Successful "listening" in job interviews leads to offers. In order to evaluate such offers and to negotiate intelligently for adequate compensation, you should have certain basic information, which the interviewer may not offer voluntarily. A final decision to accept or reject a position maybe - or should be - influenced by the answers to some of the following questions
What are the specifications for this position? What are the specific duties and responsibilities? What is the extent of authority? Can the position description be altered? Upgraded?
How long has the position been in existence? Open? Who had the position until now? Why is he / she being replaced? How long was he / she in the it? Did he / she succeed? What led to his / her success / failure? How many predecessors were there? What happened to them? Why? How would you describe the ideal candidate for the position?
Who are the people with whom I will work? Who is my immediate supervisor? My staff? My associates in related departments? What is the title, history in the company, previous background, education, age, personality, and reputation of each?
Does the company have any long range plans for this department? Growth or consolidation? Does the department have its own budget? Who controls it? Has the department been successful? What is its reputation in the company? (In the opinion of the interviewer), is there sufficient staff to handle the workload? How is the morale of the staff? Is there anyone on the staff who expected to be promoted to this position but was by-passed?
Where does this position fit into the company's organizational plan? Are the reporting channels clear? Is there more than one "boss"?
Does the company have an induction programme for new employees? How do I become familiar with company policies, practices and "etiquette?" Does the company have an Executive Development Programme? Other training programmes? What are its facilities? What resource does it utilize? Does the company sponsor courses at universities? At management associations or industry conferences? Are suggestions welcome?
How long has the company been in existence? What is its corporate culture? Its mission? Does it have a strategic plan? Who owns it? Is it family dominated? How long has its present management been in control? What has been its gross sales and profit (or loss) pattern during the last ten years? Five years? Two years? Now? Does the company have a growth plan? (See annual report) What do the company's annual report and the D&B report show about its credit rating and financial history? If the company is 'public', what do recent stockbrokers' reports say about its management and its prospects|? How does the company and its products rate in its industry? What is the economic trend of the industry?
Where can I get information on housing, cost of living, religious and social organizations, shopping, schools, libraries, educational and recreational facilities? Does the company encourage employees to participate in community activities? Does the company dominate the community?
(While negotiating 'basic' salary or compensation): Does the company offer stock options or deferred payment plans? Bonus arrangements? What is the 'executive package at top levels? Does the company have an Employee Benefits Plan (medical insurance, retirement)? Does the company reimburse moving expenses? Losses incurred in selling one's house? Living and travel expenses while the employee is commuting and finding permanent housing for his / her family? Does the company arrange employment contracts? What is the company's policy regarding vacations and sick leave? When and how is salary usually paid? What is the company's policy regarding employment agency's fees? Does the company have a periodic employee appraisal or performance review? What are the prospects for salary increases? Promotion? Will there be opportunities for greater responsibility and broader experience?
What is expected to be accomplished during the first rating period? How is the position evaluated? At what frequency? How are performance and raises tied to performance criteria? What is the current salary range for the position?
Many of these questions are of a sensitive nature. An improper attitude or approach could antagonize your interviewers and make them think you are overly suspicious, too careful, or prying. The following suggestions will help you minimize the risk of offending your interviewers.
- Avoid self-serving questions that would tend to screen you out...be company-orientated in your thinking.
- Be positive in your approach.
- Remember you are not an 'inquisitor'.
- Plan the wording of the questions you want to ask.
- Maintain a friendly, open attitude.
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