By Grace Williamson
Sr. Manager Corporate and Strategic Relationships, Government Contracting and Professional Services at American Public University
There is a great deal of work that goes into writing a polished resume and an engaging cover letter to attract the interest of hiring managers. Sometimes, candidates can be overeager and can endanger their chances of being offered a position, simply due to the manner in which they end the interview. It is common practice for hiring managers to ask prospective candidates if they have any questions as they are closing the interview. Here are three questions you should ask, and one you shouldn’t, to help you stand out as a professional candidate heads above the rest of the competition.
“Are there any skills or experience I’m lacking, based on your desired qualifications for this position?”
There are times when candidates unknowingly omit experience from their resume that is later revealed as being an important qualification sought by the employer. By asking this question, candidates can provide examples that further demonstrate their skill set or work experience in a specific area that they may not have mentioned during the interview or on their resume. Candidates can use this opportunity to respond to this question by sharing any relevant education or certifications they are currently pursuing or have completed in the past. Sharing this type of information with the hiring manager can strengthen a candidate’s position, and make all the difference in their selection for the position.
“What are the next steps in the process?”
Understanding the applicant process can help a candidate know what to expect following an interview. Some companies may require multiple interviews, while others may be ready to make a decision once the first round of interviews have been completed. A hiring manager may even reveal the type of typical follow-up on interviews that will take place. For example, in response to this question, candidates may be told that the next interview will be behavioral based or conducted by a panel. Other companies may require additional skills testing, verification of education and completed reference checks. Regardless of the requirements, being knowledgeable about the applicant process helps keep the candidate informed and may even provide them with useful information to help them prepare for the next steps.
“When do you expect to select a candidate?”
Asking the hiring manager when they expect to make a decision makes waiting to hear their final decision a little easier. You don’t want to be the candidate that calls the human resources department every day for a status update. Either way, candidates are made aware of when they may be notified. Being provided a time frame allows candidates to be patient, and removes some of the uncertainty out of the interview process making the wait a little more bearable.
One question you shouldn’t ask: “What is the salary range for this position?”
Unless the hiring manager asks a candidate for their salary expectations, salary should not be discussed in the first interview. The purpose of the first interview is to learn more about the candidate, and for the candidate to learn more about the employer and the job opportunity at hand. The hiring manager will discuss the job requirements, and ask for examples of work experience. In the first interview, candidates should focus on providing examples that demonstrate their ability to perform the position’s duties and responsibilities. Mentioning salary at this early juncture can diminish the overall impression a hiring manager has regarding a candidate, especially if the candidate expresses their desire for more money. Candidates should wait patiently for the hiring manager’s decision, and if offered the position, negotiate salary at that time.
Leaving the first interview with a favorable impression can make all the difference, and can work in a candidate’s favor; especially if salary negotiation is required when an offer letter is presented. Salary negotiation should always be the last step in the process. Regardless of the outcome, professionalism should be maintained through every step of the interview process. Remembering to ask these three suggested questions will help to strengthen your consideration as a candidate, and improve candidate’s chances of being selected and offered a position.
About the Author:
Grace Williamson is a certified career counselor with a strong background in employer relations and career services, she has lectured on many topics related to careers at national conferences and military installations across the country.
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