And should be prepared in advance with your STAR stories to serve the following purpose:

1. To demonstrate you’ve done extensive research on the company and the role.

2. To demonstrate that you’re clear and focused on what YOU WANT.

3. And to determine IF there is a good FIT between all parties.

….Best Questions To Ask The Interviewer….

Note: You also need to confirm the interview process for hiring with each role. It’s vital you know where you are in the process and what the next step will be.

If this information has been given to you prior to your interview, by a recruiter or someone other than the interviewer, it’s right to confirm your understanding of the process.

You need to know this because at the end of each interview you should (if still interested in the role) confirm your interest and ask to progress to the next stage or ask for the job if at the final stage.

You must also follow up after interview, by phone, letter or email, or combination of.

You should take your time and prepare a list of questions you would like answered, and should take these with you to the interview.

DO NOT ask about salary and holiday at first interview, or possibly even second interview, that stuff should be covered after you have SOLD yourself thoroughly.

You should prepare questions starting at high level, market wide type questions such as how is the company affected by current economic pressures for example.

Questions about its position in the market.

Strategic level business questions.

….Best Questions To Ask The Interviewer….

Before moving into very ROLE / JOB specific type of questions.

Also don’t loose sight of the fact that your STAR story answers have been designed to demonstrate some of those 8 desirable people types or traits that all companies are looking for.

1. The BOSS

2. The EXPERT

3. The JUGGLER

4. The GOOD CITEZEN

5. The STAR

6. The TEAM PLAYER

7. The PROBLEM SOLVER

8. The SELF DEVELOPER

Note: For detailed explanation of the 8 most desirable people traits please download our free Interview Guide “Interview Sniper”.

So structure your questions around reinforcing these traits in your interviewers mind.

So to pick a less obvious example, you may want to show a softer side to your personality (a Good Citizen). And therefore may ask what the companies stand point is on mentoring, as you used to do a lot of mentoring in your last company and would very much like to do more.

Or

You may ask about charitable or social projects that the company may support, as you would like the opportunity “give something back”

This approach should give you no end of questions which will serve both purposes of helping your determine if this is the right company for you whilst also cementing YOUR valuable personality traits into the mind of your interviewer.

The next big tip concerns; at what point you ask your questions…

….Best Questions To Ask The Interviewer….

Many interviews run along the lines of the interviewer has first “go” and asks all their questions, which you answer, towards the end of the interview you get your “go” to ask your questions.

Now I’m not suggesting you trample all over conventional interview etiquette, but this can be quite a draining format for interviewers, so why not stand out from the crowd by asking questions from far earlier in the interview.

You can ask permission to ask a question, giving the interviewer the option to hold your questions back if they have to stick to a very structured questioning format.

But my advice is to let the interviewer start proceedings. Answer a few questions to build rapport, and get a feel for the interviewers style.

But once your comfortable follow some of your well answered questions with a question of your own.

If we use an example, Jane; going for a project management role, she may have just answered a question on her team leadership style with her prepared STAR story. But rather than waiting for the next question to be served at her.

Jane asks permission to ask a question. Given permission, Jane goes on to explain that her decision as covered in her previous STAR story answer to pay for additional training for key project team members, rather than take the conventional route of bringing in more expensive external consultants. Was fully her decision because in that role as project manager Jane had both responsibility and authority to make key decisions.

Jane’s question “as a new hire in the company would I be given authority to make key decisions I feel are necessary”?

This is a very important question to Jane, who does not want a role with responsibility but no authority, but is also a question that will highlight Jane’s, self confidence and leadership potential (Boss and Problem Solver personality traits) with the interviewer. And is therefore a very positive question to ask.

It’s a highly relevant question to the role and management style preferable to the company, and will help to subtly change the interview into being more of a shared business discussion around the business needs of the company with somebody who is clearly focused and capable of helping (Jane).

….Best Questions To Ask The Interviewer….

I hope the above example demonstrates the power of following up a good STAR story answer, with an immediate relevant question that both cements the benefits raised in your answer and demonstrates your focus and attention to solving the needs of the role.

This is a super powerful tactic.

Though be careful not to overdo it, by following up all your answers with further questions.

Also consider the use of a 30 60 90 day plan in your OFFER WINNING strategy – this is the Ultimate Job Interview Tip…

To learn more on how to ace the job interview and build a strategy that wins you offers download our FREE e Guide Interview Sniper

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