One of the techniques I always cover with students in my top tier coaching class, Accelerate, is questions that are good to ask employers…
…Questions that will leave them with a positive impression of you.
But you want to avoid questions that might negatively affect your candidacy — leaving you wondering why you never heard back from them.
We’ve all been on an interview we thought went well, but never heard back, right? Even me. It happens to the best of us. Usually it’s because of a little mistake we made that we didn’t even know about.
I can’t stress this point enough – During the first and second round of interviews — avoid asking your interviewer the ME questions.
1. Do you allow your employees to work from home?
2. Do you pay for mileage?
3. Will you pay for my home Internet?
4. Will you pay for my training?
5. Will I be able to get my paycheck directly deposited?
6. How much vacation will I get the first year?
7. I won’t have to work weekends, will I?
There’s a million of them, but I think you get the idea.
You may not realize it, but when you ask these questions you are putting yourself in the class with the deadbeat employee. The deadbeat employee wants the company to bend over backwards for them. They want the company to pay for everything. They are whiners and complainers.
They want this… they want that…They are always wanting something and are rarely grateful for the job they have.
They come in late, they leave early – they want the company to pay for their lunch, their car, their mileage, their home Internet…the list is endless. I’m sure you’ve seen this type of worker.
When you ask these kinds of questions in a job interview, they immediately classify you with the deadbeat employees they already have – and I’m pretty sure they don’t want anymore employees like that.
Chances are — you are interviewing for the deadbeat’s job.
Unless the answer to any of the above questions is vitally important to your acceptance of this job, then I would strongly advise you not to ask these types of questions.
A couple weeks ago in Accelerate, I worked with Mike T. to create a rather unique strategy for his Telecom management interview.
We reverse engineered the “deadbeat employee” classification. Mike went into his interview already knowing how interviewers perceive candidates and the hidden notes on which they are judged.
He knew not to ask all those ME type questions, but we took it one step further and reversed the idea behind each of those questions, making it Mike’s own personal philosophy. Then he weaved those ideas into the conversation of the interview.
Now, Mike looks like a guy who believes that employees should work weekends when needed, is willing to pay out of his own pocket for piddly expenses, as well as his own lunch and believes that working in the office is more productive than working from home.
He basically told them everything they wanted to hear without them ever having to guess or ask him. Long story short – he got the job.
This is just one of the tactics I teach in success coaching and show the student how to successfully apply it.