During the interview, what questions do you ask the interviewer?

I have another interview tomorrow. During each interview, the interviewer will give the interviewer some time at the end to ask questions. This is a great opportunity to learn about positions, technologies, corporate culture, welfare benefits, enterprise conditions and prospects based on your own ideas, to make up for the situations that were not found during the previous interview. However, I was not prepared enough for the interview earlier. Although I could ask some questions, I missed a thousand questions. Every time I came back, I always felt that I did not fully understand the company or position, therefore, we cannot make rational decisions. Go? Or not? It is often determined by the general feeling.

 

Later, I came up with a problem table. When I asked questions, I could give them a targeted explanation of my position and company. I took it out again today, reviewed it, and shared it with you. Let's take a look at the questions you may have and learn from them.

 

1. About positions

 

A) responsibilities and requirements. This is probably the core issue. If your position has a clear and detailed description (JD), it may not be a problem. However, I did not have a clear and detailed description of one of my previous positions, and I ignored this before my tenure, which made me feel awkward during my tenure, I always feel that this is not a job that I originally imagined, but a job that is not suitable for me.

B) whereabouts of the predecessor and reasons for resignation. The purpose of this question is to check whether this position is a difficult position. If your predecessor is unable to solve this problem because of its difficulty, he will leave, you need to be careful. Think about whether you have the ability to surpass your predecessor. However, if this is the case, the interviewer is often vague on this issue, saying what it is a new position, or the former has started a company. Your countermeasure is to "get the root of your questions" and try to sniff out the details.

C) superiors (reporting objects ). I don't want anyone to look for a boss that is not easy to serve. If the interviewer is your future boss, you can learn about his temper, nature, interests, interests, and expertise from his manners and actions, think it's not suitable for you. In the future, do not create a record job on your head every day.

D) subordinates. If you are in a management position, you also need to understand the situation of your subordinates (teams), such as: personnel composition (R & D, testing, architecture, UED, etc) education, age, salary level, etc. The interviewer may not tell you the employee's salary directly, but you can ask: what is the average salary of your company's 5-year working experience in high-soft mode? Or a similar problem. In this way, we can infer the position of the company's wage level in the industry. If possible, ask to have an interview with one or two persons who may become members of your team in the future. I have done this before. In this way, I can gain an in-depth understanding of the technical issues I want to discuss below.

 

2. About Technology

 

A) Development languages and technologies. You may write your resume in more than a dozen languages, proficient in hundreds of technologies (although some may only write "Hello World "), but you certainly prefer to use the language and technology you are familiar with to work. So it is best to ask clearly.

B) development platform. I am familiar with and like Windows platform development. If I do anything else, I will feel uncomfortable. So I will also ask clearly.

C) Development tools (including IDE, SC, DTS, QA, process, and other tools ). This is not a major problem, but if you know something, you may have multiple rounds of interviews later. You can do some homework in advance and prepare for the interview.

D) system architecture. Understand the system architecture. On the one hand, you can know in advance what kind of architecture you want to work in. On the other hand, you can show the interviewer that you are more concerned about the macro and global problems, this is also a manifestation of the soft quality of managers.

 

3. about corporate culture

 

A) overtime. Some people who are not married and have no children may like to stay in the company after work. If they have to pay overtime, they will be even better. However, I am asking this question to see if this enterprise regards overtime as a norm and whether it has become part of its corporate culture. I am afraid I can't wait for such a company to take overtime for granted. Most interviewers do not admit that they have too many overtime work on this issue, but they generally say that they sometimes need to work overtime, for example, xxxx. This is the best time for you to really understand their views on overtime.

B) traveling. I am a veteran, a minor, and I don't want to go on a regular business trip. But I know that many people like to go on a business trip. Therefore, whether you like business trips or not, it is good to ask questions. This is regarded as a corporate culture, and it is barely feasible, but there is no better classification. Put it here for now.

C) attendance. I have been working for more than 10 years and have not been on the card for most of the time. Therefore, you should know the attendance system in advance and be prepared accordingly. This article is closely related to corporate culture. I still like flexible work.

D) Training. Whether an enterprise provides employees with training in different forms and content can tell whether the enterprise is people-oriented and provide them with career development paths and opportunities instead of simply calling people.

E) team building. My company often engaged in team building activities. For example, Team lunch, outing, expansion, and annual meeting. This is also a manifestation of corporate culture. I only know the enterprises that let me work hard. I think it is not my ideal enterprise.

F) Relationship between colleagues. This question is generally answered positively. Therefore, you can do whatever you ask. But pay attention to this matter at least during the trial period. Working in a united and harmonious team can be a good mood.

 

4. Benefits

 

A) Salary composition. What salary includes, except for wages, whether there is a double salary, bonuses, various subsidies, and equity shares. Do not directly ask questions like how much your monthly salary is. Generally, HR people will ask you. But you need to understand the composition of salary, because sometimes, bonuses, equity and other benefits may make up for the lack of salary.

B) n insurance and one gold. This does not seem to be a problem in Beijing. Generally, companies are more formal. However, enterprises with financial losses cannot be ruled out. There will be no loss.

C. Vacation system. If you are not a workaholic, you 'd better ask. If they are on vacation much more than the country requires, you can lower the requirements for other areas as appropriate. At least for me.

D) Contract. Ask who signed the work contract to see if the company is an outsourcing company. I don't want to outsource, so I always ask.

 

5. About Enterprises

 

A) annual income. I have previously interviewed an internationally renowned software company as a R & D center R & D manager in Beijing. After 7 rounds of interviews with 3 managers and 5 developers, I finally got an interview opportunity from the head of the R & D center. He asked me, how much is your company's annual income? I don't know. I also asked what is the annual income of another company? Fortunately, I know that in, more than US dollars, and later the financial crisis fell to more than US dollars. He asked me to drop so much, why didn't you leave that company? I said that I am very loyal to the company. But apparently he was not convinced. Finally, he concluded to me that he had no clear goals for his career development. The result is placed before the finish line. Therefore, I am also asking about the annual income and annual profit of an enterprise during the interview. If the annual income of an enterprise per capita is low, I should consider its development prospects. If the interviewer is a corporate executive, I will ask the following questions.

B) enterprise vision and goals. If the interviewer gives you a very good vision and goal, at least it indicates that this company is a thoughtful and ambitious company. If a company's boss says no, where will the company become in five years? I think I still don't want to enter such an enterprise.

 

These questions may vary from person to person and adapt to local conditions. If it is a two-way choice, it is no harm to ask more questions. If someone is picking me up and I want to enter this company anyway, you can stay away and don't ask the interviewer. If this is the case, you will be at your own risk.