QUESTIONS FOR Hire The Manager

What specific skills from the person you hire would make your

life easier?

This question focuses the conversation squarely on the proposition that

the employer has a problem. As the potential new hire, you want the employer

to tell you that you can make his or her life easier because your

skills are just the ticket.

What are some of the problems that keep you up at night?

This is another way to uncover the employer’s hot buttons, subtly suggesting

that hiring you will bring immediate relief to the interviewer’s

insomnia.

What would be a surprising but positive thing the new person could do in

the first 90 days?

The wording here is designed to reveal the interviewer’s “wish list” for

what the new hire can offer.

How does upper management perceive this part of the organization?

The response to this question will give the job seeker a feel for how

valuable the department is to upper management, because if and when

the organization goes through a financial crisis, you want to know that

your department will not be the first department cut.

What do you see as the most important opportunities for improvement

in the area I hope to join?

This is another way to get some clues about what specific improvements

the hiring manager desires.

What are the organization’s three most important goals?

This answer will provide an important clue for you if you take the job,

because you’ll be evaluated on your contribution to those three goals.

How do you see this position impacting on the achievement of those goals?

This answer will give an important clue about whether the job is important.

If the answer is essentially “not much,” you are being considered

for a nonessential position.

What attracted you to working for this organization?

Get the hiring manager to tell you a story. Listen carefully for clues

about what makes for success.

What have you liked most about working here?

Shared stories are what create community. Here’s another way to bond

with the interviewer around a story.

In what ways has the experience surprised or disappointed you?

Follow-up is good. If the interviewer feels safe, he or she may actually

share a disappointment.

What are the day-to-day responsibilities I’ll be assigned?

No better way to know what you’ll be doing. Notice how the question

gently assumes you are already on the team.

Could you explain the company’s organizational structure?

Ask this question if there is something you don’t understand about the

organization.

What is the organization’s plan for the next five years, and how does this

department or division fit in?

Any question that implies you have the long term in mind is great. The

hiring manager is thinking, “This guy aims to stick around for the long

term.”

Will we be expanding or bringing on new products or new services that

I should be aware of?

Notice the use of the word “we.” This is another question that allows

the hiring manager to discuss future plans and prospects.

What are some of the skills and abilities you see as necessary for someone

to succeed in this job?

This is another way to uncover possible objections or conflicts. Again,

you can’t address an objection unless it’s articulated.

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