11-26-2007, 04:03 PM
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#2
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I believe in the Pony Power
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The advancement ones are good - questions about compensation are best left for the end of the interview or perhaps even in a 2nd interview, if that's their practice.
Focus on the core aspect of the jobs instead. One of my favourites "describe the average day for this position".
You can also turn a standard question asked to the interviewee around on the interview "What do YOU think are the critical skills or traits needed to excel in this job? "
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11-26-2007, 04:08 PM
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#3
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Franchise Player
Join Date: Oct 2002
Location: not lurking
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The advancement questions are definitely good. Not only good things to know, but they tell the employer about your ambition. At the same time, you don't want to appear too ambitious. I've known people who have been turned down for jobs because they came across as wanting the position simply to use as a stepping stone to something better.
I always ask about management styles and organizational structure, as these issues have, in my experience, been one of the biggest issues for job satisfaction.
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11-26-2007, 04:11 PM
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#4
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Franchise Player
Join Date: Mar 2005
Location: Van City - Main St.
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No disrespect, but I suggest you retract all of those questions or atleast hold them until the end of the interview and don't make them a priority of the discussion.
Focus on what you can do for them. All of those questions are things they can do for you. They will want to see enthusiasm for the position they are hiring for. Since it's a sales position, you need to sell yourself, not ask questions.
They want to see someone who can sell, and if you can't sell yourself, you can't sell anything.
Tell them why you are the guy for the job. Be prepared with examples of times you've sold/closed and the closing tools you have.
Also, show your enthusiasm for the industry. Since this is something you've wanted to do for a long time, make sure they know and feel that. Nothing sells better then passion.
May I ask what company it is? and is this houses, or condos? Will you be working out of a showhome or presentation center?
I can give you tips on what my company looks for if you give me more details on the position.
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11-26-2007, 04:12 PM
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#5
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Norm!
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The questions on benefits and vacation time are best left off of the first interview
The typical day question is excellent
Ask them about perfomance measurements and metrics is important
Ask him or her about the most succesful person in a similar position and what made them succesful
Ask the employer about his favorite aspects about working for the company.
Ask him to put himself in your shoes as a applicant and what kind of information would be really important in deciding if this was a good role or not.
Ask him if this position is a new position or a replacement, and if its a replacement why the last person left.
Don't be afraid to really drill down on whether the company is growing or not, bring up any web research that you've done.
__________________
My name is Ozymandias, King of Kings;
Look on my Works, ye Mighty, and despair!
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11-26-2007, 04:20 PM
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#6
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Not the 1 millionth post winnar
Join Date: Aug 2004
Location: Los Angeles
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Quote:
Originally Posted by Winsor_Pilates
No disrespect, but I suggest you retract all of those questions or atleast hold them until the end of the interview and don't make them a priority of the discussion.
Focus on what you can do for them. All of those questions are things they can do for you. They will want to see enthusiasm for the position they are hiring for. Since it's a sales position, you need to sell yourself, not ask questions.
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Couldn't disagree more. As someone who interviews on a regular basis for my company, if a candidate asks no questions it tells me they either don't care about the position, or they aren't well informed about my company.
The more questions the better. I like it when a candidate comes in and is confident enough to know what they want and ask about it. I suppose some could feel threatened by that sort of behavior. My take is that it shows assertiveness and initiative.
Just my opinion though.
__________________
"Isles give up 3 picks for 5.5 mil of cap space.
Oilers give up a pick and a player to take on 5.5 mil."
-Bax
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11-26-2007, 04:25 PM
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#7
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Franchise Player
Join Date: Mar 2005
Location: Van City - Main St.
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Quote:
Originally Posted by Flashpoint
Couldn't disagree more. As someone who interviews on a regular basis for my company, if a candidate asks no questions it tells me they either don't care about the position, or they aren't well informed about my company.
The more questions the better. I like it when a candidate comes in and is confident enough to know what they want and ask about it. I suppose some could feel threatened by that sort of behavior. My take is that it shows assertiveness and initiative.
Just my opinion though.
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You're right. I worded that poorly. I meant questions of the what are you gonna do for me variety. Those shouldn't be the focus. Questions about the company, position, what they're looking for in a candidate etc. are great.
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11-26-2007, 04:31 PM
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#8
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Franchise Player
Join Date: Mar 2007
Location: Income Tax Central
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Heres one that is money for me everytime:
What is your insurance litigation coverage in the area of sexual harrassment?
I'm just wondering....cuz....ya know....stuff happens. 
__________________
The Beatings Shall Continue Until Morale Improves!
This Post Has Been Distilled for the Eradication of Seemingly Incurable Sadness.
The World Ends when you're dead. Until then, you've got more punishment in store. - Flames Fans
If you thought this season would have a happy ending, you haven't been paying attention.
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11-26-2007, 04:38 PM
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#9
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Franchise Player
Join Date: May 2004
Location: YSJ (1979-2002) -> YYC (2002-2022) -> YVR (2022-present)
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"Describe a typical day" is an excellent one, as was mentioned several times.
I also like "What is the social dynamic of the team? Are people strictly co-workers and only interact during business hours, or are they also friends and spend time with each other away from the office?"
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11-26-2007, 04:40 PM
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#10
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Franchise Player
Join Date: Mar 2007
Location: Income Tax Central
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Quote:
Originally Posted by MarchHare
"Describe a typical day" is an excellent one, as was mentioned several times.
I also like "What is the social dynamic of the team? Are people strictly co-workers and only interact during business hours, or are they also friends and spend time with each other away from the office?"
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I refer you back to my question.... 
__________________
The Beatings Shall Continue Until Morale Improves!
This Post Has Been Distilled for the Eradication of Seemingly Incurable Sadness.
The World Ends when you're dead. Until then, you've got more punishment in store. - Flames Fans
If you thought this season would have a happy ending, you haven't been paying attention.
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11-26-2007, 08:50 PM
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#11
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Farm Team Player
Join Date: May 2007
Exp: 
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Here are some good questions:
What do you think are the company's greatest weaknesses?
How do you think your competitors would describe your company?
Give me an example of how your company has handled a major conflict between employees?
Describe some of your companies recent successes and failures.
What qualities does your company value in its managers?
Why should I work here?
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11-26-2007, 08:56 PM
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#12
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In the Sin Bin
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Quote:
Originally Posted by Locke
Heres one that is money for me everytime:
What is your insurance litigation coverage in the area of sexual harrassment?
I'm just wondering....cuz....ya know....stuff happens. |
My company made me go through online training courses... safety, sexual harassment, WHMIS, etc. The one on sexual harassment seemed like it was designed to teach you how to sexually harass someone.
The funniest part was there was about six of these online lessons combined, all with pictures. The only one that did not strive for racial equality was the sexual harassment one. Every single picture featured a white person as the harasser.
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11-26-2007, 08:56 PM
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#13
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Join Date: Mar 2006
Location: Now world wide!
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What stance does your company take on sex with clients? What if it helps close a deal?
I would recommend asking about what training they provide, i.e., courses you can take to aid your advancement and improve your skills. A bit more subtle than just asking about advancement and trying to state your ambition.
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11-26-2007, 09:02 PM
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#14
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Backup Goalie
Join Date: Sep 2007
Location: Calgary
Exp:
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Quote:
Originally Posted by fotze
If it is cedarglen homes, ask about the Mottle in the Bottle incident.
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11-26-2007, 09:08 PM
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#15
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In the Sin Bin
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Quote:
Originally Posted by flylock shox
What stance does your company take on sex with clients? What if it helps close a deal?
I would recommend asking about what training they provide, i.e., courses you can take to aid your advancement and improve your skills. A bit more subtle than just asking about advancement and trying to state your ambition.
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This part is really funny when taken in the same context as your first question. 
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11-26-2007, 09:33 PM
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#16
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Farm Team Player
Join Date: May 2007
Exp:
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Quote:
Originally Posted by Resolute 14
My company made me go through online training courses... safety, sexual harassment, WHMIS, etc. The one on sexual harassment seemed like it was designed to teach you how to sexually harass someone.
The funniest part was there was about six of these online lessons combined, all with pictures. The only one that did not strive for racial equality was the sexual harassment one. Every single picture featured a white person as the harasser.
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Was this the training video you watched:
http://www.youtube.com/watch?v=5HGW_OfwyJ4
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11-26-2007, 09:49 PM
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#17
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Missed the bus
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Quote:
Originally Posted by fotze
If it is cedarglen homes, ask about the Mottle in the Bottle incident.
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Okay... actually, it IS Cedarglen... and you've sparked the hell out of my curiosity. Care to divulge?
Last edited by alltherage; 11-26-2007 at 11:41 PM.
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11-26-2007, 10:12 PM
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#19
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CP's Resident DJ
Join Date: Jul 2003
Location: In the Gin Bin
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Quote:
Originally Posted by alltherage
What kinds of benefits are offered (Health etc)?
How much vacation time is going to be offered?
What kinds of positions are available when the time comes for advancement?
Is advancement Performance Based or Seniority Based?
How long would it take a solid performer to advance?
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Five wrongs there. Every one of them screams ME ME ME.
Fact... this is something you really want to do!
Fact... they need someone to do it!
First research their company about quality, customer service, client satisfaction and be able to use that research in anything YOU say when applicable.
To me, quality is first and foremost. If I am selling something, I want to BELIEVE in it. If they are selling new homes made of cardboard, would you really want that job? Obviously they won't do that but the better the client satisfaction, the LESS time you have to spend on after sale follow up, therefore the MORE time you have to spend on SELLING. Thus query upon their previous performance in that area.
"In order to build a loyal, long term client base, and extensive referal network, I believe quality of product and after market service is vital. How does your firm stand in these two key areas?"
But if you think you could sell ice cubes to Eskimos and sleep well at night. That is a different story. Your call there.
Edit.. having just seen the previous posts about that email. Pass. Period. That isn't a company to work for....
2nd Edit... on second thoughts, go to the interview and ask "Has THAT person been let go from the company in order that the work to restore your image can begin?"
Last edited by Shawnski; 11-26-2007 at 10:20 PM.
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11-26-2007, 10:19 PM
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#20
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Franchise Player
Join Date: Mar 2005
Location: Van City - Main St.
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Do you have to be licensed for this position?
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