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It's your turn! As your job interview comes to a close, one of the final questions you may be asked is, "What can I answer for you?" Your interviewer will expect you to have some inquiries. Not asking any questions could make you seem unprepared or disinterested, so take the time to have some questions of your own ready to ask the hiring manager. <div id="mntl-sc-block_1-0-2" class="comp mntl-sc-block mntl-sc-block-html "> Asking questions can also give you the opportunity to further highlight some of your qualities, skills, and experience. Asking very specific questions when you respond will allow you to impress your potential employer with your knowledge and interest in the industry while also determining if this is the right job for you. </div> <div id="mntl-sc-block_1-0-3" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"> <div id="mntl-block_3-0" class="comp mntl-block"> <div id="billboard2-sticky-dynamic_1-0" class="comp billboard2-sticky-dynamic billboard-sticky--sc scads-to-load right-rail__item billboard-sticky scads-stick-in-parent scads-ad-placed" data-height="600"> <div class="spacer"> <div id="billboard2-dynamic_1-0" class="comp billboard2-dynamic mntl-gpt-dynamic-adunit mntl-gpt-adunit gpt billboard dynamic" data-ad-width="300" data-ad-height="600"> <div id="billboard2" class="wrapper" data-type="billboard" data-pos="btf1" data-priority="3" data-sizes="[[300, 250], [300, 600], [300, 601], [160, 600], [300, 251], [2, 1], "fluid"]" data-rtb="true" data-targeting="{}" data-google-query-id="CO7Y0pupxd0CFcE44AodzAACbA"> <h4 id="google_ads_iframe_/479/thebalancecareers/balcar_job-search/billboard2_0__container__"><strong>Make a List of Questions to Ask at the Interview</strong></h4> </div> </div> </div> </div> </div> </div> <div id="mntl-sc-block_1-0-5" class="comp mntl-sc-block mntl-sc-block-html "> Plan ahead and have interview questions of your own ready to ask. You aren't simply trying to get this job - you are also interviewing the employer to assess whether this company and the position are a good fit for you. Asking questions is a great way to dig into the company culture and the specific day-to-day responsibilities of the job so that, should you be hired, your first week or so in the position won't be accompanied by any major surprises. <h3 id="mntl-sc-block_1-0-11" class="comp mntl-sc-block mntl-sc-block-heading"><span class="mntl-sc-block-heading__text">Best Questions to Ask the Interviewer</span></h3> <div id="mntl-sc-block_1-0-12" class="comp mntl-sc-block mntl-sc-block-html "> Here's a list of suggested questions to ask the interviewer so you can ensure the company is a good match for your qualifications and interests. </div> <div id="mntl-sc-block_1-0-14" class="comp mntl-sc-block mntl-sc-block-html "> <ul> <li>How would you describe the responsibilities of the position?</li> <li>How would you describe a typical day in this position?</li> <li>Is this a new position? If not, what did the previous employee go on to do?</li> <li>What is the company's management style?</li> <li>Who does this position report to? If I am offered the position, can I meet him or her before making my final acceptance decision?</li> <li>Why is this position available?</li> <li>How many people work in this office/department?</li> <li>How much travel is expected?</li> <li>Is relocation a possibility?</li> <li>What is the typical work week? Is overtime expected?</li> </ul> </div> <div id="mntl-sc-block_1-0-15" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"> <div id="mntl-block_7-0" class="comp mntl-block"> <div id="billboard5-sticky-dynamic_2-0" class="comp billboard5-sticky-dynamic billboard-sticky--sc scads-to-load right-rail__item billboard-sticky scads-stick-in-parent scads-ad-placed scads-ad-placed-slot-unloaded" data-height="600"> <div class="spacer"></div> </div> </div> </div> <div id="mntl-sc-block_1-0-16" class="comp mntl-sc-block mntl-sc-block-html mntl-sc-block-html-sliced "> <ul class="html-slice"> <li>What are the prospects for growth and advancement?</li> <li>How does one advance in the company?</li> <li>Are there any examples of a career path beginning with this position?</li> <li>Would you like a list of references?</li> <li>If I am extended a job offer, how soon would you like me to start?</li> <li>What can I clarify for you about my qualifications?</li> <li>When can I expect to hear from you?</li> <li>Are there any other questions I can answer for you?</li> <li>Do you have any reservations about my qualifications?</li> <li>Do you have a policy for helping new members of the team get on board?</li> </ul> </div> <div id="mntl-sc-block_1-0-17" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"> <div id="mntl-block_8-0" class="comp mntl-block"> <div id="billboard6-sticky-dynamic_1-0" class="comp billboard6-sticky-dynamic billboard-sticky--sc scads-to-load right-rail__item billboard-sticky scads-ad-placed scads-ad-placed-slot-unloaded" data-height="600"> <div class="spacer"></div> </div> </div> </div> <div id="mntl-sc-block_1-0-18" class="comp mntl-sc-block mntl-sc-block-html mntl-sc-block-html-sliced "> <ul class="html-slice"> <li>What are the biggest challenges of this job?</li> <li>What's the most important thing I should accomplish in the first ninety days?</li> <li>How would you describe this company's values?</li> <li>How has the company changed over the last few years?</li> <li>What are the company's plans for growth and development?</li> <li>What are the biggest rewards of the job and working for this company?</li> <li>What is the best part of working for this company?</li> <li>What's your least favorite part of working here?</li> <li>What type of background do you feel would be best suited for success in this position?</li> </ul> <h3 id="mntl-sc-block_1-0-22" class="comp mntl-sc-block mntl-sc-block-heading"><span class="mntl-sc-block-heading__text">General Guidelines for Asking Questions in an Interview</span></h3> <div id="mntl-sc-block_1-0-23" class="comp mntl-sc-block mntl-sc-block-html "> <strong>Avoid "Me" Questions</strong> "Me" questions are those that put yourself ahead of the employer. These include questions about salary, health insurance, vacation time, work hours per week, and other concessions. During an interview, you are trying to demonstrate to the employer how you can benefit the company, not the other way around. Once you are offered a position, you can begin to ask what the company can do for you. </div> <div id="mntl-sc-block_1-0-24" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"><strong>Ask One Question at a Time</strong></div> <div id="mntl-sc-block_1-0-25" class="comp mntl-sc-block mntl-sc-block-html "> Avoid multi-part questions; they will only overwhelm the employer. Each question should have one specific point. </div> <div id="mntl-sc-block_1-0-26" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"><strong>Avoid "Yes" or "No" Questions</strong></div> <div id="mntl-sc-block_1-0-27" class="comp mntl-sc-block mntl-sc-block-html "> Most questions with a "yes," "no," or another one-word answer could likely be answered by searching the company's website. Instead, stick to questions that will create a dialogue between yourself and the employer. </div> <div id="mntl-sc-block_1-0-28" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"><strong>Ask Questions About Multiple Topics</strong></div> <div id="mntl-sc-block_1-0-29" class="comp mntl-sc-block mntl-sc-block-html "> Avoid asking questions about just one subject. For example, if you only ask questions about your manager and his managerial style, the interviewer may assume you have an issue with authority figures. </div> <div id="mntl-sc-block_1-0-30" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block">Ask questions about a variety of topics to demonstrate your curiosity and interest in all aspects of the position.</div> <div> <div id="mntl-sc-block_1-0-33" class="comp mntl-sc-block mntl-sc-block-html "> <strong>Don't Ask Anything too Personal</strong> While it is a good idea to try to establish a rapport with your interviewer, do not ask personal questions that are not public information. For example, if you see a college banner on the employer's wall, you can certainly ask if he went to that college. However, avoid overly personal questions about the interviewer's family, race, gender, etc. </div> <h3 id="mntl-sc-block_1-0-35" class="comp mntl-sc-block mntl-sc-block-heading"><span class="mntl-sc-block-heading__text">Questions NOT to Ask at a Job Interview</span></h3> <div id="mntl-sc-block_1-0-36" class="comp mntl-sc-block mntl-sc-block-html "> There are some questions that you should avoid asking, since they won't present you in a positive light. </div> <div id="mntl-sc-block_1-0-38" class="comp mntl-sc-block mntl-sc-block-html "> <ul> <li>What does this company do? <em>(Do your research ahead of time!)</em></li> <li>If I get the job, when can I take time off for vacation? <em>(Wait until you get the offer to mention prior commitments.)</em></li> <li>Can I change my schedule if I get the job?<em> (If you need to figure out the logistics of getting to work, don't mention it now.)</em></li> <li>Did I get the job? <em>(Don't be impatient. They'll let you know.)</em></li> </ul> </div> </div> </div> </div>

Job ads are available in many shapes and sizes, but there are a few simple rules each ad should follow to ensure that it attracts candidates who are suitable for this job. <strong>Attractive position</strong> The most obvious way to increase the number of viewers is to get the job done. Inside, the role can be known as "Grade 2," but how many people will write it in the search box? If the candidate you want to attract is the type you would like to work as a PR executive then write the title "PR Executive". If you have access to a resume database, find CVs of the people you want to invite for an interview, and use the "Desired Job" box as the basis for your ad. If they want to work, that's what they are likely to be looking for. <strong>Define your structure</strong> There is no specific format for how you describe the role of the task, but you should look for these elements: <em>Brief Introduction</em> - Try to keep this in about 40 words and talk about the job, not about the company. This will help the reader quickly assess whether this is an appropriate role for them, attracting them to continue reading. <em>Role Responsibility</em> - List of three to seven core tasks that the candidate is expected to undertake. Try to link them to business goals whenever possible so that the candidate can predict how the position fits into the company's plans. For example, "Develop an email marketing program to help increase customer retention levels." Remember that your ad is not a job feature, so you do not have to include every element of the role enough to get the right people to send their resume. <em>Face Specification</em> - What skills, qualifications or qualities are you looking for in the ideal candidate? Try to divide them between what is necessary and what would be an advantage. If you hope to get a high level of CVs, you can afford to be less specific with your requirements, whereas if you only want a few high-quality candidates then be very clear about the strict criteria they have to meet. Jobseekers accept a literal announcement about this area, and you can dramatically influence the degree of response with just a few carefully selected words. <em>Prizes</em> - As well as the salary information candidates can expect to receive, you also need to look for some of the major advantages and benefits they can hope for. What makes them want to apply for your role, not for a similar position with a competitor? Prizes should not be financial, so think about what flexible work schedules, team outings or childcare options for your child offers your company. <em>Location</em> - In addition to filling in the "Location" field when filling in the online job posting form, you may want to add more specific information about where the job is based. Is this a new office? Are there good transport links? What is the local pub? Whether the role is always in the office or is there any involvement in the trip? When people work, they are often as important as the role they take. <em>Your business</em> - what is your business? If your business is not a well-known brand, you will need to give an explanation of what industry you are in. Instead of copying the "About Us" section of your website, try to link it to this role. So, if this is a role in sales, you can put "Leading Textile Provider with an Aggressive Expansion Program to Earn Business Outside the UK," while for the IT role you can put "Leading Textile Supplier With a Newly Developed Online Order of the .NET Framework ". Do not make the mistake of providing too much information here, the jobseeker will do his own research if he wants to know more. <strong>Next Steps</strong> - If the reader is interested in your vacancy, what are the next steps you want to take? There is a "Apply Now" button on all job ads placed on Monster, but you might also consider adding an email or phone number to a contact, and a reference number to quote so you can track where find your apps. Are there any specific information that you would like candidates to include in their cover letter? Now is the time to ask. <strong>Turning to your audience</strong> If you take the analogy that the task is your product and the jobseekers are your customers, you have to make a convincing reason why they need to make a deal (or take the time to apply for a job). Jobseekers appreciate their skills and experience very much and if you want to apply for a job, you will have to appeal their desires and needs in the same way as with the users. Think about when you shop. What are the products that catch your eye? What type of product is your target candidate? What lessons can you learn from the ad language they use and how they are displayed? Many job listings are written with the assumption that the employer makes potential candidates for service by inviting them to apply for their job. This attitude immediately discourages your audience - if you are not welcomed in job advertisements, then you can not expect people to think you will provide a nice place to work. Searching for a job is a full-time job in itself, so try to keep your ad for less than 700 words. The long-running ads show that there is a suffocating work environment, while fun and joking advertising will create the impression of unprofessionalism. Talk to people at their level and in the second person using "you" and "yours" instead of "us" and "ours". For each ad you put, resist the temptation to just copy and paste the description you used for the last time you hired for that job. Consider how the responsibilities of the person's specification may have changed. You want to hire people with their own personalities and attributes, not robotic branches!

There is nothing worse when you’re looking for a job than having to wait an excessive amount of time to hear from the hiring company. You interview and then what seems like forever you finally hear that they’re moving in a different direction or that yes, they’d like you to meet with another member of the team. This is after you spent 6 hours onsite meeting with said team. Is this a red flag? Yes, it can be. Hiring managers that have put in place a hiring process that works to both the candidate’s and the company’s advantage are to be applauded. For those that are still working out the kinks, here are 5 tips to simplify it. <ol> <li><strong>Develop a step by step process.</strong> First, things first, take the time to think through who on the team you’d like the candidate to interview with, other departments that need to be involved and what’s realistic and appropriate to ask a candidate Those who will be conducting the interviews need to be on the same page. Letting them know what questions you’ll ask and your expectations will avoid duplicating efforts.</li> <li><strong>Be responsive to candidates.</strong> If you’ve found a possible match, inform them and schedule the interview. If they are not a match, let them know. Respond either way in a timely manner; it is both courteous and a good practice.</li> <li><strong>Communicate.</strong> Communication throughout the process is key. Give feedback after each interview and a timeframe as to what the next step will be and most importantly when you’ll make it happen. In our current job market, candidates have lots of choices. <strong>Lack of communication can be interpreted as lack of interest and candidates will move on to other opportunities.</strong></li> <li><strong>Make HR a partner in the process.</strong> HR should be involved throughout the process. Candidates are not only in need of salary and bonus information, benefits are very important for them to cover in detail as well.</li> <li><strong>Help candidates be more prepared.</strong> If your company is in the news, send background information and relevant links to candidates that will be included in the interview process. This promotes awareness and helps them get a good baseline understanding about your company.</li> </ol> It is in everyone’s best interest to fill a job opening as soon as possible. Lack of communication, even when you’re interested in a candidate, can make them wonder: Is this the way the company operates? Does anything get done? It’s time to end the overcomplicated, hurdle-filled interview maze companies put in front of job candidates. Streamline the process so your company doesn’t waste time and money and more importantly—stops missing out on adding great candidates to the team.

Of course, that’s easier said than done. If you’ve ever experienced the frustration involved with staring at a blank page, you know writing just about anything can be a challenge. You don’t, however, have to struggle. You just have to do your homework. Start with an intake meeting to get the nitty-gritty on the position. What is the day-to-day reality of the role? What are its responsibilities, tasks, and objectives? Once you have that information, it’s all a matter of writing (and re-writing). Here are some tips on how to write job postings that attract top talent. <h2><b>Clarity counts</b></h2> You need to be very clear and specific about required qualifications. When a candidate reads your job description, they must instantly know if this position is for them (and if they have what it takes for the position). If there is any uncertainty, you will be inundated with resumes and candidates – the bulk of which may not be qualified for the position. To avoid this, clearly define and list qualifications that are mandatory for the job. This should include things like professional certifications, years of experience, and education levels. For more technical roles, it’s also a good idea to list software, platforms, and coding languages to give applicants a good sense of the work involved. Top talent knows what they’re doing, and they know their value on the job market. If there is any confusion over your required qualifications or skills, they will look elsewhere. <h2><b>Use industry-specific job titles</b></h2> Creative job titles (like Data Ninja or Grand Poobah of People) might seem like an easy way to make your company look fun and hip, but this can backfire: they can keep your job posting out of search results. Think of it from a job seeker’s perspective. What would they be more likely to search for? A job as a ninja or an analyst? While the former certainly sounds more exciting, most people with a data background will opt for the latter. The same goes for industry jargon and organization-specific terminology. If you have a specific term for an analyst, how does a job seeker know this? Instead, use commonly known titles that are in-line with industry norms. These are the keywords candidates will use in a job search. So even if it feels boring, when it comes to the right candidate, boring is beautiful. <h2><b>Keep it short and sweet</b></h2> This position might be the most important role in your organization, but it doesn’t mean you have to channel your inner Tolstoy. Stick to what’s essential, and don’t overwhelm the reader. The goal should be to make things easy to read. So, where possible, use subheadings, bullet points, and short paragraphs to break up blocks of text. It’s also important to use simple language; the more understandable it is, the more you can expand your potential reach. <h2><b>Sell your brand</b></h2> The reality is many of the top candidates out there are already employed. Your job posting has to entice them enough to want to make a change. So, you need to put a focus on the positives of your company, including the location of your office (especially if it’s in a trendy neighborhood), the hours (do you offer flex time or work from home options?), vacation time, the salary range, and any other exciting perks and benefits you might offer. An important thing to remember is not to shortchange the work itself. Many of the most talented candidates out there are looking to challenge themselves and progress in their careers. The chance to work on an exciting project, for example, can often be an enticing proposition in and of itself. <h2><b>Avoid cliches</b></h2> You know what we’re talking about. Job postings tend to be filled with descriptors like “detail-oriented” or “hard-working.” You might really want these types of employees, but the subjective nature of these words can create misconceptions about what is actually required for the job. Instead, use specific, objectively proven (e.g. leadership skills proven by prior experience managing a team). It’s also important to use keywords that are associated with that kind of role. Again, put yourself in the shoes of a job seeker. You might be hiring a “copywriter,” but a qualified job seeker might also be searching for “communications” or “editor.” Dust off that thesaurus and show off your vocabulary.