Ask away: Questions employers hope you'll ask during a job interview

"Do you have any questions?"

As times goes on, job interviews seem to become more of a two-way street, with a business interviewing a candidate and the candidate interviewing the business.

Rhett Hendrickson, co-owner and trainer at Hendrickson Business Advisors in Cape Girardeau, says job interviews always should be punctuated by well-planned and thought-out questions by the interviewee.

"More and more, I think people on both sides of the interview table appreciate good, well-thought-out questions that aren't just something from a script," he says.

Before entering the interview, applicants should research the company with which they hope to work and customize their questions accordingly, Hendrickson advises.

"An applicant must have researched the company that they're applying to," he says. "And it's easy to do now; everybody stalks everybody. Facebook, LinkedIn, website — they need to be checking the company out to see what other people are saying about it."

Michele Tapp, director of academic advising and career services at Southeast Missouri State University, says interviewees should always be prepared to ask questions and should have a number of options available in case the interviewer answers some of the preplanned questions during the interview.

Tapp, Hendrickson and Dan Presson, coordinator of employee relations in the Department of Career Services at Southeast, offer these suggestions on questions to ask:

__"What do you expect of me as an employee?"__

__"What do you (the employer) like about working at this business?"__

Hendrickson says younger generations are more concerned with interpersonal relationships in a job position, so this question could help analyze whether or not the workplace environment will be a good fit for all involved.

__"What kind of relationships do you value with the people you supervise?"__

Hendrickson recommends questions that are strategic in nature, like, "Where strategically are you interested in people moving through your organization — moving up through the chain of command, or lateral moves from department to department?"

__"What else do I need to know to help me decide whether or not this is a good place for us?"__

Hendrickson recommends using inclusive language, like "us" and "we," rather than "me" and "I."

__"What qualities or characteristics are you looking for in a candidate?"__

"When they start rattling these [qualities] off, it gives you an opportunity … whatever that quality is, then you can kind of reaffirm and say, 'Well, I'm really glad you said that, because I'm looking for that as well,'" Tapp says.

__"I've noticed …" statements and questions. (For example, "I've noticed your company recently opened a new branch in [insert town here].")__

"It allows the company to realize that you are more invested in this past the surface-level interview, that you've read about it, you've researched X, Y and Z," Presson says.

Hendrickson says in all cases, allow the interviewer an appropriate amount of time to respond.

Along with recommended questions, there are several interview "don'ts."

Hendrickson says not to put interviewers in an uncomfortable position, don't embarrass them and don't ask them to answer inappropriate questions that workplace decorum prohibits them from answering. He also says to avoid leading questions that could force the interviewer into a sexist, racist or ageist response.

Tapp recommends staying professional, no matter how casual or formal the interview, and says not to ask about salary, benefits or how many people are being interviewed for the position.

"You don't want to get into that nitty-gritty; it sort of leads to the assumption that you feel like you've already gotten the position. And you don't want them to feel as though you feel entitled to the position in any way," Presson says.

Hendrickson says to be genuine in all situations, and give honest answers.

"Decide what kind of person you are and apply for a job that values that kind of person," he says.

He advises candidates to be polite, respectful and deferential, but at the same time be unafraid to ask pointed questions about the business.

"You may be hiring on with a company you'll be with for 30 years, so let's do it right the first time," Hendrickson says.

Those searching for a job, resume assistance or other training and education may look to the Division of Workforce Development website at jobs.mo.gov, or visit the office at 1737 N. Kingshighway in Cape Girardeau.