do employees have career prospects?

Information about the structural divisions of the company, indicating the vacant position for which the applicant is applying, gives him an idea of ​​​​his own place and role in the future place of work and the number of managers.

Employees of many organizations at least once a year have the opportunity to take courses that improve their skills. During the interview, you can ask what courses can be taken this year, who pays for them - the company or the employee. In some organizations, it is practiced to work out a certain amount of time or return the funds spent on training.

In addition, it is possible to discuss with whether the trained employees are financially rewarded. This allows you to determine whether a potential employer is interested in the professional growth and career advancement of their employees.

Questions about functional responsibilities

During the interview, be sure to touch on topics about responsibilities, workplace, probationary period and business trips. Here is a sample list of the most important questions.

What will be my main responsibilities

This is a priority issue, because each employee should know their own job responsibilities from "A" to "Z". At the same time, in each organization they can be special, different from others. Knowing which roles to perform helps applicants determine if they qualify and are interested in a new job.

Can you show the workplace and equipment

The candidate needs to protect himself from a situation where, for example, instead of the supposed comfortable office, he will have to work in a stuffy basement. The recruiter's refusal should arouse suspicion. If he goes forward and offers to go to the workplace, on the way you can meet with potential colleagues, assess the atmosphere in the team.

To whom will I directly report

This question can be transformed into a request to meet and chat with the direct person to discuss responsibilities and work steps. Conducting an interview in the presence of a manager is the right and competent move. This helps both the boss and the future subordinate to assess how comfortable they will be working with each other.

Availability and frequency of business trips? Will it be necessary or possible to go on a business trip

It's no secret that many employees are willing to go to other cities and countries on official business, since wages on business trips are higher than usual. It is also worth knowing about the rules for paying for trips in advance, since each company has its own rules.

What is the probationary period and the conditions for passing it

The employer can set the duration of the probationary period from 30 days to 3 months, setting certain tasks for the new employee for this period of time. The decision to hire, as well as the amount of wages, depend on how successfully a person copes with them.

Why the previous employee left, or a new vacancy is just open

If the position is new, then it is necessary to clarify what exactly is expected from its owner. And if the vacancy is old and the employee was fired from it, it is quite possible to ask why this happened.

Is it possible to increase further and after what period of time?

The answer to this question often depends on how honest the head of the company is. Everyone knows cases when, instead of the promised career growth, people have to be content with working without promotion for many years.

Questions about corporate rules and regulations

This group of questions that can be discussed at the interview includes points related to the accepted in the organization; the procedure for registering an employee and position; meetings, planning meetings and meetings that you will have to attend in the service.

In addition, it is important to discuss the work schedule and vacation with a potential employer. The question of the work schedule of the organization is one of the most important for the applicant. Each company sets its own schedule. In addition, there are nuances regarding work on weekends and holidays, lunch breaks.

The issue of vacation can be especially relevant in the summer. Employers are often reluctant to release new employees who have been with their organization for less than six months. Many provide vacation only after a year of work. Therefore, if the issue of vacation is fundamental, it must be discussed during the interview.

Questions about finance

Information about the financial side is one of the most important; questions on this topic must be raised. They may relate to the salary and social package, the amount and periods of accrual of the bonus, wages during the trial period and the possibility of its revision based on the results, payment of the sick leave certificate. You can specify which medical services are covered by insurance. Some companies do not include dentistry in VHI.

During the interview, the recruiting manager can be asked about the payment for overtime, ask for the company's approved regulation on compensation for overtime.

Final question

After the main part of the conversation is completed, it is appropriate for the applicant to ask the recruiter the following questions:

  • Do you have a guess as to whether my qualifications match the job?
  • What are my next steps in the recruitment process?
  • When can I expect a decision on my candidacy?

What not to ask at the first interview

  • When initial interview you should not ask about salary and social package if the recruiter himself did not touch on this topic. This is a subject for conversation in the next stages of getting a job.
  • The same can be said about the topic of career development. It is important to make it clear to the recruiter that the applicant is interested in a certain position, and not what he may become in the future.
  • The category of inappropriate questions also includes personal topics, requests to name the future boss. The employer, if necessary, decides on the acquaintance of the candidate and the manager.
  • Questions about the number of job seekers are also considered bad manners.

Questions to the interviewer at the interview should be correct, well-structured. This always increases the rating of the applicant and his chances of getting the desired position. When asking questions, be confident and remember that it is the candidate's birthright to ask the employer about all aspects of the new job.