How to write a 30/ 60/ 90- day plan for your sales job interview preparation

10 Questions During Job Interview

July 28, 2021, 9:14 am

Get the basic information you need before you go in for an interview. Closed-ended questions: If someone can give a "yes" or "no" answer, it diminishes your prospects for having a good conversation. "Me" questions: An executive is interested in how you will add value to her organization and whether or not you're a good fit. Skip questions like "I skydive every Saturday – so will I ever be asked to work weekends? " The 10 questions you should ask in a job interview: 1. Credibility-building questions: "As I think back to my experience in managing large sales forces, I've found there are typically three barriers to breakthrough sales performance: co-ordination of the sales function with marketing and manufacturing, customer selection, and product quality. In your case, do you think any of these factors are holding back your sales growth? What do you believe are your own greatest opportunities for increasing sales effectiveness? " 2. "Why? " questions: "Why did you close down your parts business rather than try to find a buyer for it? "

Top 10 questions to ask during job interview

If the position is new, this could mean that a new project has been launched or that the company is growing—a positive sign. It could be beneficial to ask your HR contact about the company's ambitions in terms of growth, their expectations on increasing staff, and the impact of this development on the organization of their technical teams. Questions to ask the CTO An interview with the CTO will be to evaluate your technical skills and knowledge and could be based on a technical test you did before the meeting. A miscalculation would be letting this technical encounter remain one-sided, so use the time wisely and ask non-technical questions to find out how the team of developers is managed. What would be the perfect profile for this job? By asking your contact to describe the perfect applicant for the position, you will learn more about what they expect for the job and about the future work environment. This would be a great time to explain why you correspond to what they are looking for because of your personal and professional experiences.

Feel free to ask the different people you meet the same question, to see if you get the same answer. This article is part of Behind the Code, the media for developers, by developers. Discover more articles and videos by visiting Behind the Code! Want to contribute? Get published! Follow us on Twitter to stay tuned! Illustration by Brice Marchal

Be succinct. If you want to show that you are someone who works great in teams, use the example of a project where you worked hand-in-hand with co-workers and explain what you set up so that it was successful and how you overcame any difficulties. What are the current projects for the team? In describing the current projects, the CTO will provide you with key elements about the project lengths, frameworks, tools, the organization of the technical team, and the interactions they have with the business and product teams. Show interest by asking why they chose one technology over another or by inquiring about the details of implementation. You will see if the projects presented pique your interest, or not. This discussion can also be the time to ask about future projects that you might work on. Who decides the features to develop? This question helps you understand the role of each team and each individual in the life cycle of a feature and, in particular, who relays the need for new features.

10 questions during job interview for employee

You can also ask who is in charge of prioritizing the features afterward, how they are validated before being put in production, and how they are documented. Of course, you are free to give your opinion about the processes in place, but "showing yourself to be too categorical in your opinions could be perceived poorly, " as Lareyre warns. Keep in mind that these interviews are a time for dialog but are not the proper place for critiques. What criteria did you have for choosing your technical leads? By explaining why a person was chosen, the CTO will also reveal the technical and non-technical skills that are valued within the team. Did this developer move into a technical lead position because of their skills? Because they had a natural ability to help the other developers? Or was it because they kept careful watch on the latest innovations? The backstory to recent promotions will also give you an understanding of how you could advance in the team as well. If your objective is to become a technical lead within the next two years, it would be good to know if that is possible or if all of the positions have been filled already.

Which projects are you the proudest of? Through this answer, you will be able to understand if the developers' responsibilities in the company are more along the lines of features or global projects. Ask the people you meet if they are also the ones who decide on the architecture, technologies, and libraries used. This will give you a good indication of the level of responsibility and autonomy you will have once you are hired. Take advantage of this opportunity to also ask how the technical lead or the CTO took part in the project. Were they available during the difficult times? In the long run, asking questions during your interviews can only have a positive effect: you will get vital information, and you will show your seriousness. And although words are important, you can also rely on your observations of non-verbal communication. If your various contacts do not have a lot of time to spend with you during the interviews, chances are that will also be the case when you are on the job and you have questions.

what are the top 10 questions asked in an interview

or "Why did you decide to move from a functional to a product-based organization structure? " 3. Personal understanding questions: "I understand you joined the organization five years ago. With all the growth you've had, how do you find the experience of working here now compared to when you started? " 4. Passion questions: "What do you love most about working here? " 5. Value-added advice questions: "Have you considered creating an online platform for your top account executives, so that they can share success stories and collaborate better around key client opportunities? We implemented such a concept a year ago, and it's been very successful. " 6. Future-oriented questions: "You've achieved large increases in productivity over the last three years. Where do you believe future operational improvements will come from? " 7. Aspiration questions: "As you look ahead to the next couple of years, what are the potential growth areas that people are most excited about in the company? " 8. Organizational culture questions: "What are the most common reasons why new hires don't work out here? "

10 questions during job interview questions and answers

After months of searching, you've finally landed an interview for the job of your dreams. You've chosen your wardrobe, you've Googled the company so you can intelligently discuss the issues, and you've considered the questions you could be asked. That's fine. But if you haven't brushed up on the questions you want to ask the interviewer, you're neglecting a key part of your preparation – the part that might win you the job. Recruiters and executives who are actively hiring will tell you they get three types of questions: no questions, bad questions, and – very rarely – memorable questions. The candidates who ask the memorable ones often get the offers. A recruiter for a well-known, fast-growing technology company told me: "You'd be surprised how many job candidates have absolutely no questions for me at all, or they ask dumb or boring questions like 'So what do you do? '" By asking questions – and not just any questions but memorable, thought-provoking ones – you come across as a cut above the average candidate.

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He is author (along with Jerold Panas) of the new book Power Questions: Build Relationships, Win New Business, and Influence Others ( Wiley, February 2012, ISBN: 978-11181196-3-1, $22. 95, ).