Published By Norman Paine on May 29th on Caintv.com
Photo Cred: Caintv.com
It is sometimes to get another perspective on interviewing for a job. While I don’t think all of these questions are necessary for the Restaurant Industry, there are certainly good points in this article.
Remember, you’re interviewing them too. Or you should be!
There was a disturbing statistic I saw last night as I was going through the research Clark had provided me, and that is the number of people out of work who have simply given up. A total of 47 percent of the people without a job have given up!
On the one hand, I can’t blame you because this job market is so stagnant. But on the other hand, don’t give up! If you stop looking, you will not find a job. You may have to accept one that doesn’t really come up to your qualifications or your capabilities, and as I told one caller a couple of weeks ago who said he was trying to get himself back on his feet – and had a job he was overqualified for – “Why don’t you get two jobs you’re overqualified for?”
It’s called: You do what you have to do.
Now, if you do land an interview, here are some questions you may want to ask the interviewer, courtesy of BusinessInsider.com. You may not want to ask all of them but you may ask some depending on how the interview goes. You need to use your judgment. If you’re in the middle of an interview with someone who is having a bad day, you may not want to prolong the interview.
But this is a good guideline:
Who do you think would be the ideal candidate for this position, and how do I compare? If they start to describe that ideal candidate and it doesn’t sound like you, take it all in. Don’t get mad about it. Just take that feedback to your next interview.
Who held this position previously, and why is he or she leaving the role? In the best-case scenario, the company might be in a growth mode and they’re expanding. That’s a good sign in terms of being with a company that’s thinking growth.
What do you like most about working for this company? They’re obviously there for a reason. Let them tell you why. Depending how honest they’re going to be, you might hear some things that suggest they’re not really happy, but it creates a good dialogue.
Can you walk me through a typical day of someone in this role? A job description alone doesn’t necessarily tell you the expectations of you for that role.
How do you evaluate success here? That’s a question that should be asked periodically by everybody. It could be metrics-driven, but it isn’t always. You want to know how that company views success so you will want to know how you succeed if you get the job.
How would you describe the company’s culture? That’s a very subjective thing but it would be interesting to hear how the person describes it. When I first went from information technology to Pillsbury, I didn’t ask that question and I should have. It would have eased a lot of the difficult I had at succeeding.
Will I have an opportunity to meet those who would be part of my staff, and my manager, during the interview process? If you make to the interview-by-the-manager process, that’s a good sign.
Can you tell me the steps that have to be completed before you can generate an offer? That’s a great question.
What distinguishes this company from its competitors? They will love to answer that question.
A lot of people think, when they are interviewing for a job, that the company has all the power and they’d be doing you a favor by hiring you. Not true. If they hire you, it’s because they decide there is something you can offer that they want. That means you also have power in this situation, and as they’re interviewing you, you should also be interviewing them to see if they are a worthy employer for you.
Not only does this demonstrate you to be a savvy and sophisticated candidate – thus making you more appealing to them in all likelihood – but it also helps you to make a good decision as to whether this is the place where you should work.