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each time during an interview, the interviewer will give the interviewer some time at the end to ask the interviewer questions. This is a great opportunity to learn about positions , corporate culture, benefits, technology, enterprise status, and prospects to make up for what you didn't know in the previous interview process. But, because the interview preparation is not enough, so although can also ask some questions, but exhaustive, after every interview back, I always feel that the enterprise, the position or not fully understand, so can not make a very rational decision. Go or not? So it often depends on the feeling of Grand.
Later, I summed up a questionnaire, until I asked questions, can be targeted to ask questions, so as to further understand the position and business. Today, I took it out again, review and review, and also share with you, to see what questions we will ask, incidentally also take lessons.
1. With regard to posts
(a) responsibilities and requirements for appointment. This is probably the core problem, and if your position has a clear and detailed job description (JD), it may not be a problem. But I once held a position, because there is no clear and detailed description of the job, I also ignored this before the appointment, so that I was in office, feeling very awkward, I always feel that this is not the original position I imagined, is not suitable for my position.
(b) Reasons for the whereabouts and separation of the predecessor. The purpose of this question is to see if the position is a difficult one, and if your predecessor is unable to solve the problem because of the difficulty of the position, you must be cautious about whether you have the ability to surpass your predecessor. But if this is the case, the interviewer is often vague on the issue, saying that it is a new position, or that his predecessor started his own business, and so on. Your response is to "get to the bottom of the game", hoping to sniff out a whiff of detail.
(c) Supervisor status (Report object). I don't think anyone wants to find a boss who isn't easy to serve. If, the interviewer is your future boss, you can from his manners, behavior, understanding of his temper, temperament, like what, what to see, what to be good, think fit is not suitable for you. Don't work on your head every day.
d) Subordinate circumstances. If you are a management position, you also need to know about your subordinates (team), such as the composition (research and development, testing, architecture, ued, etc.), education, age, salary level, etc. The employee's salary may not be directly told to you, but you can ask: your company 5 years working experience of the high soft average salary about how much? or similar problems, presumably inferred that the company's salary level in the industry position. If possible, ask for an interview with 1 or 2 people who may be members of your team in the future. I've done this before, so I can get a deeper understanding of the technical aspects I'm going to talk about here.
2. With regard to technical
(a) Development of language and technology. You may write in more than 10 languages in your resume, proficient in hundreds of technologies (although some of you may only write "Hello World"), but you are inclined to use your familiar language and skills to work. So it's best to ask.
b) Development platform. I am familiar with and like Windows platform development, if I do other, I will feel uncomfortable. So it will be asked clearly.
(c) Development tools (including: IDE, SC, DTS, QA, process tools, etc.). This is not a major problem, but if you know something about it, it happens that you have multiple rounds of interviews behind you, you can do some homework, prepare, and not be asked to live.
d) System architecture. Understand the architecture of the system, on the one hand, you can know in advance what kind of structure you want to work in the future, on the other hand, you can show the interviewer that you are more concerned about the macro-global issues, which is as a manager of the soft quality of performance.
3. About Corporate culture
a) overtime. Some people are not married, have no children, may like to leave work still in the company, if there is overtime pay, it is better. But I ask this question, the main purpose is to see whether this enterprise is to work overtime as a normal, whether it has become a part of corporate culture. I'm afraid I won't be able to handle overtime as a well-deserved business. Most interviewers will not admit that they have too much overtime on this issue, but they will generally say that there are cases where overtime is needed, such as XXXX. This is the best time for you to really know what they think about overtime.
B Travel. I have the old, under the small, do not want to travel frequently. But I know a lot of people like to travel. So whether or not you like to travel, it is good to ask. This is a business culture, some reluctantly, but there is no other better place to classify. Let's leave this for a while.
c) attendance. After more than 10 years of work, most of the time did not punch in the class. So in advance to ask the attendance system, psychologically good preparation. This article has a lot to do with corporate culture. I prefer to be flexible.
d) training. Enterprise is not to provide employees with different forms, content training can see that this enterprise is not people-oriented, to provide staff with career development path and opportunities, rather than just blindly to the people.
E team building. My old company will often do some team building activities. For example: Team lunch, outing, expansion, annual meeting and so on. This is also a manifestation of corporate culture. I just know that the enterprise that let me keep to the grindstone, I think is not my ideal enterprise.
(f) Colleague relations. The answer to this question is generally positive. So you can ask without asking. But at least in the probation period to pay attention to this matter. Working in a cohesive and harmonious team will be a good mood.
4. With regard to welfare benefits
A salary composition. Salary includes what content, in addition to salary, whether there are double, bonuses, various subsidies, equity shares. Do not directly ask how much such a monthly salary, this generally has HR people will ask you. But you need to understand the composition of the salary, because sometimes other benefits, such as bonuses and equity, can make up for a large amount of salary shortfalls.
b a gold. This does not seem to be a problem in Beijing, general companies are more formal. But does not exclude has the insidious enterprise. There is no loss to ask.
(c) Leave system. If you're not a workaholic, you'd better ask. If they have a lot more than the state requires, you can reduce the demand for other areas appropriately. To me at least.
d) contracts. Ask who signed the work contract, the main purpose is to see if the company is outsourcing company. I don't want to outsource, so ask every time.
5. With regard to enterprise
A) annual income. Previously interviewed by an international famous software company in Beijing Research and Development center of the research and development manager position, after 7 rounds of 3 Manager5 a developer interview, finally got the research and Development Center boss interview opportunity. He asked me, "What's the annual salary of your company?" And ask me what is the annual income of the previous company? This I am lucky to know, I said 07 more than 70 million dollars, then the financial crisis, to 09 to more than 10 million dollars, he asked me to drop so much, why did you not leave that company? I said I was very loyal to the company. But apparently it didn't convince him. Finally he concluded to me that there is no clear goal for his career development. The result falls in front of the finish line. So I now interview also asked Enterprise annual income, annual profit and so on, if the per capita income of enterprises is relatively low, I will consider its development prospects. If the interviewer is a company executive, I will ask the following question again.
b The company's vision and objectives. If the interviewer gives you a very good vision and goal, at least it means that the enterprise is a thoughtful and ambitious enterprise. If a company boss himself said no, 5 years later, his business will be where, what will become? I don't think I should go into such a business.
When these questions are asked, they vary from person to person and to local conditions. If it's really a two-way choice, ask more questions. If it's just someone else picking me up, I want to enter this business anyway, you can take it easy, don't ask the interviewer Mao. If so, the consequences are at your own risk.
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