As a potential new hire, you will naturally be interested in the targets and goals of the interviewing company. In addition to your research, be sure to ask the interviewer what they are currently working on, and what is the most exciting innovation, product, service, or upcoming change facing the company over the next while. The more the interviewer divulges, regarding their company's short-term goals, the better you can draw the correlation between your experience and their goals. This question can be a great conversation piece. As the interviewer offers their answer be sure to ask more in-depth questions for further understanding, and how enthusiasm for the work they are doing!
This question is one of the most critical inquiries you can have before starting a new position. It is vital that you understand what happened to the previous person in this role so that any negative history does not repeat itself. If this is a replacement search, the interviewer may not freely divulge the information as to why the last person did not work out. If they were relocated or promoted, that would be the best possible scenario. If they were terminated, you should be given an idea as to why this person failed in the role so that you can be set up for optimum success, fully understanding the expectations set out before you. If this is a newly created position, you will want to dig further to ensure that this role is well laid-out with evident training, a stable career path, strong potential growth, and precise targets.
It is vital for you to have a solid understanding of the onboarding process and the goals and expectations related to your training. You should find out how long the training process takes so that you know when you'll be fully onboard. You should also find out who will be training you and what that experience will entail. Perhaps you will be job shadowing someone senior to you, maybe there will be classroom training in a group setting, or you might even travel to another city where the company's headquarters are. The more details you receive, the better prepared you will be for your first day!
This question is particularly helpful for a role with a leadership component or a sales based opportunity. Depending on the position you can also ask the interviewer what they would like to see from you in your first 60 - 90 days on the job. It's an excellent idea for you to come to your interview with a plan to show. This initiative will help the interviewer to see that you are engaged and excited about this opportunity. An interviewer will likely give you an overview of the training schedule, and the expectations related to your preparation for this role. You can dig further to ask questions regarding the specific goals and quotas that you will be expected to meet in your first one to three months. Be aware if the interviewer does not have specific goals to share. This response could be an indication of disorganization within the company or a highly unstructured training and onboarding process.
This question is an excellent inquiry because it forces the interviewer out of a standard response and makes them take a good hard look at your skill set, how it matches with the job requirements, and then comment on any areas where you may need to strengthen your abilities. The interviewer should respond with suggestions such as programs to study up on, related articles to read, or ways to further research their industry or client base. The interviewer could also give you insight on how to best work with the personalities who would be present in your new department or let you know a bit more about the person to whom you would be reporting. By asking this question, you are allowing the interviewer to picture you in the role already, while also showing enthusiasm for your success within their company.
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