- How long have you been in charge of your present group? How many of the original people remain? How many people have left and what were the reasons for their departure? What sort of provisions do you make for this kind of turnover?
- Describe the sequence of work planned for your current project. Is the actual work proceeding according to the original plan? Do you expect it to continue in this manner?
- How close is your progress reporting scheme to the reality of the work that goes on? What checks do you have to find out if it corresponds to reality?
- What is your impression of what motivates your staff? Is it the same for all of them?
I am not sure where I first found this, some book somewhere. Obviously, these are tough, even revealing questions about your potential boss.
What do you think? Would asking these questions help or hurt you?
Explain.
16 users commented in " Four Good Questions for Your Interviewer. "
These are some excellent, revealing questions, but I’m not sure how well-received they’d be. I could easily foresee an interviewer getting antsy or even perturbed by these, especially if s/he has a controlling personality.
It’d be interesting to hear some of the responses to question #4. If the interviewer has ever even skimmed “The One Minute Manager,” s/he would know that this is a bit of a trap.
And at a time when all you hear is how hard it is to find work and how many people are searching, it might be difficult to summon up the nerve to probe back at your interviewer when it could easily cost you a job.
Rob,
Good points. The more the job market turns in favor of the job seeker, the more these are applicable because people will be more selective then.
Although one could argue, I suppose, that it is always smart to understand your new employer and your potential new boss. Especially when the rent is due and the washing machine needs repair.
Good questions, but I agree with Rob. I would personally be afraid to ask these questions. Although, I am more risk-adverse than the normal person, so maybe they would go over just fine.
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Wow. I think every job candidate should have these questions in mind, and try to glean this information during the interview process. But this “I-am-the-Alpha-Dog” aggressive strategy is not appropriate.
You could soften the questions, and simply ask:
1. What’s the rate of turnover in this group?
2. Do this team’s projects tend to go as originally planned, or is it common for priorities and deadlines to change?
3. What are the personality types of the others on the team; what motivates them?
This looks like you’re asking about the job and the coworkers (which you are), but it will also reveal a lot about the interviewer.
Interesting stuff, GL. What’s YOUR take on it. Do you think those are appropriate questions to ask?
[...] Interesting stuff, GL. What’s YOUR take on it. Do you think those are appropriate questions to ask? via blogs.jobdig.com [...]
[...] Interesting stuff, GL. What’s YOUR take on it. Do you think those are appropriate questions to ask? via blogs.jobdig.com [...]
Hi,
This is very interesting. A career man can use the brain and sort out priorities of the questions at at time.They are neutral to positions of placement and choices leading to outlining a job framework or critical path.The “On-Tags” can be explained to indicate one’s urgency to corrective measures as you monitor progress.
The other question was about motivation to your staff? Yes, but strictly speaking, there is what we call Employee Related. People differ in their interests and so individual benefits go to different and needs an art for it.
Thank you.
Macleod.
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