In the job interview you can also ask questions

From Actualidad Laboral / With information from El Confidencial

Job interviews are an essential part of the job search. Beyond being mere procedures, its usefulness is based on the Human Resources managers exploring beyond the curriculum and discarding candidates who do not agree with the company's philosophy. But what if, contrary to what most people think, interviewers not only expect answers, but also questions? Such is the opinion of Robin Ryan, expert of the magazine 'Forbes' that has contrasted his hypothesis with those responsible for the selection of personnel in the multinational AT&T.

"You should conceive the interview as a courtship between you and the company," recommends the specialist, for whom the issues raised by the candidate are, at the same time, an opportunity to impress the employer and the only way to "learn what it is like to work there." In fact, it is essential to go to the interview with a list of questions through which know in detail the work functions and corporate culture. The meaning of them can be summed up in a sentence: they have to help decide if the employee wants to work for that boss.

It can be a double-edged sword if the interviewee does not make sure to "ask the right person the right question." In this sense, Ryan recalls that it is unlikely that a person in charge of Human Resources will answer "too technical questions", while his function is to evaluate and validate the candidate's experience and, often, he/she only has a general idea about the position. On the other hand, he/she can give accurate information about the working environment and the culture of the company.

What questions should be asked?

• Could you describe the type of employee that suits your management model?
• How would you describe the corporate culture of your company?
• What are the daily responsibilities I will have in this job?
• Who will I supervise? (only if applicable)
• Will your company expand, bringing new products or new services that I should consider?
• What are the skills you see necessary for someone to succeed in this position?
• What challenges could I face if I get this position?
• What are the main concerns I should address?
• What work areas would you like to see improved in your company?
• What is the training policy of your company? Do you offer seminars, workshops or courses so that employees can update their knowledge or acquire new skills?
• With what budget does this department operate? Have you undergone changes in recent years?
• What tools does this department use on a daily basis?
• Will I work alone or as part of a team?
• How will my work performance be measured?
• What new efforts is the company undertaking to grow?
• What goals or objectives should be achieved in the next six months? And in the next year?
• How is the environment/climate in the office?
• Where is the person who previously held this position? (If he/she was fired or promoted, ask why).
• What types of people stand out in this company?
• Is the company fast or slow to adapt to technological changes?
• How does the company promote personal and professional growth?