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Questions You Should Never Ask
With the search for employment being so competitive the candidate needs to be very careful when the potential asks "Do you have any questions?"
Many applicants ask questions that move them from "candidate" to "you'll never work here".
These questions demonstrate poor judgment and effectively ensure their rejection.
Some of the worst question ever asked in a job interview are ones that appear to put your needs before those of the employer. The best interview questions focus on what the applicant can do for the company, not what the company can do for applicant.
Although it is hard to generalize about such stunningly bad interview questions they all are "me"
Be certain that the questions you ask don't raise barriers or objections. For example, don't ask,
"Is relocation a necessary part of the job?"The very question raises doubts about your willingness to
relocate. Even if the person selected for the position is not tracked for relocation, the negativity of
the question makes the hiring manager wonder whether you are resistant in other areas as well.
If the issue of relocation is important to you, by all means ask, but go with a phrasing that reinforces
your flexibility, not challenges it. A good approach: "I'm aware that relocation is often required in a
career and I am prepared to relocate for the good of the company as necessary. Could you tell me how often I might be asked to relocate in a five- or 10-year period?"
Here are five more bad questions you might be tempted to ask and what hiring managers will think
when they hear them...
You ask: Is job-sharing a possibility?
What they think: She is unable to give a commitmet to full time work.
You ask: Can you tell me whether you have considered the incredible benefits of telecommuting for this position?
What they think: He wants to get out of the office before he's even seen it.
You ask: I understand that employee paychecks are electronically deposited. Can I get my paycheck in the old-fashioned way?
What they think: You are already asking for exceptions. What's next? And are you afraid of technology?
You ask: I won't have to work for someone with less education than I have, will I?
What they think: He has chip on his shoulder. Why should we take a chance
that he doesn't have other interpersonal issues?
You ask: The job description mentions weekend work. Are you serious?
What they think: We're serious about the job description. We're suddenly less serious about you.
Don't take yourself off of the candidate list by the questions you ask during the interview. Research the company, find out what if it's a good fit or not. Then develop a list of at least 5 questions you will ask.
To your success,
Dona M Davis, M.Ed.
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