You want to be seen as interested in the incident as a learning opportunity, not as a rubbernecker at a highway car crash. The issue is what the hiring manager learned and what you can take away from the incident.
At some firms, CEOs meet with new employees as well as established employees. Some CEOs have an open-door policy and some are remote figures. How does it work here?
On one level, you want to find out how workaholic your prospective manager and the company are. On another, you want a clue about how the company handles the important issue of work-life balance.
Questions for Hiring Managers, Questions for human resources, You Got an Offer. Congratulations!
5 BEST QUESTIONS ABOUT THE HIRING MANAGER’S MANAGEMENT STYLE
As the holder of a brand-new position, you will have a lot of freedom to shape the job. But the first thing to understand is why it was created and what problem it is designed to solve.
You are aware of the pressure you are under to get a job. But the hiring manager is probably under greater pressure to hire someone than you’re aware of. In fact, the only reason hiring managers take time out of their impossibly busy schedules is because important tasks are going unattended. They have work that must be done and no one with the required experience to do it. Until they hire the right person, the optimum performance of their teams is being compromised. Their bonuses, indeed their very jobs, may well be on the line. Don’t forget, hiring managers have to answer to their managers, and their ability to keep their department staffed at full level is a big piece of their compensation. A good perspective to take is that you are essential for their success.
Every interview is a conversation. It starts with small talk and then progresses from the general to the specific, from the abstract to the concrete. In general, the further into the interview you are, the easier it is to ask questions and the more probing your questions may appropriately become.
These are best questions for Human Resource
Your second strategy is to win the HR interviewer as an ally. If you treat the HR interviewer as an impediment rather than as a person, you convey arrogance and rudeness. Your attitude also raises questions about your ability to work with every person on the team. So in the interview, you will make yourself look attractive by genuinely caring about the HR person’s opinion. Listen thoughtfully and gratefully. Treat the HR person with respect, knowing HR’s contributions as well as HR’s limitations in the decision-making process. Don’t lay it on too thick, but if you do it well, the HR person will tend to move your application to the thin pile that says “maybe” instead of the thick pile marked “no way.”
Human resources people can be professional, genuinely warm, and encouraging, but, at their best, HR people are gatekeepers. Their main function is to screen candidates out so that the ultimate hiring authority can select from a manageable number of candidates. HR people have no hiring authority themselves.
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