The ques­tions you ask in an in­ter­view are very telling. Here are three that can help you... and three you should avoid all all cost.

CLEO (Singapore) - - ADULTING -

Ask th­ese...

“What is the most unique part of your com­pany cul­ture? How do you think this has con­trib­uted to the com­pany’s suc­cess?” Mike says ask­ing ques­tions that re­flect your in­ter­est in the com­pany cul­ture and team struc­ture show you’re gen­uinely in­vested in the role.

“What is the typ­i­cal ca­reer path for the role?” By show­ing an in­ter­est in the long-term prospects of the role you’re gun­ning for, this ques­tion fends off the job-hop­ping stereo­type.

“What are the ex­pec­ta­tions of

the role?” Per­for­mance man­age­ment is im­por­tant, and you’ll want to know how you’ll be as­sessed. It’s eas­ier to suc­ceed when you know the per­for­mance in­di­ca­tors you’re ex­pected to hit.

Not th­ese...

“Can you tell me more about your com­pany?” Ac­cord­ing to Mike, ba­sic ques­tions about the com­pany that you can eas­ily find on Google are a big no-no; re­search­ing the com­pany should be part of your in­ter­view prepa­ra­tion.

“How much do I get paid?” In­ter­vie­wees that ask about the pay are a red flag for Shelly; hir­ing man­agers want to know you’re in it for more than the money.

“What is this role about?” Know­ing the re­quire­ments of the po­si­tion should be ob­vi­ous, but Shelly says she has en­coun­tered in­ter­vie­wees who still ask this.

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