13 questions to ask - and win over - the job recruiter

I thought this was a great article.  - Dan

By Tranette Ledford - Decision Times from ArmyTimes

Jarrod Washington knew about interviews. He had spent more than five
years as an Air Force recruiter. So when he sat down to interview for
his first civilian job, he asked a question directly related to the
position.

"What type of training does the company provide?"

Washington chose the questions he wanted to ask before he arrived at the interview. He also chose the timing.

"I
waited until the interview was winding down," he said. "By that time we
were having more of a give-and-take conversation and I knew that was my
chance to ask the questions."

He got the job. An Air Force
veteran of 20 years and a master sergeant when he separated, Washington
had his interview Jan. 30 of this year and was hired Feb. 19 as the
career director for a large real estate firm in Newport News, Va. Now
he's the one hiring and asking the questions.

Questions vs. answers

Most
job seekers are advised to anticipate interview questions and rehearse
responses. But you need more than good answers: You need good questions.

"The
biggest sin for a job candidate isn't going to be arriving to the
interview late or being dressed inappropriately or even asking
less-than-ideal questions," said John Kador. "The biggest sin is asking
no questions at all. That's a dead end for the job candidate."

Kador
is a business writer with expertise in technology, communications and
the economy. He has also written numerous books, including "The 201
Best Questions to Ask on Your Interview," published by McGraw Hill in
2002. While researching his book, Kador gathered information and
anecdotes from human resources professionals, recruiters and career
coaches, and turned that information into a revealing look at what
employers want to hear from job candidates, and the power of
well-phrased, knowledgeable questions.

"Because of the Internet,
there's really no reason to ask questions about the company," Kador
said. "It's better to put into the form of question statements about
who you are. This is a way to advance your value as an employee."

'I'm valuable'

Whatever
you've put in bullets or highlighted on your résumé -- those are the
points to bring up in questions. The following are examples of
questions that paint a picture of the value you bring to the position:

1. What is the most important thing I can do to help the company within the first 60 days?

2. What specific skills from the person you hire will make your life easier?

3. What kinds of processes does the company have in place to help me work collaboratively?

4. What are the major concerns that need to be immediately addressed for the successful candidate for this job?

Directing your sales pitch

Most
hiring managers don't have tunnel vision. They're looking for a
combination of traits and skills. Still, they have one common goal --
picking out the best match from a field of applicants.

According
to Kador, the following questions allow you to interview the
interviewer. By doing so, you can learn more about what you are up
against and respond accordingly to turn things to your favor. You also
can use your questions to play up your strengths.

5. By what criteria will you select the ideal candidate for this job?

6. What are some of the problems that keep you up at night?

7. What are the critical factors for success in your department?

8. In my last assignment, I supervised 10 people. How would such a skill translate to the requirements of this job?

Questions that dispel doubts

Several
years ago, the market was such that job seekers often used interviews
to screen for the best offers. That's not the case anymore, says Kador.

Employers are running the show now. That means job candidates must ask questions that put the interviewer's doubts to rest.

Hiring
managers want to know that you have the ability to do the job. But they
may have doubts and unspoken or even unconscious objections to hiring
you. You can dispel their uncertainty by finding out what objections
they might have to hiring you, then dealing with them head-on, Kador
said.

9. Do you have any hesitations about my qualifications?

10. How do my qualifications compare to the qualifications of the ideal candidate?

11. Is there anything standing in the way of us coming to an agreement?

Bids for action

Depending
on the job and the company, you may have to go through a series of
interviews. Kador suggests job seekers find out who really does the
hiring and reserve a few questions for that person -- questions that
clearly demonstrate you really want the job without directly asking for
it.

He acknowledges it's a bold approach, but believes it's
better to make a veiled request to get hired than to make no request.
His examples:

12. This position sounds like something I'd really like to do. Is there a fit here?

13. I'm very interested in this job and I know your endorsement is the key to getting it. May I have your endorsement?

The
information provided by hiring managers who spoke with Kador indicates
that interviewers see questions as a projection of confidence. They
also tip the scales.

"If there are two candidates equally
qualified for the job and one asks great questions and one doesn't, or
one candidate asks for the job and the other one doesn't, who would you
choose?" he said. "When you're looking for a job, remember that
questions reveal a lot about you. That's why they shouldn't be 'me'
questions. Instead, they should be focused on your value and what you
bring to the table."