What to ask at the interview with the employer? What do I need to ask the interviewer for an interview?

Negotiations before employment are a responsible event for both the employer and the applicant. Both sides should carefully prepare and think over what to ask at the interview. There is a huge amount of literature on this topic. The abundance of information presents a wide range of typical questions. This will help a person who is in search of a suitable vacancy, to formulate a strategy for conducting a successful interview. It is important to find out the paramount questions, as well as what is best left for later.

The management of the company-employer or personnel officer also needs to find useful information and to properly prepare for what to tell about and what to ask for an interview with the applicant.

In what manner to conduct negotiations, the employer decides on his own. They can be conducted in the form of a casual conversation, testing or written interview. There are many options. In any case, the choice remains for the company's management.

Consider ways to conduct an event from the perspective of the employer.

Straight Talk

If you think about the word itself, understand its original meaning, you can easily find the answer to the question of how and what you need to ask at the interview with the applicant. Just talk to him.

Approaching the equal position of the parties, it is possible to establish contact with the potential employee. This will allow a person to open up and lead a casual conversation. There will be a great opportunity to observe the behavior of the applicant and draw correct conclusions about his possible qualities.

Calm, only calm!

When coming to work, no person can know in advance what will be discussed with him. What questions to ask at an interview, the company's management or a personnel officer decides. Most likely, no applicant does not allow the probability that he will have to face boorish behavior or hear a series of purely personal questions.

Do not be scared if this suddenly happened. You were the victim of a fashionable interview - a "stress interview". Get a certain dose of adrenaline you risk only if you are going to become a sales specialist or an accountant.

Personnel in this case it is important to decide how tough and what to ask at the interview. The sales manager can ask about his personal life or the existence of bad habits. The more incorrect the questions, the better the resistance to stresses of the candidate for the position is checked.

Conditional stages

The success of any interview depends on careful preparation for it:

• Select a specific room.
• Schedule a specific time.
• Make a list of interesting questions.
• Study the resume of the applicant.
• If necessary, make notes.
• Prepare a list of requirements for the candidate.

Do not forget to schedule some time. This is necessary for questions that will be asked by the applicant himself for the post.

Meet on the clothes ...

So, defining the interview as a process of acquaintance between the two sides, it is important to distinguish two of its components: psychological and practical. The specialist conducting the event should be well prepared in all directions and know what to ask for an interview with the candidate.

Since the goal of any interview at the talks is to find out about the candidate as much as possible, the first thing to do is to establish contact:

• Arrange the candidate for yourself. Ask the competitor a question on any topic. The simplest and most relevant is how quickly the road to the office was found.
• Offer tea, coffee or just a glass of water.

Tell about the company

1. The role of presentation about the company and the essence of the proposed position is very important. It is advisable to ask about what is known about the company and the vacancy. Do not underestimate the role of good and competent speech and listening skills. In the long run, there should be a mutual pleasant impression.
2. When the contact is established, go to the second part of the interview - questions. You can invite a candidate to undergo an additional psychological test. A qualified specialist must compose it.

Do you have a resume?

If you have not decided yet what to ask for an interview, there is one simple rule. Any event is better to start with, what to offer a candidate for the position himself to tell about himself.

1. Ask for a resume. If you have not studied it in advance, then during negotiations on it you can make necessary notes with a pencil.
2. Let the person himself tell you about previous places of work. Be sure to warn that you in the course of the story may have questions that need to be clarified.
3. If the candidate does not have a resume, you can suggest filling out a previously prepared questionnaire, the purpose of which will be to find out some interesting details. For example, the motivation for choosing a particular profession, the adequacy of self-esteem, the ability to control one's emotions in a conflict. You can start the conversation by discussing the answers.

In any case, the negotiator should always remember that the list of issues can not and should not be the same for all posts. It is necessary to clearly understand what to ask at an interview with a designer, for example, or a competitor for the position of a seller.

Types of questions

To conduct a conversation in the key you need, pay attention to a variety of questions. They will help to set a general tone for the conversation.

• An open question requires a full common answer. Experts recommend conducting interviews using exactly such questions.
• Another common type of question is common. The answers should be specific: "yes" and "no". However, they should be used only in extreme cases to revive the conversation.
• If it is important that asking for an interview, then the question of the previous place of work and work experience can be considered reasonable during the interview. There is an opinion that the person at a subconscious level uses the experience gained previously. Analyzing the strategy of behavior in given situations, you can make the most accurate picture of the applicant.
• The issue of the weaknesses of the prospective employee's future is not uncomfortable. It is known that there are no ideal ones, and together with the visible virtues in each person there are several shortcomings. It is better for a human resource manager or a leader to directly ask a person to describe weaknesses or tell about situations of concern.
• When the interview was at an impasse and you urgently need to save the current situation, the interrogative elements with an interesting name - reflexive ones - will come to the rescue. This is such a type of question, in which you ask it with a statement, and your counterpart has nothing to agree on.
• At the end of the interview, it would be nice to use leading questions. They are relevant when the basic information about a possible employee is already known. It remains to clarify just a few nuances about the future work.
• The impetus in the conversation can serve another type of question - the urging.
• It is better to learn the applicant from a personal point of view psychological questions will help. They, perhaps, will most accurately reveal the inner world of the person with whom the conversation is being conducted. You will be able to assess his ability to respond to certain situations and non-standard thinking.

Properly prepared for an interview for negotiations and mixed using each of the types of questions, you will get the opportunity to achieve unmatched results. The employer always reserves the right to choose what to ask for an interview with the applicant.

Accounting is not slumbering

A separate clan in any enterprise is to allocate accounting. These people, connected with direct access to the finances of the enterprise, are obliged to pass the interview in several steps. This is what makes important differences when negotiating with a job seeker for a position as an accountant. Accordingly, the plan of the event is slightly different.

The priority of the first meeting is almost always given to the personnel specialist. In the case of a vacancy for the position of accountant, the first interviewer is the chief accountant. He will more accurately determine what to ask for an interview with an accountant.

Typical tests and questionnaires in this case will not work. The enterprise develops tests with specific questions on bookkeeping. They will help to identify the professional suitability of the candidate for this vacancy.

If the candidate has been selected for general testing and an interview with the chief accountant, he may be assigned an additional meeting. The priority of the second meeting often belongs to the director of the enterprise. However, it is familiarized. And often the last word is left for the chief accountant.

Changing roles

Having considered all aspects of employment from the point of view of the company's management, it will now be logical to find out what to ask at an interview with the employer for the job seeker. Of course, the questions asked at the talks play a very important role, and it is necessary to be able not only to competently prepare them in advance, but also to ask the right questions. This is necessary to clarify some interesting details.

A wish list

Think about what interests you most. Questions to the employer should be no more than six. To avoid interrogation with addiction, select from the list of your questions those that are key. It will be perfectly normal if you do not immediately find out all the nuances. If you make a positive impression at the first meeting, then it is likely to be followed by an additional one. This is an excellent opportunity to discuss previously interesting issues.

Basic moments

Still have not decided what to ask at the interview with the employer? The advice of experts in this area will come in handy. Sample questions that are important to ask:

• What place does the company occupy in the market?
• Be sure to find out the priority duties;
• Ask how the vacancy appeared, who was in this position before;
• Find out who directly you will obey while in this position;
• Will there be someone in your subordination (if yes, how many people) and whether any expansion or reduction of the unit is planned;
• What are the conditions stipulated by this post, and whether any bonuses are expected;
• One of the priority issues is the schedule of work;
• The possibility of subsequent career growth, how soon it will be considered;
• Do not forget to ask about the salary, this question should not become inconvenient for you;
• It will not be superfluous to clarify the criteria for evaluating candidates for a position.

Arrange accents

Do not hesitate to ask questions that interest you. It's always better than nothing to find out. Knowing how and what to ask at the interview, the candidate for the position thereby shows the level of his qualifications and interest in the proposed vacancy. This will help you make a good impression on your opponent.

Negotiations should take place in a calm environment. The employer should clearly formulate the questions asked, and the applicant - honestly answer them. Especially it concerns the item "Your pros and cons". Do not be afraid to say honestly that you do not like working on weekends. By this you will show your truthfulness.

Now you know what to ask for an interview with an employee. You are ready to conduct the event correctly, and this is the most important in the selection of personnel!