The questions you should ask
Your preparation should extend to things that you would want to ask the interviewer. Remember that in some organizations you may be interviewed by a number of people, for example, the person you will be reporting to might conduct one interview with you aimed at finding out about your experience to date and ability to fulfil the role, while you may also have a short interview with the HR Manager or someone in a similar position which you would focus more on terms and conditions of employment. If this is the case it is in important that you may direct your questions to the appropriate person. Among the questions you might like to ask are the following;-
-What is the key result they expect from the person who will do this job?
-Is there a job description for this position (if so, might I have a copy if it was not in the recruitment pack)?
-Is there somebody currently in the post?
-Why did the last person leave the post?
-Who will make the final decision on filling this position?
-When are you going to make a decision?
-Who will I report to?
-What pension provisions are available
-What are the terms and conditions of employment if not already highlighted in the recruitment pack)
Remember to ask questions around the areas that were highlighted in your feedback from the Career Influences Survey and the Career Expectations Survey.
It is important that you take the opportunity to ask all the questions to which you want answers. An interview is a two way process-it may be balanced to favour the interviewer, for him or her to gather information to make a decision about you, but at the same time there is a need for you to gather some information about the job and the organisation, so that you can make a decision about them. If you are not offered the opportunity to ask questions by the interviewer you should proactively say that you have a few questions that you would like to ask. It may simply be that they have forgotten to offer you the opportunity- in any case this is an important part of the process.
After the interview review your own performance, make a note for yourself of things that went particularly well and also areas where you think you might improve your performance. Check to see if you “sold your benefits” and whether you covered all the areas that you wanted to cover in the interview. Note any questions you were asked which were difficult and use this as the basis of preparation for the next interview that you have.
After your interview, or assessment day, you need to consider whether you should send a follow up letter. This may be worthwhile and allows you the opportunity to highlight anything you think may be relevant that you might have omitted at your interview and to restate your interest in the position on offer. It can usually do you no harm and may indeed have a positive impact on the recruiting organisation, as you may wish to apply to the same organisation at some point in the future. Or the person who is conducting the recruitment process may recommend you to a colleague even if you are not appointed to the position for which you have applied. In many instances the simple fact that you have followed up after the assessment procedure will help you stand out from the other unsuccessful candidates. It is always worth remembering that your interviewer and / or assessors will have spent a great deal of time and effort preparing for the interview or assessment day themselves and will appreciate being thanked for their time (End)