5 interview questions you should always ask

So you’ve left the military, removed the uniform (psychologically speaking) and ready to go forward with your civilian job search?

Time to set the reset button (as TVpersonality/ psychologist Dr. Phil McGrawwould say).

These five questions go beyond the obvious ones. ting, and other such basic questions. With your military
career behind you, it’s time to become familiar with a new culture….the civilian work culture. And part of that plan is to prepare effectively
for civilian interviews.

With some preparation and thought, youshould be able to easily come up with 15 – 20 first-interview questions
to ask. But these five – in some form – should always be asked.

With some preparation and thought, youshould be able to easily come up with 15 – 20 first-interview questions
to ask. But these five – in some form – should always be asked.

Not only will they help you to ascertain if the job for which you are interviewing meets the criteria
of your ideal, but the answers will give you a fairly accurate picture
of what’s really going on behind the interview.

1. WHAT ARE THE PRIORITIES THAT WILL NEED TO BE ADDRESSED IMMEDIATELY IN THIS POSITION?:

A title alone tells you nothing. The job description won’t reveal much either, except whether or not you’re
capable of doing what’s required functionally on a daily basis.

For the same reason that you put your accomplishments on your resume – and not just the job description –
here, too, you want to get a sense of the individuality of this job in this company.

Was everything left running smoothly? Is it pretty much picking up and continuing daily functions as normal?
Or is there damage control that needs to be done? If so, is there a timeline for the repair, and is it an achievable one considering your
capabilities? Is it realistic regardless of who holds the position?

If you don’t have any information already, this will begin to clue you in about both the supervisor and
the previous employee. If you have been provided with some detail
already, then the answer should track with what you’ve already learned.

2. HOW LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY LEAVE?

Generally, in answering the first part, the interviewer will answer the second part as well. But if they
don’t, then ask. And if that person was there an oddly short time, you also want to know how long the previous person before that was there.

See where I’m going with this? If the job is in disarray, and the last two people were there a short period of
time and were fired, you don’t need to ask any of the other questions
here.

Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it
is they want done – regardless of if the stated time frame sounded realistic or not.

3. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT THE BEST IN YOUR EMPLOYEES?:

Is he a micro manager? Is he an information hound that needs to be kept informed of everything? Does he
leave people alone to do what he hired them for and simply keep on top of what’s going on? Does he help you if you have trouble? Do any
mentoring? Or is he a berating, derogatory, jerk?

Obviously he’s not going to come rightout and tell you he’s a micro manager! Instead he might say, “I like to
keep a very close watch on what’s going on in my department,” or “I visit with each member of my department on a daily basis to make sure
they’re staying on track,” or something similar.

You’ll find that the person will be fairly straight forward in sharing their management style with you. What
you want to pay attention to is how they word it.

4. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?

Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams
or committees? Employees who keep their supervisor informed of “where they are with things” on a daily basis?

This tells you something about the pervasive culture in the company or department. Generally speaking, companies – or departments – tend to be made up of similar types of people that are in harmony with the company culture and philosophy.

An entrepreneurial person won’t function well in a committee environment. While sales personalities can
vary greatly, the top achievers are goal driven and motivated to achieve, rather than be complacent.

People who are accustomed to thinking for themselves will invariably chafe in a company that has a more
dictatorial style, while those who perform better when they’re told what to do will find themselves adrift in a company that requires its
employees to think for themselves.

5. HOW LONG HAVE YOU BEEN HERE? WHY DO YOU STAY?

The answer to this question will give you an indication as to the feeling or health of the department or company. The way in which he answers the question will also give you additional insight into your potential boss, his management style, and what type of people excel in the department or company.

These are informational questions, not challenges. Be genuinely interested in the answer, because you’re gaining valuable information that has to do with your future. When you leave the interview and process it within yourself, you’ll be matching what you learned with what you are looking for.

Pay attention to the interviewer’s body language and facial expressions. Is he relaxed? Does he fill in
some of the spaces? Does he speak to you – or AT you? Does he answer the question briefly and then quickly fire off another one?

These, too, are valuable cues, and after the interview, you’ll need to piece them together with the verbal
information you received.

Need a credentialed career coach to
help you prepare for interviews? I will coach you with POWERFUL interview strategies to gain the job offer and beat out the competition. 

Book an interview coaching session today and receive my FREE ebook, Interview Inspiration.


Email me at
melissacynthiamartin@gmail.com or sign up for a career strategy session on this site.










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