Interviewing the Interviewer

In this time of competitive wages, blown-up benefits and battling employers, it’s become increasingly important for job candidates to be well informed about any company they are considering for employment. It has also become more commonplace for prospective employees to ask just as many questions as the interviewer asks them.

It’s not always a good idea to ask about salary during the initial interview, but the more you know about the company, its growth potential and its social culture, the more informed a decision you can make when the time comes. Although the interviewer’s response may not be the whole story, with a little intuition, a qualified candidate should be able to get the information that they need.

Some good questions to ask are:

1. How long have you been with the company?

Ask the interviewer how long they’ve been with the company and what makes them stay. Ask them what they like about their job. This will give insight into what the company might have to offer you and why it’s a good place to work.

2. Is this a new position or did someone else previously hold it?

It’s good to know whether growth has made it necessary to create new positions or whether the person holding the position previously has moved on to better things.

3. If someone else held the job, what is that person doing now?

It’s nice to know how you made your way into the interview. Did the previous employee quit, earn a promotion, find a better job or move out of state? Even if the answer is vague, it should give you a good idea as to the reason that this opening has become available.

4. Where do you see this company going within the next 5 years?

It’s always good to know whether the company that you’re applying to is going to be around a few years from now, especially if you are planning to settle in a particular area. It's also beneficial to know if the company's management is in the process of completely changing the direction of the company. The interviewer may not give you the whole story, but the answer should be a telling indication as to whether you want to consider their job opportunity.

5. What is the growth potential of this position?

Are there advancement opportunities or is this position the glass ceiling? It’s also valuable to know how fast the company is expanding and what opportunities might become available company-wide.

6. What is the retention rate of this company?

Or for the candidates’ real purpose – what is the attrition rate? Generally if retention is good, then the salary is competitive, the social culture is comfortable and employees are happy. If employees are leaving on a regular basis, there may be a reason. You may want to look elsewhere.

7. How does this department fit into what the company is doing as a whole?

It’s important to know what role your department, and more importantly you, will be playing in the company-wide structure.

Remember, it’s just as important for you to know the company as it is for the company to know you. Ask questions and get the facts – it could mean the difference between an informed decision and a bad one.