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首页 301 Best Questions to Ask on Your Interview

301 Best Questions to Ask on Your Interview.pdf

301 Best Questions to Ask on Yo…

xyab
2011-04-08 0人阅读 举报 0 0 暂无简介

简介:本文档为《301 Best Questions to Ask on Your Interviewpdf》,可适用于高等教育领域

JOHNKADORBESTQUESTIONSTOASKONYOURINTERVIEWSECONDEDITIONNewYorkChicagoSanFranciscoLisbonLondonMadridMexicoCityMilanNewDelhiSanJuanSeoulSingaporeSydneyTorontoCopyright©byJohnKadorAllrightsreservedExceptaspermittedundertheUnitedStatesCopyrightActof,nopartofthispublicationmaybereproducedordistributedinanyformorbyanymeans,orstoredinadatabaseorretrievalsystem,withoutthepriorwrittenpermissionofthepublisherISBN:MHID:ThematerialinthiseBookalsoappearsintheprintversionofthistitle:ISBN:,MHID:AlltrademarksaretrademarksoftheirrespectiveownersRatherthanputatrademarksymbolaftereveryoccurrenceofatrademarkedname,weusenamesinaneditorialfashiononly,andtothebenefitofthetrademarkowner,withnointentionofinfringementofthetrademarkWheresuchdesignationsappearinthisbook,theyhavebeenprintedwithinitialcapsMcGrawHilleBooksareavailableatspecialquantitydiscountstouseaspremiumsandsalespromotions,orforuseincorporatetrainingprogramsTocontactarepresentativepleaseemailusatbulsalesmcgrawhillcomTERMSOFUSEThisisacopyrightedworkandTheMcGrawHillCompanies,Inc(“McGrawHill”)anditslicensorsreserveallrightsinandtotheworkUseofthisworkissubjecttothesetermsExceptaspermittedundertheCopyrightActofandtherighttostoreandretrieveonecopyofthework,youmaynotdecompile,disassemble,reverseengineer,reproduce,modify,createderivativeworksbasedupon,transmit,distribute,disseminate,sell,publishorsublicensetheworkoranypartofitwithoutMcGrawHill’spriorconsentYoumayusetheworkforyourownnoncommercialandpersonaluseanyotheruseoftheworkisstrictlyprohibitedYourrighttousetheworkmaybeterminatedifyoufailtocomplywiththesetermsTHEWORKISPROVIDED“ASIS”McGRAWHILLANDITSLICENSORSMAKENOGUARANTEESORWARRANTIESASTOTHEACCURACY,ADEQUACYORCOMPLETENESSOFORRESULTSTOBEOBTAINEDFROMUSINGTHEWORK,INCLUDINGANYINFORMATIONTHATCANBEACCESSEDTHROUGHTHEWORKVIAHYPERLINKOROTHERWISE,ANDEXPRESSLYDISCLAIMANYWARRANTY,EXPRESSORIMPLIED,INCLUDINGBUTNOTLIMITEDTOIMPLIEDWARRANTIESOFMERCHANTABILITYORFITNESSFORAPARTICULARPURPOSEMcGrawHillanditslicensorsdonotwarrantorguaranteethatthefunctionscontainedintheworkwillmeetyourrequirementsorthatitsoperationwillbeuninterruptedorerrorfreeNeitherMcGrawHillnoritslicensorsshallbeliabletoyouoranyoneelseforanyinaccuracy,errororomission,regardlessofcause,intheworkorforanydamagesresultingtherefromMcGrawHillhasnoresponsibilityforthecontentofanyinformationaccessedthroughtheworkUndernocircumstancesshallMcGrawHillandoritslicensorsbeliableforanyindirect,incidental,special,punitive,consequentialorsimilardamagesthatresultfromtheuseoforinabilitytousethework,evenifanyofthemhasbeenadvisedofthepossibilityofsuchdamagesThislimitationofliabilityshallapplytoanyclaimorcausewhatsoeverwhethersuchclaimorcausearisesincontract,tortorotherwiseTomyfather,formodelingsowelltheresponsibilitiesandcontentmentsofselfemploymentTomymother,forteachingmethereasonswhyselfprecedesemploymentAndtomyentirefamily,forremindingmethatworkisplaywithalargersocialpurposeThispageintentionallyleftblankvCONTENTSForewordbyPenelopeTrunkviiAcknowledgmentsxiiiIntroductionxvPARTITHERULESOFTHEGAMEChapter:WhyYouHavetoQuestionQuestionsAreNotanOptionChapter:QuestionsYouShouldNeverInitiateDon’tGoThereChapter:WhentoQuestionNoNeedtoWaitforanInvitationChapter:DoYourHomeworkKnowBeforeYouAskChapter:DoYouMindifITakeNotesWhyTakingNotesIsCriticalPARTIIINTERVIEWTHEINTERVIEWERChapter:QuestionsforHeadhunters,Recruiters,andStaffingAgenciesImportantIntermediariesinYourJobSearchviCONTENTSChapter:QuestionsforHumanResourcesEnablingHRPeopletoWorkforYouChapter:QuestionsforHiringManagersTheOnlyPartyThatCanGiveYouWhatYouWantPARTIIITHEQUESTIONLIFECYCLEChapter:ExploringQuestionsShowYourInvestmentintheJobandLevelthePlayingFieldChapter:DefensiveQuestionsQuestionsThatLetYouKnowWhatYou’reGettingintoandProtectYoufromMakingaMistakeChapter:FeedbackQuestionsQuestionsThatAskfortheObjectionPositionChapter:BidforActionQuestionsTwentyQuestionsThatAskfortheJobChapter:QuestionsforSuperstarsFortyBoneChillingQuestionsforWhenYouKnowYou’retheBestChapter:YouGottheOfferCongratulations!Now’stheTimetoAskAllThoseQuestionsYouWantedtoAskChapter:YouBlewtheInterviewNowWhatLeverageRejectionintoaLearningExperienceIndexviiFOREWORDHowfaryouget,inalmostanything,islimitedmainlybyyourabilitytoaskgoodquestionsThisismostdefinitelytrueifyouwanttogothedistanceinthejobinterviewThereyourabilitytoaskgoodquestionsoftenspellsthedifferencebetween“congratulations”and“maybenexttime”However,theproblemisthatwearenottaughttoaskgoodquestionsWe’retrainedtoanswerquestionsButonlyansweringquestionsdoeslittletomakeaninterestinglifeNordoesitimpresstheinterviewerAfterall,ifyouhavealltheanswers,andyou’respewingthemallthetime,thenyouarenotlearninganythingnewIamobsessedwithaskinggoodquestionsNo,notjustgoodquestionsGreatquestionsQuestionsthatallowmetogetsmarterQuestionsthatsignalhowmuchIrespecttheotherpersonbydemonstratingthatwhatheorshehastosayhasvalueformeNowheredoesthepowerofaskinggreatquestionshavemoreimmediateandlifechangingvaluethaninthejobinterviewHeretheabilityofanapplicanttosynthesizethegiveandtakeenergyofthejobinterviewintoasetofcoordinatedquestionsseparatesthesuperstarsfromthealsoransI’mgladthatJohnKadorcapturesofthesegreatquestionsinthisbookI’msuretheywillbeusefultoyouButanylist,evenoneascomprehensiveasthisbookoffers,isnosubstituteforusingyourinstinctsThequestionsinthisbookarebestusedasjumpingoffpointsforthequestionsthatyou’llmakegreatbyspeakingsointimatelytoyouruniquepersonality,ambition,andsetofcircumstancesThetrickistohonoryouridentityatalltimesFOREWORDviiiMaybeallmybooksandblogpostsareactuallyaboutmyobsessionwithagreatquestionForexample,oneofmyrecentrantsabouthowblogsneedtopicsisreallyabouthoweverygreatblogisbasedonagreatquestionWantanexampleofagreatquestionTrythisone:HowcanwemaketheintersectionofworkandlifebetterGreatquestionsmotivateustotakeactionOrtheymotivatetheotherguytotakeactionAndthat’swhatajobseekerwantsHeorshewantstheinterviewertotakeactionthatadvancesthejobseeker’sowncandidacyIknowforacertaintythataskingtherightquestionscanmovetheneedleinthejobseeker’sdirectionTherearenoguarantees,ofcourse,butwhentwocandidatesareequalineveryway,thebalancewilltilttothecandidatewhoasksthebetterquestionsI’vestartedthreecompanies,andthat’sthewayIhireWHENTOASKQUESTIONSHowfaryouget,inalmostanything,isalsolimitedbyyourabilitytotimeyourquestionsSometimesquestionsbecomegreatbecauseofwhenyouaskthemThefirsttimeIsawthisinactionwaswhenIwasinterviewingacandidateIstartedwith,“So,whydon’tyoutellmeabitaboutyourself”Shesaid,“Well,firstwhydon’tyoutellmeabitaboutthejobsothatIcantailormyanswertoyourparticularneedsrightnow”Iwassurprised,butitmadealotofsensetomeItoldheraboutthejobShetailoredheranswertothejobAndIendedupmakingheranofferItchangedthewayIthinkaboutjobinterviewsHere’sthestructureofthetraditionaljobinterview:Theinterviewerasksyoualotofquestionsaboutyou,figuresoutwhatyoulikeandwhatyou’regoodat,andcustomizeshiscommentaryashepitchesthecompanyandthejobtoyouThisstructureworksfineifyouarenotallthatinterestedinthejobButifyougointotheinterviewknowingthatyouwantthejob,thisstructurewillnotbenefityouThisisbecauseifyoureallywantthejob,youwillbetryingveryhardduringtheinterviewtoconvincethepersonthatyou’reagoodmatchButthestructureofthetraditionalinterviewdoesn’tgiveyouFOREWORDixthechancetofindoutalotaboutwhatthey’relookingforinamatchuntiltheveryendThenyougettotheendoftheinterview,andtheinterviewerasks,“Doyouhaveanyquestionsforme”Thequestionsthateveryonerecommendsyouaskarequestionsthatwillhelpyoulearnwhatthecompanyislookingforinanewhire:questionsaboutthegoalsandphilosophiesofthecompany,abouttheparametersofthepositionyou’reinterviewingfor,abouttheexpectationsforthepersonithiresTheanswerstothesequestionswillhelpyoutoexplainwhyyouaretheidealcandidateforthejobSowhywaitandaskthesequestionsattheendInstead,askthemasclosetothebeginningasyoucanDon’thijacktheinterview,buttrytoaskabitaboutthepositionatthebeginningoftheinterview,andthenyou,too,cantailoryouranswerstotherequirementsofthejobFOURGREATQUESTIONSTOASKWiththisstrategy,comingupwithquestionswillbeeasybecauseyouwillnaturallywanttoknowwhatthehiringmanagerislookingforsoyoucanbethatpersonHerearefourquestionsthatmakemetakenotice:WhatwouldthefirstthreegoalsbeforthepersonwhotakesthisjobWhatarethebiggesthurdlestoovercomeinthispositionWhattypeofpersondoyouthinkwillbemostsuccessfulinthispositionDoyouhaveanyreservationsaboutmyqualificationsIfyouaskavariationofthesequestionstowardthebeginningoftheinterviewevenifyouaskonlyoneortwoyou’llbeinamuchbetterpositiontoacetherestoftheinterviewWhileitisbuckingconventiontoaskquestionstowardthebeginningratherthanattheend,considerthatyouwilllookmoreauthenticdoingthisAfterspendingthewholeinterviewconvincingtheinterviewerthatyouareagoodfitforthejob,youlikelywon’thaveanyquestionsaboutthejobattheendFOREWORDxSowhenyougettotheendoftheinterviewandtheinterviewerasks,“Doyouhaveanyquestionsforme”youcanfeelfreetosay,“No,IthinkI’veaskedenoughquestionstounderstandhowIwillfitinwellatthispositionI’mveryexcitedaboutworkingwithyouIthinkwe’reagoodmatchDoyouhaveanyreservations”FOURQUESTIONSTOAVOIDNotallquestionsarecreatedalikeImentionedfourgreatquestionsthatsmartcandidatescanaskintheirjobinterviewsIt’sonlyfairthatIalsomentionfourquestionsthatyoushouldcertainlyavoidHowmanyhoursadaydoyouworkThisisaqualityoflifequestionQualityoflifeisimportant,andifyouneedtoleaveatPMeveryday,that’sfair,butitisnotsomethingthatautomaticallymakesyoumoreattractiveasanemployee,sodon’taskthisquestiondirectlyIfyougetthroughafullinterviewandthehiringmanagerneverrevealsthatshehasalifeoutsideofwork,there’snoneedtoask:shedoesn’tIfyouareunsureaboutthetypicalworkhours,conductsomeindependentresearchParkyourcarinthecompanylotandstalkunsuspectingemployeestoseewhentheycomeandgoOr,gotoapayphoneandanonymouslycalltheintervieweratPMfournightsinarowtoseeifshe’sstillattheofficeJustdon’taskthisquestionintheinterviewIfyouwereananimal,whichonewouldyoubeNothingabstractPleaseThisnutcasequestionthrowsoffaninterviewerInextremecases,itmaybeappropriatetoasksuchaquestiontotestwhatsomeonedoesunderpressureBut,forthemostpart,astheintervieweeitisnotyourjobtoinstigatepressureMosthiringdecisionsaremadebasedonchemistryYournumberonegoalwhenyouinterviewforajobistogetthepersonaskingthequestionstolikeyouSoyoushouldaskquestionsthatmakethispersonfeelcomfortableFOREWORDxiIfyoucandoitwithoutsoundinglikeabrownnose,asktheinterviewersomethingabouthowshegottobesogreatLike,“Whydidyoudecidetoworkforthiscompany”Thatquestionimpliesthatyou’reinterestedinotherpeopleandthatyourespecttheinterviewerIjustreadthatyourstockisdownpercentWhatisthecompanydoinginresponseUnlessyou’reinterviewingtobeastockanalyst,forgetthemetaquestionsIfyouaresointerestedinthecompany’srecentdownturn,readtheanalystreportsAquestionlikethisrevealstoaprospectivebossthatyouareeither(a)preoccupiedwiththeideathatthecompanyistankingor(b)preoccupiedwithdetailsofthecompanythatarewaybeyondthescopeofthepositionathandEitherway,themetaquestiondefinitelydoesnotscream,“Hireme!I’llbeeasytomanage!”Arelativelybigpicturequestionthatyouwoulddowelltoaskis,“Whatareyourprimarygoalsforthenexttwoquarters”Thisquestionshowsyoucareaboutthecompany’sfutureinawaythatisrelevanttoyourboss’simmediateconcernsWhatneedstobeaccomplishedinthispositioninthenextsixmonthsThisisauselessquestiontoaskattheendofaninterviewbutanessentialoneforthebeginningSoaskthisquestionwithinthefirstfiveminutesoftheinterviewAndthentailoreverythingyousaytoaddressthegoalsofthepositionTheoverallrulethatshouldguideyourpreparationsisthatyouneverstopsellingyourselfinaninterview,evenwhenyoupretendtostopsellingyourselfinordertoaskaquestionGoodluckinyourjobsearchPENELOPETRUNKCEO,BrazenCareeristwwwpenelopetrunkcomThispageintentionallyleftblankxiiiACKNOWLEDGMENTSProfessionalsinthestaffingindustrymaybeamongthehardestworkingpeopleintheworldIamgratifiedtobeabletoacknowledgesomanyexcellentpeoplewhocarvedtimeoutoftheirbusydaystohelpmewiththisbookTotheseauthorities,staffingprofessionalsall,Iexpressmygratitude:KimberlyBedore,JaniceBrookshier,AmyCavalleri,RobertConlin,SusanCucuzza,EricFrost,SandraGrabczynski,JeanetteGrill,ScottHagen,AnneHallam,JoelHamroff,CharlesHandler,BeauHarris,JonathanHilley,BobJohnson,RobinMJohnson,KathiJones,HoustonLandry,GrantLehman,NancyLevine,SonjaCParker,AndrewReese,LizReiersen,JasonRodd,EricStamos,TonyStanic,SusanTrainer,TomThrower,RobinUpton,andJasonWarnerSpecialthanksgotoPenelopeTrunkforwritingaverypersonalForewordIhavelongadmiredTheBrazenCareerist,Penelope’sbookandblogofthesamename,andherunwaveringcommitmenttothepropositionthatwonderfulthingshappenwhenwetelltheimmaculatetruthaboutourselvesIappreciateDianeAsyre,principalwithAsyreCommunications,forbeingsogenerouswithhertime,wisdom,andperspectiveIthankMelanieMaysfortheCompanyCulturalSurveyandGaryAmesandDrWendellWilliamsfortheorganizationofthequestionsinChapters–OnceagainIamindebtedtoDrJohnSullivan,professorandheadofhumanresourcemanagementatSanFranciscoStateUniversity,forsharingwithmehisexperienceandperspectiveoneveryACKNOWLEDGMENTSxivaspectofthestaffingprocessIespeciallyappreciateDrSullivanforsharingthe“superstar”questionsinChapterForreadingthemanuscriptandgivingmemanyvaluablesuggestions,IappreciateAnnaBethPayne,directoroftheCounselingandStudentDevelopmentCenteratSusquehannaUniversity,Selinsgrove,PennsylvaniaAndfinally,I’dliketothankthemanyHRprofessionalsandjobcandidatesaroundtheworldwhocontactedmeafterreadingmyincreasinglydesperatepostsforgreatanddumbquestionstoaskonyourinterviewYouremailsmakeanauthor’sdayIwelcomehearingfromyouatjkadorjkadorcomxvINTRODUCTIONThesituationforjobseekershasradicallyworsenedsinceBestQuestionstoAskonYourInterviewwasfirstpublishedinTheglobaleconomicmeltdownhasmadetheprocessoffindingemploymentmorechallengingthananytimesincetheGreatDepressionJobopportunitiesarefewerAteverylevel,competitionismoreintenseJobinterviewsarerareandjoboffersarerarerstillThat’swhythelessonsofthisbookaremorecriticalthaneverIt’snolongerenoughtobemerelyqualifiedEvenexceptionallyqualifiedcandidatescontinuetobefrustratedintheireffortsJobinterviewsareincreasinglyusedtoscreencandidatesoutIfyouwantashotatthefewgreatjobsthatareoutthere,youhavetodistinguishyourselfinotherwaysYouhavetomakeyourcandidacystandoutPreciselybecausemostothercandidateswon’t,youneedtocommunicateyoursuperiorconfidence,coachability,andchutzpahYouhavetoshineintheinterviewThat’swherethisbookcomesinWhenthisbookwasfirstpublished,jobinterviewswereoftenanopportunityforcandidatestopresenttheirdemandsandscreenthebestoffersTodaythetidehasturnedandemployersarerunningtheshowagainIfyouwantajobintoday’sbusinessenvironment,youhavetodifferentiateyourselffromthecompetitionThatmeanssignalingasquicklyanddirectlyaspossiblethatyoualonerepresentthesolutiontotheemployer’sproblemOneofthebestwaystodothatisbythequalityandintelligenceofthequestionsyouaskPerhapsthebestwaytodistinguishyourselfisbyaskingdistinguishedquestionsGoodquestionsdemonstratethatyouarecurious,coachable,INTRODUCTIONxvialert,andengagedinotherwords,thatyouaretheidealsolutiontotheemployer’sproblemThisbookwillarmyouwithnewinterviewquestionsandtechniquesforsellingyourselfandgettingthejobyouwantWelcometoBestQuestionstoAskonYourInterviewInrecognitionoftheincreasinglycompetitivejobmarket,thisbookisexpandedwithbrandnewquestionsdesignedtogiveyoutheedgeAnumberofquestionsfromthepreviouseditionhavebeenretiredAlltheremainingquestionshavebeenpolishedandgivennewpowertomakeyourcandidacyshineANEWDEFINITIONOFQUESTIONFirst,letgooftheconventionalnotionofwhatisconsideredaquestionInthisbook,I’mnottalkingaboutthedictionarydefinitionoftheword:“Aninterrogativesentence,phrase,orgesturethatcallsforafactualreply”Inthecontextofjobinterviews,letmesuggestthisworkingdefinitionofquestion:Anexpressionofinquirythatcommunicatesyourfocusedcuriosityregardingtheproblemtobesolved,confidence,practicalintelligence,coachability,andpositiveattitudethatincreasesthelikelihoodthatyouwillbeofferedajobNoticethedifferenceIt’snolongeraboutrecei

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301 Best Questions to Ask on Your Interview

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