Page 166 - John Kador - 201 Best Questions to Ask on Your Interview-McGraw-Hill (2002)

QUESTIONS FOR SUPERSTARS

ing to make me some specific “promises” on what you will do to make
this a great experience for me if I accept the position?
The superstar is asking for the interviewer to “sell” the company.

13-7
Can you show me that the company has a diverse workforce and that it
is tolerant of individual differences? Does it have affinity groups or sim-
ilar programs that I might find beneficial? Is there a dress code? Can
you give me an example of any “outrageous conduct” this firm tolerates
that the competitors would not?
How tolerant is the company for the kind of chaos that many superstars
generate in the course of greatness?
13-8
Does your company offer any wow! benefits? Does it pay for advanced
degrees? Does it offer paid sabbaticals? On-site child care? Relocation
packages? Mentor programs? How are these superior to those of your
competitors? What about job sharing? Flex-time arrangements?
Telecommuting? Workout facilities?
If these practices are important to you, by all means ask.

13-9
When top performers leave the company, why do they leave and where do
they usually go?
This is tough for the interviewer to answer because he or she doesn’t
want to give you names of other employers to consider. But if the inter-
viewer is confident in her case, she will.

13-10
When was the last significant layoff? What criteria were used to select
those to stay? What packages were offered to those who were let go?
Layoffs are a fact of life even in the most stable companies. It’s fair
game to talk about the company’s management of layoffs.

13-11
Does the company have a program to significantly reward individuals
who develop patents/ great products? Is there a program to help individ-
uals “start” their own firms or subsidiary? Will I be required to fill out
noncompete agreements?

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