What to Ask (and NOT Ask) in an Interview!

Always remember that a job interview is a two-way street. If the hiring manager expects you to ask questions, they will provide an opportunity for you to do so at or near the end of the interview. As the interview comes to a close, one of the final questions you may be asked is, "What can I answer for you?". You want to have clear, intelligent interview questions of your own ready to ask. You aren't simply trying to get this job - you are also interviewing the employer to determine whether this restaurant brand and the position are a good fit for you. Always prepare interview questions to ask in advance. Having no questions prepared sends the message that you have no independent thought process, low initiative or low interest in the position. The questions that you ask are just as critical as the responses that you give to their interview questions. Asking thoughtful questions demonstrates your intelligence, common sense and your interest in the position to the employer. By posing well-worded questions to the hiring manager, you will gain additional useful information about the opportunity.    

                                                  

Some of your questions may be answered during the course of the interview before you are offered the opportunity to ask. If so, simply state that you were interested in knowing about ..., but that was addressed during the interview. You could also ask for additional clarification on the subject if applicable. Below are some sample questions from which you can develop your own. However, don't ask questions that you are not truly interested in the answer to; it will be obvious to the employer.

• What are the company's strengths and weaknesses compared to its competition?
• How important does upper management consider the function of this position?
• What is the concept’s growth plan for the next five years, and how does this location/region fit in?
• Could you explain your organizational structure?
• How will my leadership responsibilities and performance be measured? By whom?
• What are the day-to-day responsibilities of this job?
• Could you describe your company's management style and the type of manager who fits well with it?
• What are some of the skills and abilities necessary for someone to succeed in this job?
• What is the company's policy on providing seminars, workshops, and training so employees can keep up their skills or acquire new ones?
• What particular POS equipment and software do you use?
• What kind of work can I expect to be doing the first year?
• Could you describe the training program to me?
• Who will review my performance? How often? Using what criteria?
• How much guidance or assistance is made available to individuals in developing career goals?
• Can you describe an ideal employee?
• What is your organization's policy on transfers to other cities?

Following are questions to NOT ask in a restaurant interview! Failure to heed this advice will greatly reduce your chances of continuing in the process.

• What kind of food does your restaurant serve? (Do your research ahead of time!)
• What is the employee discount? (Is it really that important?)
• If I get the job when can I take time off for vacation? (Wait until you get the offer to mention prior commitments)
• Can I change my schedule if I get the job? (If you need to figure out the logistics of getting to work don't mention it now...)
• Did I get the job? (Don't be impatient. They’ll let you know.)

Do not ask questions that are clearly answered on the employer's web site and/or in any literature provided by the employer to you in advance. (This would simply reveal that you did not prepare for the interview.  You are wasting the employer's time by asking these questions.) Never ask about salary, bonuses and benefits issues until those subjects are raised by the employer.

In closing, be sure to incorporate the following types of questions to gauge the employer’s interest level and to express your own desire for the job.

• Do you see me as a fit for this position?Why or why not?
• Do you have any concerns about me being able to succeed in the role?
• How do my qualifications compare with other candidates that you have interviewed?
• Based on this meeting, what do suggest to be the next step in the process? (Clearly express you want to move forward in the process.)

Brian Bruce, author of multiple articles published on many websites and several industry trade publications, has been cited in multiple news stories as an authority in Executive Restaurant Recruiting. He's an Executive Restaurant Recruiter with Premier Solutions in Oklahoma City and Blogger. He can be reached at 877-948-4001, by email at HeadHunterBrian@gmail.com , or on his blog at HeadHunterBrian.com .