CHAPTER 1
The Strategy of Asking Smart Questions
Before we start delving into specific questions to ask yourself, âpre-interviewers,â and the hiring manager, letâs agree on some overarching rules, if you will, that will govern them.
Shape your questions to the position
Learn as much as you can about the position for which youâre interviewingâbefore you show up for any interview. When you ask questions about any aspect of the industry, company, department, or job, make sure they are couched in terms of the requirements of the specific job youâre seeking and the goals of the particular company at which you hope to be hired.
Donât ask about time off
Or vacations or sick days or anything other than the job at handâŚat least not before youâre offered the job.
Donât ask about salary or benefits
Again, wait until you are offered the job. (See chapter 7 to understand why.) You donât want money to be a deciding factor when the interviewer is still wondering whether youâre the best person for the job...or even worthy of a callback.
Know what to ask when of whom
Questions differ depending on both where you are in the interviewing processâscreening interview, hiring interview, first, second, third, and so onâand, during a particular interview, where you are in the interviewerâs script.
The earlier you are in the process, the more likely youâll be asking general questions about where the companyâs going, its culture, and what it deems important or valuable. Your questions are an attempt to get an initial feel for how youâd fit in, where youâd fit in, whether and how you could grow, and so on.
The more information you can get at or near the start of any interview, the easier it will be to tailor your answers accordingly:
Is there a written job description for this position?
What are the challenges you believe need immediate attention?
How would you describe your ideal candidate for this position?
What kinds of people seem to succeed in this company? This department? Working for you?
What particular traits do you value most in your subordinates?
What qualifications do you consider most essential to this position?
Naturally, you will continue to ask follow-up questions until the interviewer has given you a virtual âinterview blueprint,â effectively drawing a portrait of the candidate she wants to hire.
The more time you devote to a particular company, the more targeted and probing the questions should become, both those the interviewer will ask you and those you should ask the interviewer. Youâll really want to start homing in on the particular information you need to decide whether this is the right company, position, and boss for you. So the farther along in the process, the more individualized the questions become (since whatâs most important to you may be something I may not ask about, like the availability of on-site daycare, reimbursement of moving expenses or tuition, and so on).
Get the interviewer talking
Ask open-ended questions-those that begin with âWho,â âWhat,â âWhen,â âWhere,â or âHow.â Your purpose is to establish a conversation, to get the interviewer talking so he volunteers the information you want (and just maybe, to elicit some information you donât even know you want). These kinds of questions do that:
How do you see this position evolving over the next two or three years?
What do you think is happening to book publishing as a whole? Is print dead?
Who held this job previously? Was she promoted? What is her new title?
When are you hoping to make your decision?
Ask probing questions, usually open-ended, to extract more details and to follow up after general questions.
Closed-ended questionsâthose that can be answered by a simple yes or no (and undoubtedly will be)âare useful near the end of an interview, when you want to âcloseâ the sale, or when you do want specific answers to specific questions. âDo I have to wait 90 days for medical coverage?â A simple yes or no will do fine.
âWhyâ questions can be a little tricky, since, if youâre not sensitive (or aware), they can make you appear more aggressive than you might want: âI noticed you have put a lot of books out of print last year. Why did you do that?â
You can extract the same information in a gentler way: âIt seems from your annual report that more books than usual were remaindered last year. Is that because digital editions are cannibalizing print sales?:
Consider asking questions that arenât questions. Making a statement rather than asking pointed queries is a way to put a nervous interviewer at ease. It takes some practice, but itâs very effective in getting reluctant interviewers to open up: âWhat would help me most would be to get a better feel for the culture Iâd be walking into and the styles of the people with whom Iâd be working. Could you take a couple of minutes to give me a better understanding of those issues?â
Match your style to the interviewerâs
That doesnât mean you have to become a total milquetoast when interviewing with a passive interviewer, but, if facing such a scenario, you may want to appear a little less aggressive than you actually are.
Thatâs why you have to be a little careful about a âone-size-fits-allâ interview approach. Yes, employers want go-getters. Confident candidates. Enthusiastic, hard workers. But take the time to look around the office youâre visiting. Is everyone pretty laidback? Then dial back your fire-breathing sales personality. You can brag about the results you achieved without scorching anybody.
Likewise, if youâre inherently reluctant to blow your own horn and a little passive and laidback yourself, an Animal Houseâlike atmosphere might not be your cup of tea.
Watch the interviewerâs body language
You also need to always gauge the interviewerâs response to what youâre saying, not just to the answers youâve given but to the questions youâve asked. Listen for verbal clues and watch the body language that will often tell you how youâre really doing. If itâs obvious youâve hit a wrong note, you may even want to say something like: âIâm sorry. That question seemed to make you uncomfortable. Is that an area youâre not yet prepared to talk about?â Again, you donât want to kill a potential job offer because you were overly aggressive on the interview.
If you know what to look for, youâll get extra clues from the body language of an interviewer:
Lack of eye contact or âshiftingâ eyes are usually seen as a sign of dishonesty or, at best, discomfort: âMr. Interviewer, are you planning any more layoffs?â (squint, shift, squirm, blink) âUh, no, Jim. So, how about dem Bears?â
Raised eyebrows indicate disbelief or even mild distain, along the lines of: âOh, really?â/âYou donât mean that, do you?â/âGee, howâd you figure that out?â/âYou donât actually expect me to buy that, do you?â
A smile at the wrong time can be a sign of discomfort or an indication of a complete lack of appropriate social skills.
A tightly clenched jaw, pursed lips or a forced smile may indicate stress, anything from a bossâs reprimand to an early morning fight with a spouse. While the cause is clearly not your problem, you need to make sure the effect does not become a distraction during your interview.
âClosedâ positions of the hands and armsâclenched fists, arms folded across the bodyâare not positive. They may also indicate boredom or negativity.
An interviewer who is slumping or leaning back in his chair may be showing disrespect, arrogance or disinterest. It is surely a sign that you have to ask a question to get him back into the conversation.
If the interviewer keeps nodding rapidly for an extended period of time while you are asking or answering a question, it may be shorthand for, âBe quiet and let me say something now.â
Doodling, chewing on a pencil, scratching, playing with her hands, moving things around on a desk, or acting distracted are typical signs of nervousness. Donât interpret it as anything more than nerves unless something else tips you off. Again, ask a question to get the focus back on you or, even better, a question about her. (Most people like to talk about themselves, especially a not-too-experienced interviewer who seems to be nervous about interviewing you, believe it or not!)
Be concise and to the point
If your question is so long and convoluted that even you donât remember where it started by the time you finally finish it, what do you expect the poor interviewer to think? Ask one question at a time, not a series of questions masquerading as a multi-clause construction. Then follow up with a series of equally pointed and specific questions to elicit more information.
Assume the position
Even when my brother was a relatively low-level salesperson at a public relations company, he constantly talked about what âweâ were doing and how âweâ were doing it and what âourâ prospects were. Despite the fact that he was not privy to the executive ranks until late in his tenureâwhat âtheyâ knew or where âtheyâ were headedâhis use of âweâ certainly gave the impression he was more involved in those decisions than he wasâŚand he wasnât involved at all in any of them!
It must have worked. His last title there was president of sales.
When appropriate, assume you already have the job and ask questions accordingly:
âMr. Baines, whatâs the first challenge weâre going to face together?â
âMs. Lyndon, what projections do we need to hit next year?â
âMr. Johnson, what are the three most important targets you have for my department?â
Okay, there are some really dumb questions to avoid
Donât ask questions that show your lack of research:
âSo, what exactly do you guys do?â
âWho named the company?â
âDo many people work here?â
Donât ask questions that illustrate your poor sense of taste, strange sense of humor, or those that are just plain wacko:
âWow, how long before I get a cool corner office like yours?â
âSo, I guess youâre the Big Kahuna?â
âHow many days a month can I work from home?â
âShould I tweeze my eyebrows?â
Donât ask questions that reveal your biases
âHmm, Rutigliano, thatâs Italian, isnât it?â
âWill I be working with a lot of people babbling in another language?â
âWill my boss have a problem following my directions? After all, I did graduate from MIT.â
Avoid questions that make it clear you are desperate:
âI really need to pay the rent by next Friday. If you offer me this job, could I get a loan before I start?â
âIâve been out of work for months. What the heck do I have to do to get a job?â
âWill you please hire me? Iâm willing to do anything.â
And donât let your arrogance show: âI have a few problems with the offer. Since you canât seem to do anything about it, may I talk to someone with the authority to give me what I want?â Want to bet that offer just evaporated?
As a book publisher, I have a lot of experience with literary agents who suddenly receive a better offer for a bookâŚright after Iâve made mine. Real or fictitious, such timely offers may be seen by some as just part of the negotiating process, but can also be off-putting and even deal-killing. So be careful of using a competitorâs offer, be it real or imagined, in a way that can be perceived as threatening: âWell, I appreciate the offer, but SBC Company already offered me $5,000 more. Beat it or else.â Be especially careful if you havenât really gotten any such counterofferâŚeven competitors talk!
Itâs okay to ask an interviewer about his own experience with the companyââWhat do you like most about working here?â âWhat do you find most satisfying about your job?â âWhat challenges are you facing in your own position right now?â But avoid any that are clearly too personal: âHow much did you make last year?â âArenât you awfully young to be a vice president?â âWhy isnât your office bigger?â These would include the kind of illegal questions that you know he canât ask of you: âAre you married?â âTell me about your children.â âWere you born in this country?â âWhat kind of a foreign accent is that?â
And avoid any question that has nothing whatsoever to do with the job, department, or company. These may include, but are not limited to, asking for a date, inquiring about the âsmoking breakâ policy, or asking any question that would lead even the most understanding interviewer to immediately call security and have you forcefully ejected, preferably from the state.
Donât introduce negativity into an interviewerâs mind
There is nothing inherently wrong with asking about normal work hours, as long as you donât say, âMy last boss expected me to work most Saturdays. You donât, do you?â Oh, yeah, you are so committed.
The way some questions are posed may make them negative: âDo you have a lot of people who job-shar...