Re: Questions for Interview...

[Charles E Vermette <cvermette -at- juno -dot- com>]

Very interesting thread...I'm especially going to remember Sharon
Burton-Hardin's "if you had to do it over..."question, and use it at some
point.

One of Andrew  Plato's better pieces of advise applies to an interview:
focus 100% on the employer and 0% on yourself. I'm in research mode when
I'm on an interview.  I can process my thoughts and feelings later (note:
I didn't say I ignore them - it's just that I want my mind clear to focus
on the facts of the job and my impressions of the environment. For me,
focusing on *set* questions detracts from this...that's why I don't walk
in with set questions in mind.) 

I *always* read the room first, and have learned (after *not* doing this
for many years) to let the *interviewer* do most of the talking. I then
ask something based on what *they've* focused on (as opposed to what *i*
think they should focus on...) If they spent 70% of the interview talking
about a specific topic, it makes sense to ask a question about that
topic. It shows you're listening (it also separates you from the 90% of
interviewees that are thinking of themselves as opposed to the
interviewee. At the moment, their agenda is what counts.)

For this reason, I tend to shy away from environment questions (i.e,
"what is your corporate culture, etc.") My experience after 25 years is
that you can read these from the environment (this is a topic in itself,
and out of the scope of TECHWR-L.) My own style is not to be coy about
environment issues...I'm up front about the environment/culture I want to
be in. The employer can then decide if my preferences are in line with
theirs.

General questions I ask:

* questions about the technology (if they focus on the technology. I
personally love it when they do. It tells me they're results based.)
* questions about the project scope (if they focus on the scope. I like
this too; it gives me a chance to focus on their needs.)

Specific questions I may ask at the end of the interview:

*  What background does your ideal candidate have? (Note: I ask this of
the *Project or Technical Manager.*) 

This tells me if a.) there's a disconnect between the job description
that HR or the agency gave me, b.) whether the outfit really knows what
they want or need, and c.) if I'm in the ballpark.

* If you can tell me, where are you in the hiring process? Do you want me
to do any follow-up with you?

This tells me whether or not they are fishing or have done a detailed pre
screening. It also tells them that I'm willing to work with them, and
respect their time.

* When do you plan on making a decision? 

Again, this tells me how well organized they are. It also conveys to them
that I have irons in the fire, and may inspire them to action if they're
interested in me.

I once had someone go ballistic on me when I asked this. (I was
interviewing for a full-time job, but had a contract reopening in a week.
Out of courtesy to the agency and client, I wanted to know so I could
schedule.) Turns out they had tried to fill this position for two months
and couldn't do it...later I found they created two jobs to cover the
one. 

* Question that's not really a question: "I want to make sure I
understand the situation...":

Risky but effective: summarize what's been discussed. If you get it
right, you really impress them with your learning and listening skills.
If you don't, you get to kick you own a** and learn for next time.

Lastly - having just read Geoff Hart's "Ten Myths for Technical
Communicators", let me add an eleventh myth to question: do you *have* to
ask a question at all? Sometimes I don't, and have no problem saying,
"No, you've covered the situation quite thoroughly."

Chuck

Charles E. Vermette
85 Washington Park Drive, Norwell MA 02061
781-659-1836
e-mail: cvermette -at- juno -dot- com
web: http://www.charlesvermette.com

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