by clicking the arrows at the side of the page, or by using the toolbar.
by clicking anywhere on the page.
by dragging the page around when zoomed in.
by clicking anywhere on the page when zoomed in.
web sites or send emails by clicking on hyperlinks.
Email this page to a friend
Search this issue
Index - jump to page or section
Archive - view past issues
Agrimarketing : Canadian Agribusiness Employer Guide 08
fortable you would be to work for this company.” Campbell said the interview process usually consists of a series of two or three interviews. He said the first interview tends to be the shortest because an employer wants to learn as much as they can about an applicant to determine if they could be a fit. “Typically there is not a lot of time to ask questions and hear more about their company or department during the first interview so an applicant should have questions prepared in case they get the chance to ask them,” Campbell said. “The second or third interviews are the time where the employer has recognized certain skill sets in an applicant and discussions and questions will be welcomed.” If an applicant does not ask any questions, it raises several concerns with the interviewer, Campbell said. He said the interviewer may think that they were not prepared, they aren’t interested in the position or the organization, or they lack com- munication skills. HELPFUL HINTS While the questions should help an applicant learn more about the posi- tion, there are some questions that should be avoided. Campbell said the applicant should not ask ques- tions about salary, benefits, or hours especially on the first interview. But what if the benefit package is an important determining factor in one’s consideration of a position, and the employer doesn’t address the subject? It’s wise for the appli- cant to wait until the employer brings it up, but it’s appropriate to ask general questions like what are the benefits of working for your organization. If more questions develop during the interview then the applicant should write them down so they can be discussed later on. It’s a good idea to ask the employer if it’s OK to take notes during the interview. Chances are they will be impressed with the applicant’s preparation. If an applicant thinks of another question after the interview is over, Campbell said it’s OK to follow up. “Follow-up questions show con- tinued interest in the position,” he said. It’s a good way to differentiate yourself from the others interview- GAIN INSIGHT THROUGH QUESTIONS There are three areas that candidates can focus on and use to help guide them with questions to ask the employer. These three areas are questions about the company, the people, and the job. Below are sample questions for each. Questions about the company • What are the basic values that make up the com- pany’s culture? • How long have you been with the organization? • Is the company growing? If so, where is the growth coming from? • Ask questions that relate to the research that you have done. Questions about the people • Can you tell me how you have progressed with your career within this organization? • How would you describe your own management style? • What obstacles do you see that may prevent you from meeting your objectives? Questions about the job or position — these questions can be divided into five categories Responsibility • What is the most pressing directive for the position? • What would a day on the job be like? Job History and Status • Why is this position vacant? What led to the vacancy? Decision-Making Authority • Will I be responsible for prioritizing my own work or will it be prioritized for me? • Will I work individually or in teams? Resource and Subordinates • What resources are available for this position to achieve primary goals? • What is the approval process that someone in this position would be required to follow? Evaluation and Performance • If I am hired and am successful, what will I have accomplished at the end of three months? One year? •Who will evaluate my performance? When? How? Thomas W. Morris III, Excerpts from Roll Call, “Are there questions the interviewee should ask the interviewer?” 25 ing for the same position.” Campbell also said a handwritten thank you letter after the interview is more impressive than a thank you e-mail. Thrale said it’s always good to send a thank you letter, but reminds students its OK to decline a job offer if the interview helped them dis- cover the position or organization was not a good fit for them. “If a student is uncomfortable with what they heard in the inter- view, it is OK to decline a job offer,” she said. “The interview is just as important for them to get informa- tion about the company as it is for the company to determine their suit- ability for the job.” Campbell agrees with Thrale and said if used correctly; the interview will benefit both the employer and the applicant in the long run. “It is very important that both parties feel comfortable before reach- ing an employment agreement. If this is accomplished, a win-win relationship is established, and the chance for both parties to succeed is greatly enhanced.”