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Smart Questions
Skepticism Is A Virtue--Especially Prior To Accepting A Job
Dr. Dee Soder

Hard work, planning, a good resume and practice have paid off. The job sounds great and your future boss seems great. Now's your chance to ask questions. What will help you learn more and close the deal? Your spouse says play it safe, ask basic questions and just deal with whatever comes up. One friend says to really probe and another says it's best to just use the time to reiterate all your accomplishments.

Our experience is that there's no such thing as too much due diligence. On either side! You'll still be surprised--but hopefully not startled. Remember employers, search executives and future coworkers are typically in recruiting mode. Clarify matters before you begin working, advises prominent physician and director Dr. Regina Benjamin. Whether a hospital, non-profit or corporation, know what's needed for success!

Some of our favorite questions: What do you wish you had known before starting at the company? What is a common misperception about the company? What's apt to be my biggest problem? What are the characteristics of best 3 people and worst 3 people you hired? If the job calls for "change", get specifics. Change means different things to different people and too often can mean temporary employee.

Generally the final decision to hire/not hire is based on "fit"--not accomplishments. "Will s/he contribute and work well with others?" For more senior jobs, after you get the offer ask for a Q&A time when you can ask lots of detailed questions to ensure a smooth transition. These open sessions are extremely valuable in discovering and preventing problems.

Executives Speak
Insights on What Leaders Want--And Expect!

Hundreds of highly regarded executives from all industries were interviewed for Fast Forward. Their advice is woven into the workshops, compiled in a manual and featured in each newsletter.

Executives agree that interviewing is not a science. "We've all had monumental errors; so I ask others..and rely on my gut." Executives frequently consider factors such as presence and demeanor. The confident, well-spoken and "pulled-together" individual has a significant advantage. Otherwise qualified individuals have lost jobs through bad handshakes, dirty fingernails and poor posture. "They'll be representing our company"; "if he doesn't care now, when will he?"; "I don't have time for basic training. They need to show me they've got what it takes now"... are typical comments. Some use vague questions to test for an ability to deal with ambiguity and other traits. Others are mainly concerned with your experience and skills. Whatever the interviewing style, all agree that preparation will win the day--and the job!

Identifying Potential Stars
Interviewing At A Rapid Growth Company

Fast-growing, changing companies want individuals to meet both current and future needs. Fast-growth companies provide considerable opportunity and ambiguity in interviewing. What are executives in fast growth companies seeking and what questions do they ask?

"My approach is to hire the best athlete," says David Miller, CEO and President of DavlerMedia, a publishing company serving the metropolitan New York City market. Since 2004 Davler acquired City Guide, the #1 visitor's publication, launched Manhattan Living Magazine, acquired four parenting magazines and manages 9 web sites (www.davler media.com).Miller wants applicants who can immediately contribute, avid learners who seek new challenges. He uses open-ended and hypothetical questions to learn about a person's abilities. "I almost always ask someone to 'tell me a success story' as it helps me understand what they believe is important."

Like Miller, executives often ask a candidate to "tell me about yourself", seeking a well-structured response as much as concrete data. Other common questions to ascertain traits and abilities include: "What's the biggest mistake you ever made-- and how did you fix it?"; "Where would you like to be in 5 years?"; "How would your peers describe you? Your boss?"; "How would you describe your boss?" "How would you increase sales (or whatever) here?"; "What are your best qualities? Worst?"; "This job requires judgment...an example of your judgment?"; "What changes would you make?"; "What keeps you up at night"?"; "How would you handle (situation)?" And nearly every interviewer will ask, "do you have any questions?" You should have--and the questions should affirm your abilities, demonstrate knowledge and get you invited back for additional interviews and questions.