Page 156 - John Kador - 201 Best Questions to Ask on Your Interview-McGraw-Hill (2002)
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BID-FOR-ACTION QUESTIONS


                                WHAT RECRUITERS THINK
                                Asking for the job directly is tricky, and there’s some disagreement from
                                recruiters and job coaches. Some consider asking for the job assertive;
                                others think it cheeky or smacking of desperation. My personal prefer-
                                ence is to err on the side of being assertive. The meek may, as the Bible
                                says, inherit the earth, but they don’t necessarily get jobs. As always, you
                                have to use your radar and trust your instincts.
                                  It’s good to be direct when asking for the job, says Tony Stanic, re-
                                source manager at CNC Global, in Ottawa, Ontario, Canada. “I think it
                                is good to come across as enthusiastic and direct as possible. The person
                                that appears to want the job the most will get the offer. Try to find out
                                their level of interest in you by asking them directly.” Stanic has been
                                impressed with candidates who could deliver lines such as:

                                • Do you feel that I am suitable for the position?
                                • Do you have any reservations about my ability to do this job?


                                “Don’t be afraid to ask these questions,” Stanic continues. “You may be
                                able to overcome any objections that they may have. It may feel a bit un-
                                comfortable but it’s better to find out what their concerns are than it is to
                                find out that you did not get the job. Asking for the job can be a crucial
                                factor in the interviewer’s decision-making process.”
                                  “There’s a fine line between confidence and arrogance,” says Knowl-
                                edgePoint’s HR director, Rich Franklin. To be successful in some jobs,
                                you need to be pushy and demonstrate in the job interview how aggres-
                                sively you can sell. For example, Franklin recruited stockbrokers for
                                Dean Witter for 10 years before he joined KnowledgePoint. Stockbro-
                                kers, of course, are salespeople who sell securities. One question from
                                a sales candidate that that impressed him was:

                                • I’m the person for the job! Can you tell me when you can make me
                                  an offer?

                                  “In the software industry where things are more laid back,” Franklin
                                continues, “I’d be a little less comfortable with a guy coming on that
                                strong.”



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