1. What do you believe someone must know to do this job well?2. Could you describe the people I would be working with?3. How is the company organized? Would you draw me an organization chart?4. What makes you different from your competition?5. What are the biggest problems confronting your company, and the industry?6. In what ways do you expect the company to change?7. How do you market, and how do you sell your product or service?8. How are employees trained? Who trains them?9. Where does this job take me if I do an outstanding job?10. Where does your job take you?11. How do you recruit people? Within the company or outside the company?12. If one does an outstanding job, how are they rewarded?13. What do you expect from this person?14. Who are your biggest competitors?15. Do you personally make the final hiring decision? Do you consult with others? Who else do you consult with?16. What do you like or dislike about some of the people who have worked for you in the past?17. What is your management style?18. What kind of boss are you? Could you give me an example?They evaluate you as much by the questions you ask as the answers you give. Weave these into the conversation while still answering theirs.You are a valuable commodity, and you have a right and obligation to interview them as they do you.~DebraP.S. If you have comments or questions, please feel free to contact me.
-title-money-commute-potential for advancement-number of people to manage-budget size-flexibility of schedule-outside learning opportunities-dress code-culture-global reach-foreign assignment potential-etc., etc.Then rank each factor from 1-10 in terms of importance to you (with 10 being the most important) to create a template.Then you are in a position to compare each job offer against your list. For example one offer may have the best “9” money but a “3” in culture when culture is a “10’ in your original ranking.Before you get emotionally involved in accepting an offer, compare it against your template.~DebraP.S. If you have comments or questions, please feel free to contact me.
· When you’ve just received great public kudos for your work.
· Headhunters are pursuing you with job offers.
· The company is doing well financially and getting a lot of positive press.
· The labor market in your specialty is tight, and your department is understaffed.
· Your boss is in a good mood because of recent success.
· Ninety-two percent said salaries are generally negotiable.
· Eighty-two percent admitted that the first salary offer they make is just a starting point.
· Seventy percent of HR people said they are comfortable negotiating salary.
· Only twenty-one percent of job candidates are equally comfortable negotiating salary.Whenever you receive a compensation offer, slow down, take a deep breath, and ask for time to think about it. Sleeping on the offer before you accept, decline, or reopen negotiations will benefit you in several ways; it gives you the opportunity to think about the deal and consider each aspect of the package in relation to the whole; it gives you a chance to think of new and creative ways of bridging whatever gap may exist between you and your prospective employer; and it permits you to discuss the offer with your spouse, partner, best friend, or career mentor.In addition, acting a little hard to get rather than overly eager has a way of increasing your value in the company’s eyes, thereby enhancing whatever leverage you already enjoy. Don’t let anyone pressure you to decide immediately, but set a reasonable deadline for responding. Twenty-four hours is minimal; forty-eight hours to seventy-two hours is fairly common.~DebraP.S. If you have comments or questions, please feel free to contact me.
-Who are full of ambition and goals.
-Who sing—well, silently hum—at work.
-Who stretch themselves every day, and who always have new challenges they’re hankering to take on.
-Who get an emotional kick out of any accomplishment.
-Who are juiced (in the nonsteroid way) every morning to get out of bed and go for it.