Career Control: Buy-In: What You Ask Counts

In days gone by, the final 10 minutes of an interview were reserved for candidate questions. Now, interviews are typically freer flowing and more interactive sessions.

Therefore, in a world where differentiating yourself from the competition is ever more challenging, your research and ability to engage a client with questions that you have for them, is super important. It shows interest, genuine interest. You are going beyond their website and job spec (if you’ve received one).

This is relevant at every level. You may be the up-and-coming hire. You may be their next CFO. You need to make this count. Hoping that you come across well, is not enough. Hope is not a plan.

Many topics can be covered throughout an interview process, and sometimes the questions you have in mind are answered for you without being directly asked. I would always advise you to have thought about questions based on the company (how it operates), their people (culture and development), their markets (challenges and successes) and the job itself (how will it evolve and how can you succeed). These areas provide you with enough scope for open ended as well as more targeted questions.

Essentially, anything non-generic demonstrates to a client that you have a genuine interest in who they are and what they do – this makes a lasting impression. Plan well beforehand, discuss with advisors that you trust.

Just be aware, that if the hiring party asks why your question is being asked, please ensure you can provide context and reasoning… and you are not just looking to put them on the spot.

And if you receive answers which confirm to you that this is either a) the golden opportunity, or b) one to pass on, then you’ve done the right homework.

Never forget, this is a two-way process, it’s not just about a client finding their person. It is about you finding your next employer of choice too.

Nick Connor, Director at HedgerWay