6 Questions To Avoid When Asked “Do You Have Any Questions For Us?”

Gauging the keenness and knowledge of a candidate are crucial interview components. It is in this context that the poser “Do you have any questions for us?” is asked, usually at the end of an interview. Specifically, the recruiter is testing one’s enthusiasm to work with the company and understanding of the precise job requirements.
Hence, if you’re asked the same question at an interview and answer improperly, you risk inviting an unfavorable impression, notwithstanding your credentials and skills. Knowing this, here are six questions to avoid asking in response to the aforementioned interviewer query:
1.       How Much Compensation Will I Get?
You ought to remember that an interview is a preliminary procedure and does not connote a recruiter offer. Thus it would be irrational to enquire about your pay structure at this stage. Enquiring about your compensation before a definite offer will irk the recruiter and project you as being unmindful of the job description and responsibilities. Even questions pertaining to prospective salary increments would be irregular and paint you in a poor light.  
2.       What Is Your Overall Leave Policy?
Enquiring about the types, frequency, and quantum of leaves will immediately convey a disregard for serious, regular, and continual work. Hence any questions regarding leave entitlements and the company’s annual leave policy will be resented.
3.       May I Adopt Flexible Daily Timings?
A corporate enterprise essentially functions on the principles of equality, homogeneity, and discipline of all employees and processes. Asking whether you may deviate from office timings would be construed as a violation of the above principles. Thus, questions on the ensuing lines should be avoided:
a)      May I leave early if I’ve completed my daily work?
b)      May I arrive late and stay late? 
4.       Does Your Company Have Good Promoters and Financial Backing?
A recruiter’s fundamental intentions are to evaluate your qualifications and assess whether these meet the company’s exact requirements. Hence, an interviewer will definitely dislike pointed questions regarding the company itself, especially ones that query its status as a going concern.
Thus, you would do well not to ask about the company’s investors and fund lenders, instead impressing the interviewer with your employment proficiencies.
5.       What Is Your Employee Termination Procedure? 
The recruiting company is not your adversary – it genuinely wants you to demonstrate your credentials and associate with it on a long-term basis. Consequently, if you straightaway enquire about the company’s termination policy, you’ll be signaling your intention to break away from the company in the foreseeable future.
Therefore, any questions revolving around notice periods, the resignation process, and termination benefits ought to be staunchly eschewed.
6.       Shall I Show You My Testimonials? 
As a general rule, one should avoid invoking one’s testimonials and recommendations unless specifically asked to do so. Doing so will lead the recruiter to think you’re desperate and not fully confident of your intrinsic abilities and employability.

Now that you know how to solve this interview conundrum - good luck!

Views: 8390

Comment by Daniel Fogel on June 22, 2015 at 11:19am

Interesting post Avika!  I'd definitely like to see some responses from the community on these points.  I would think the more tech savvy of candidates would have at least an idea of the salary range for the position before applying.  But I know a lot of candidates who salary is still there first concern and would think it's better to get that out of the way if there isn't going to be a good fit.  With sites like Glassdoor and other social media networks, I'd imagine most candidates would be able to track down some of these answers prior to the interview. 

Comment by Katrina Kibben on June 22, 2015 at 3:37pm

I have to say for #4, I would tell candidates that question is mandatory - especially if you're walking into a startup. I've asked it plenty of times and never had a shocked interviewer. 

Comment by Austin Fraser Ltd on June 25, 2015 at 7:15am

I'd very much agree with both comments above. Generally, as Daniel mentions, most candidates at least have a salary range in mind before interviewing. Any discrepancies can cause problems further down the line, if they are not addressed early on.

With number 4, it all comes from the approach of the question. If it is addressed in a way that shows you are genuinely interested in the company and want to understand more about them, then I cannot imagine this would be a problem. 

-Charlotte, AF


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