I’m pretty passionate about the Q&A portion of an interview. It’s the time when a candidate can ask their recruiter pertinent questions and learn more about their future organization.
Although most candidates invest time preparing for the interview, researching the company, perhaps considering possible answers to interview questions, I find that many candidates neglect to consider the questions they will ask the recruiter.
In my previous blog, I was pretty specific about the questions that make me cringe, in this blog I’m not going to offer sample questions you can use during an interview, because no recruiter wants to answer the same exact questions from every single candidate. Instead I will offer areas of focus for the questions you extend to your recruiter.
It’s appropriate to ask questions about next steps and duration of the selection process. You’ll want to know how long it will take for a final decision and if a second or third interview should be expected. Receiving the answers to these questions during your interview will alleviate some anticipation stress later when you’re waiting for a final decision.
Performance & Recognition
I’m also a fan of questions that focus on how often you will be evaluated on the criteria that determines you’re successful in your new role. It’s also important to know how employees within your future organization are recognized for a job well done. The answers to these questions give valuable insight into an organization’s culture and could help you determine if the organization is truly a good fit for you.
Career Growth & Promotional Opportunities
I’m a huge proponent for questions that focus on typical career paths and opportunities for growth within the organization. While in college, I worked for a smaller hotel company that had minimal opportunity for movement within the organization. This was the primary reason I knew for sure that upon graduation I had to find a larger organization to join. If you don’t ask questions about potential career growth, you could end up in a similar situation. This is especially essential for those candidates who envision a more stable career journey and would like to work for an organization for a longer period of time.
Lastly, remember when your recruiter asks “What questions do you have for me?”, you need to have a question. My actual recommendation is that you have a minimum of two questions, but no more than five questions. Just keep in mind that you want to do more than just offer a question, you want to ask a question that demonstrates you’re truly considering the opportunity and desire answers that will be of value when making your decision.
Ronisha is one of Hyatt’s College Recruiting Managers. Hyatt’s College Recruiters visit more than 30 college campuses each year recruiting top talent at hospitality programs across the country. A graduate of The Ohio State University, Ronisha begin her Hyatt career as a Human Resources Corporate Management Trainee. During her ten years with Hyatt, she has worked at Hyatt Hotels in Orlando, Maryland, Virginia and New Jersey. To learn more about opportunities with Hyatt please visit hyatt.jobs, follow Hyatt on twitter @hyattcareers, become a Hyatt Facebook fan at Hyatt Hotels and Resorts Careers and follow the Campus Recruiter blog at hyattrecruiting.blogspot.com.