The Hindu Business Line : Interview can graduate from interrogation to dialogue

YOU want a job that will give you work and pay. But "if you want a job today, you may actually have to work for it," writes John Kador in 201 Best Questions to Ask on Your Interview, published by Tata McGraw-Hill (www.tatamcgrawhill.com).

"It is no longer enough to be qualified." You have to shine in the job interview, exhorts the author, and that is possible "by asking questions." Hey, you face questions in interviews, right? That is the myth, because "the questions you ask must be at least as memorable as the answers you give." Why? Because through questions you can demonstrate "that you understand the company's challenges, emphasise how you can help the company meet them, and show your interest in the most unmistakable manner possible — by actually asking for the position."

Part I, titled `the rules of the game', begins thus: "The interviewer's most critical question in a job interview is often the last one." And that's when the panellists throw the floor open to the candidate and invite queries. This is the point where many jobseekers fumble because this is the most neglected part of the job interview.

The author then puts readers through a mini quiz: "Of the following five candidate behaviours in the job interview, what behaviour do you think recruiters find most unforgivable? Poor personal appearance, overemphasis on money, failure to look at interviewer while interviewing, doesn't ask questions or late to interview."

Surprisingly, it is the failure to ask questions that causes recruiters "to lose confidence". So, remember, questions are not an option.

Questions send out signals — of interest, intelligence, confidence, personal appeal and assertiveness. "Thoughtful questions emphasise that you are taking an active role in the job selection process, not leaving the interviewer to do all the work. Asking questions is an excellent way to demonstrate your sophistication and qualifications." It establishes rapport, the edge that sets apart the winning candidate when all the finalists are "more or less evenly matched in terms of qualifications".

A taboo area is `self-limiting questions' — the ones that put your needs before those of the employer. "You may have legitimate issues around matters of hours, transportation, medical requirements, education, and accommodation. But it is rarely to your advantage to initiate these issues before the employer has expressed an interest in you." For instance, don't ask: Is relocation a necessary part of the job? Do you permit telecommuting? Will I have to work on weekends?

As for humour, tread carefully. If it doesn't come naturally, don't force one. "The goal of using humour is to bond with the interviewer, to use your shared senses of humour as a way to underscore the prospect that you will fit into the organisation. Of course, if your perspective and that of the hiring manager seriously differ, then your attempt at humour will only underscore the disconnect." Golden rule: "If in doubt, don't."

Among "8 best questions about the position" are these: "May I see a job description? What initial projects would I be tackling? Can you show or sketch me an organisational chart?" Likewise, the author provides a list of ten best questions about IT, and five for sales and marketing positions.

A chapter is devoted to `defensive questions' — the ones that let you know what you're getting into and protect you from making a mistake — such as: "Do you foresee this job involving significant amounts of overtime or work on weekends? How effectively has the company communicated its top three business goals? How much freedom would I have in determining my objectives and deadlines?"

There is about a score of `memorably bad questions' at the end of the book. Don't ask, for instance, "Does the company provide snacks?" Also, "What's your policy on dating co-workers?" Or, "So what is it exactly that you guys do?"

"I'm looking for a job. Do I need to read the book?" Is that a good or bad question?

ManageMentor@hotmail.com

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