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DO YOU KNOW HOW TO KILL THE PHONE INTERVIEW?

HERE ARE THE CERTIFIED WAYS TO WIN THE PHONE INTERVIEW IF YOU ARE INVITED BY EMPLOYER

In Globalization, communication have been the great asset to people in different area of specialization. Today people can be able to connect via technological devices backed up by advancement of internet and digital technology.

Most of the Industrial demands have changed rapidly especially in the venue of Recruitment process where by they prefer technology in hiring new staffs. Therefore no room exists to escape the sad truth of Phone interview in chasing for the new job opportunities.

CORONA VIRUS (COVID-19) AND JOB INTERVIEWS

COVID-19 is affecting the way businesses recruit new candidates. While a small number of business are still holding face-to-face interviews, the majority of organisations are unlikely to do so until the current social distancing restrictions come to an end. Because of this, it's now more important than ever to make sure that your telephone and video interview skills are up to scratch.

LETS GET STARTED!

A telephone interview is a pre-scheduled job interview, typically lasting half an hour. With technological advancements video interviews are becoming increasingly popular, but plenty of employers still use telephone interviews as part of their recruitment process.

Popular because they save time and help to keep interview costs down, telephone interviews also eliminate travel costs for the interviewee. However, they do have a downside. In most cases you'll be answering questions under a strict time limit and this can increase nerves. Not being able to see the interviewer also presents its own difficulties, as you're unable to gauge their response.

HOW TO PREPARE YOURSELF

A confident phone manner doesn't come naturally to all and some candidates may feel uncomfortable talking over the phone, but with the appropriate preparation this shouldn't affect your performance.

Just like in any other interview situation you need to research the industry, organisation and job. Visit the company website, competitor sites and read relevant journals and news articles. Do this in advance. Avoid surfing the web for information once you've answered the interviewer's call.

You can also plan your responses to frequently asked questions by preparing a list of examples of when and how you've demonstrated each skill or quality listed in the person specification.

To increase your confidence when talking over the phone, ask family or friends to call you for a mock interview. Use your research and planned responses to answer their questions and treat this practice as the real thing. Try recording yourself and listening back to get a feel for how you come across over the phone.

Telephone interview questions

A member of the company's HR team usually conducts telephone interviews and you should expect the same questions as in a face-to-face interview.

When answering the call you need to be professional and upbeat. If you've pre-arranged an interview time, don't be caught off guard when the phone rings. Remember that this is not an informal chat with a friend. Answer with 'Good morning/good afternoon, (your name) speaking.' Avoid using slang or informal language and maintain this professional tone throughout the interview.

When answering questions be aware of the pace of your speech. Time is limited but don't rush or mumble, despite your nerves. Be succinct and to the point.

One of the downsides to telephone interviews is that without visual clues from the interviewer it can be hard to gauge how you're doing. In a face-to-face interview you're able to take direction from the employer's body language and visual responses but this is not possible over the phone. When you're being interviewed in person you're also able to smile and nod to show the interviewer that you're engaged.

During the interview use interjections such as 'ok', 'I see' and 'I understand' to let the interviewer know you're listening. However, be careful not to interrupt them when they're talking.

Tips for telephone interviews

• Pick a suitable location - this is really important. Avoid noisy, public spaces and instead opt for a private, quiet location such as your home. If you live with family or friends warn them in advance of the call that you need some peace. Minimize background noise by closing windows and turning off televisions or radios. Turn electronic devises to silent to avoid distraction.

• Be professional - Answer the phone professionally: 'Good morning, Joe Blogs speaking' should do the trick. Address your interviewer as Miss, Mrs or Mr unless invited to use his or her first name.

  Be animated and enthusiastic, but polite. Don't be over familiar and don't start chatting as if you were talking to a friend. Remember to listen carefully and try to be succinct.
  It's unlikely that you will need to ring in to an interview, but if you are ringing in, think before hand what you will say so that you don't fluff it: 'Good morning, please may I speak to Miss Jones; I have a telephone interview with her this morning.'

• Dress to impress - it may sound strange as the recruiter can't see you, but dress for an interview. You shouldn't treat telephone interviews any differently to face-to-face interviews and you wouldn't turn up to meet a potential employer in your pajamas. Dressing for the part helps to put you in a professional frame of mind and will boost your confidence.

• Stand up and smile - smile to ensure that the interviewer hears the enthusiasm in your voice from the start. To convey energy and confidence take the call standing up. At the very least make sure that you're sat upright at a table.

• Refer to your notes sparingly - being able to have application documents and notes to hand is one of the main advantages of a telephone interview, but don't rely on them too heavily. The employer will hear if you're rustling papers and will be able to tell if you're reciting answers from pre-prepared notes. Instead of reams of paper use concise bullet points as prompts.

• Have a glass of water nearby - interview nerves and lots of talking can lead to dry mouth, which isn't ideal when you're trying to eloquently express yourself.

• Don't be afraid to ask for clarification - if you miss a particular question don't try to second guess what it might have been. Apologize and politely ask the interviewer if they can repeat it.

• Take notes - if you're able to multitask jot down any useful information provided by the employer and the questions you're asked during the interview. These notes could be a valuable resource if you're invited for a second interview.

Telephone interview turn offs

Lots of background noise: cafes are not good places to take the interview call.

Munching and slurping: have a glass of water nearby just in case your mouth goes dry mid call, but don't eat or drink proper while taking part in a telephone interview.

Taking other calls or responding to texts: switch off your mobile if you are using a landline; switch off your landline if you are using your mobile... or move to another room.

Multitasking: resist the urge to reply to emails, check your Facebook page, make your lunch, wash up, and so on. Focus only on the person at the other end of the line.

Being too laid back, literally: Don't slouch on the couch; sit up straight, as it will help you feel and sound more confident and alert. Some people find taking calls standing up immediately gives energy to their conversation.

Following up a telephone interview

Don't end the interview with a polite 'thanks' and just hang up. As in face-to-face interviews, employers expect you to have a couple of questions of your own. These could be about the role or the company. Stay away from questions about salary, holiday entitlement or start dates. 

PROBLEMS AND SOLUTIONS OF SEXUAL HARASSMENT AND GENDER DISCRIMINATION IN THE JOB MARKET

HOW BAD IS SEXUAL HARASSMENT AND GENDER DISCRIMINATION TO JOB CANDIDATES?

As usual Daraja la Ajira Tanzania comes to our social networks groups to discuss on the viral and global issue of Gender discrimination and sexual Harassment on overall process of recruitment in most countries of the world and focusing our case study in Tanzania.

Before I proceed, let me lay down the general definition of the terms which we had being discussing and reached to the point of different views on the solutions to the problems where as our main goal for the discussion was to gain Equal employment opportunity.

Gender Discrimination also known as sexual discrimination, is any action that specifically denies opportunities, privileges, or rewards to a person (or a group) because of gender. The practice of letting a person's gender become a factor when deciding who receives a job or a promotion, is gender discrimination. When gender is a factor in other decisions about employment opportunities or benefits, that too is gender discrimination. While most discrimination charges claim that a woman (or women) was discriminated against in favor of a man (or men), there have also been cases where males have claimed that they have been discriminated against on the basis of gender. These cases are usually referred to as "reverse discrimination."  (source: encyclopedia)

And on the other side, Sexual Harassment  is a term used to describe actions that make use of sexual comments or acts in order to intimidate those with whom one works. Sexual harassment is illegal. Sexual harassment is a form of sex discrimination, it is a violation of Title VII of the Civil Rights Act of 1964. Title VII applies to all employers with 15 or more employees. Many actions can be legally shown to be either sexual harassment or to contribute to a hostile or offensive work environment. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as follows: "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when: 1) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. 2) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals. 3) Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment." But legal experts warn managers and business owners that definitions of sexual harassment extend beyond these boundaries. Although most people think that sexual harassment involves conduct of a sexual nature, based on a study of case law, this is not true. Sexual harassment includes acts that are not overtly sexual but rather are directed at individuals based on their gender. Therefore, profanity or rude behavior that is gender-specific may create a work environment that legally supports claims of sexual harassment.(source: encyclopedia) 

Both being on the same Origin and nature (perpendicular) is the reason of summing up together to our point of discussion in Daraja La Ajira Tanzania. According to International Labor organisation (ILO) whereby its primary is to promote opportunities for women and men to obtain decent work in conditions of freedom, equity, security and human dignity. Gender equality is a key element in reaching this goal and is a cross-cutting policy driver for all ILO policy outcomes on its publication to the cases of Gender Discrimination (GD) and sexual Harassment (SH) stated that Gender inequalities are rooted in the different

roles and identities given to individuals depending on whether they are male or female (OECD 2009). Within the labour market, gender inequalities are fostered and maintained by the same traditional structures that assign women and men to particular roles, which in turn create gender differentiated expectations, with several implications for equitable sustainable economic and social development. In most cases, it is the women who are affected

(Box 2) and limited in their choice of employment across sectors. They are segregated into particular types of occupations which are vulnerable and insecure (ILO 2012c). Women are more likely than men to end up in jobs with low pay, low security and limited social mobility. In addition, they are often heavily represented in the informal economy,

where their exposure to risk of exploitation is usually greatest with the least formal protection (ILO 2011). Eight out of ten women workers for example are considered to be in vulnerable employment in sub-Saharan Africa and South Asia, with global economic changes taking a huge toll on their livelihoods (Guerrero and Stock 2012).

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On my point of view regarding the topic discussed in Daraja La Ajira Tanzania, the problems and challenged of GD and SH have been into existence due to the simultaneous factors whereby we need to get rid of the reasons to attain Green Jobs as according to ILO.

First, The Nature and Origin of the mankind. This is most influential cause of GD and SH inmost of the economic activities area affecting women on the demand of getting jobs. Since we are living the world with ancient History and believes such as of faith and religion, it has developed the human to have vivid description of one gender in terms of another when it comes to the economic opportunities such as employment. Some of the natural believes are such as; Men in always the leader of the family, Women are seen as sex toys, the major activity of women is to give birth and take care of her children,Women unable to take leadership position even on community level, Men are born for hard-work and women for soft related tasks etc

Second, The artificial ways of human being in describing another behavior of mankind due to the differences of culture,ethnicity,color and attitudes. Due to the differences of believes, norms and social conducts from one society to another, there occurs various conspiracy about life especially when it comes to the area of Hiring process. There some vivid behaviors on Gender such as; 1. Type of wearing, 2. The shape,size and appearance of the gender 3. Talking,looking style and many others might foster the scenario of GD and SH to occur in recruitment activities. 


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For example; It is a real situation that appeared several years back when I was invited by one company to be among the interview panelist for the certain post. As known the duty of panelists is to interview the Job candidates intensively in order to get the most preferred candidates. She came a lady, was very smart and good upstairs as per her CV. As she was sitting in the interview my fellow panelist saw something like beads that the lady wore on her legs. She was wearing the reckless on the left and right legs and it was very nice traditional culture leg beads. Suddenly it came a short note from him telling me that the candidates looks good but its a mistake f we hire her since she may be involving in some sexual abuse behaviors like prostitution. The note made me feel very embarrassed since with her CV i recognized she was coming from the community where the bead in legs were just worn by ladies as a symbol of beauty and self control. It was a rare discussion with him all the way after the interview session, just to make him understand on his confusions meaning of the leg beads that the lady wore and finally he came to the clear understanding of culture differences which was opposite form his perspective. Similar cases occurs as per above example when it happens a certain gender have a look that resembles Fat, flat, tall, short and otherwise.

Inclusion, the Third cause being the Demands of corporate policies, the terms and conditions that might hinder another gender in achieving occupation in the company production activities. Each company has its different Hr policies which are directly related to production units. When it comes to the hiring practices, and lets say a male and female enters into the recruitment funnel of that particular industry a female or male can be in the position of empowered due to the availability of particular policies set by the organisation. Females in most cases are abandoned in manufacturing industries due to some believes and description of strength, capability and sustainability of duties and activities that might be assigned to her. Some industries might prefer females that are good looking or beautiful and ignore males such as in airlines industries the jobs related to air hostess, sales and marketing personnel. Also some industries might dismiss the females candidates who are at the age of getting married or pregnant due to the prolonged time they can request for leave and resulting into difficulties into the production process. Therefore the issues of GD and SH might occur due to artificial conditions based on the demands of Corporate world.  

To prevent the ongoing situation of Gender Discrimination (GD) and Sexual Harassment on Hiring process, Daraja La Ajira Tanzania and its delegates proposed various solutions as an action towards the prevailing situations in various industries. 


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Among our favorite and Experienced official Madam Rose Mwalimu ( former UNESCO employee) suggested the following measures to prevent or reduce SH and GD on recruitment process;

" Kuepuka unyanyasaji wa kijinsia wakati wa usaili:

1.  Uwe nadhifu kwa kuvaa nguo zenye heshima (zisibane kuonyesha maumbile, zisiwe fupi Sana kuonyesha utupu, kifua kifunikwe kisioneshe sehemu za matiti, nguo isionye-transparent)

2.  Ingia kwenye chumba kwa unyenyekevu hukubukijiamini

3.  Utakapokaribishwa kuketi, fanya hivyo kwa unyenyekevu ukihakikisha kuwa umejihifadhi vizuri. Kaa upright

4.  Onesha ukomavu unapozungumza sio kupepesapepesa macho kuashiria kwamba umefuata zaidi ya usaili (suggestive moves/presentation)

5.  Usiangalie chini au kushikashika kitu unapojibu maswali

6. Usilegeze macho unaposikiliza swali

7.  Jiamini usikubali maneno yanayoelekea kwenye udhalilishaji "

In finalizing the article, I would propose other recommendations to take place as a measure of eliminating GD and SH in recruitment process;

1. Developing throughout training and seminars programmed in the lowest level of the communities especially in rural areas of Tanzania for the sake of building awareness and knowledge to the importance of Gender equality and Green Jobs related issues that might be fostered by various NGOs and public sector organisations available in the country.

2. Creation of Comprehensive policies which shall attract Zero tolerance actions to the employers who might be found guilty of Gender Discrimination and Sexual Harassment practices in the hiring process of the respective companies. The policies shall be made based on the clear investigation and research of the norms, culture and perspectives of various job candidates from various communities.

3. Continuous effort must be made on educating the importance of Self

awareness,confidence building and Control to Youth Generation in the country like Tanzania who typically enter to the trap of facing the actions of Gender Discrimination and Sexual Harassment on the hiring process so that to precise enjoy their career life.

4. Also Digitization of Hiring process can help figure out the situation of GD and SH happening on recruitment process. Through digital technology is so easy to trap and identify misuse of power from the employers to the job seekers during the general hiring process for the initial stage.

If you feel in touch with the article and our DARAJA LA AJIRA TANZANIA topics in General do not hesitate to connect with us Via our whatsapp groups and Telegram through the following links;


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Among the most important thing I would like my readers to know is that While publishing this article on the Days of March 2020, The whole world was facing Epidemic disease known as COVID-19 which was caused by a virus originated in Wuhan China in the year 2019.

Corona virus that caused the disease which started in Wuhan China, spread in most countries of the World in uncontrolled speed and led to massive death of people in the world. The European countries like Italy and Spain countered a number of Death that followed to the Global state of Emergency.

It was a terrible situation to the most countries and on the side of my country Tanzania, the government announce 30 isolation days in order to rectify the spread of the virus to the rest of citizens  though mortality rate was below 2%.

Then occurred diplomatic battles between China and USA, each one complaining and blaming another on the introduction of the virus to its particular country. According to my critical thinking the Corona virus might have introduced due to the following 3 causes; 1. It was developed by human as a weapon of mass destruction due to Economic battles of the great nations, 2. It might developed due to the Electrification of the earth due effects appear as new electric waves are send to the universe ( Current we observed the introduction of 5G networks which is 10x stronger compared to previous networks) 3. It might be developed as a result of Genre fission giving the ability the animals like Bats, Camel and snakes to produce dangerous poison that contains corona virus. 

MR. PETER JOHN

PRESIDENT @ DARAJA LA AJIRA TANZANIA

+255 759 850 259

WERE YOU SURPRISED WHEN THEY ASKED YOU ABOUT SALARY ?

How Much Should We Pay You? It Is The Common Killer Question To Most Of The Interviews, How To Tackle It?

Among the topics discussed from Daraja La Ajira Tanzania was to know the perfect response to the question about salary when asked by the employer. The question for how much to be paid have being raising common issues of discussion among the job seekers in different area of professional, therefore what is the best answer/response once asked the kind of question during the interview?

In answering this type of question these are few tips which I would like to share with you so that you may become a rock star in your interview;

Remember that this question is asked because Ultimately, company leaders and HR professionals want to know if they can afford you before they invest time and resources courting you to come to work for them.

Some employers are bargain hunting. Despite a general market value for certain positions, some companies place a bigger premium on certain positions than other companies. This means that the salary they expect to pay for a certain position may be lower or higher than the going rate.

                              

Another possible reason is that they’re trying to see how you value your work. Are you confident enough to ask for what you deserve or will you meekly accept whatever they offer?

Your main objectives is to sell your self in a higher qualifications and convince them that your worth to their organisation before you reach the point of salary negotiations.

1. Know The Company Basics 

As job seeker you should always be ready to seek for extra information of the company you are applying for the post. From my understanding the companies profile can be seen through the company website or magazines such as Best of Tanzania etc, therefore you can find if the company is structured or unstructured.

In every well structured organization already has specific amount they pay the various grades in that organization. Best response |" I am sure this organisation has a competitive reward system, so whatever payment standard this organisation has adopted for this position is OK by me" remember guys only well structured organisations.

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2. Do some Simple Industrial Salary Survey

Industrial salary scale and surveys data are easy available online. Why should you go the interview with blank awareness of the estimated salary? Also you may get the data through statistics and labor bodies of the government such as ministry of labor etc of the particular country. Interviewers finds out you are smart if you are aware of sensitive issues of the industry.

Use one of the many websites that offer salary averages and estimates. Sites like Glassdoor.com, Salary.com, Payscale.com, and Indeed.com all have salary data you can review.

3. Make them Feel You are Flexible

You can try to skirt the question with a broad answer, such as, “My salary expectations are in line with my experience and qualifications.” Or, “If this is the right job for me, I'm sure we can come to an agreement on salary.” This will show that you're willing to negotiate.

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4. You May Offer A Range

Even if you start by emphasizing your flexibility, most employers will still want to hear specific numbers. In this case, offer them a range (plus or minus about Tshs 400,000-Tshs 700,000). This will allow you to remain flexible while still giving the employer a clear answer. You can create this range based on research or your own experience in the industry.

                                 

5. Relate Your Current Salary

In addition to researching salaries, you can come up with a salary range by using your current or previous salary as a starting point, especially if you're making a lateral move in the same industry. Unless your last company was known in the industry for its low wages, assume that your current salary is in line with market expectations. Of course, if you're making a geographic move, keep in mind any changes in the cost of living. It's always a good idea to know what you're worth in the current job market.

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6. Raise To Your Potential

Think about what you would consider a fair raise from your current employer, and that could be a good low-end starting point for the new job. Or ratchet up your current pay by as much as 15% to 20%, which gives you an incentive to switch companies, and is still within a reasonable range for your industry and level of experience.

7. Highlight Your Skills

In your answer, you can subtly emphasize why you're a good fit for the position. You can say something like, “Based on my 3 years of experience in this field, I would expect a salary in the range of Tshs Y to Tshs Z.” Before mentioning any numbers, remind the interviewer why he or she should offer you a salary in the first place.

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8. Get Prepared to Negotiate

Many candidates are hesitant to ask for more money because they are concerned that it could cost them a job offer. However, you may be able to negotiate your way to a higher starting salary. Hold off on asking until you actually have an offer to consider.

                             

What Not to Say

Avoid giving a set amount; If you can avoid mentioning a specific salary until after the employer mentions it, negotiation will be more in your favor.

Don’t price yourself out of a job; Don’t ask for a Tshs 20,000,000 salary if your research shows the job is worth half of that. You may price yourself out of a job offer it you come in too high.

Don’t be negative; Even if the amount you’re offered seems insultingly low, respond gracefully and ask if there is room to negotiate.

Here are the vivid examples of best answers you can say, but do not copy and paste though you can twist it on your own way of delivering to the interviewer.

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Example Answer #1

My salary range is flexible. I would, of course, like to be compensated fairly for my decade of experience and award-winning sales record. However, I'm open to discussing specific numbers once we've discussed the details of the position.

Why It Works: This response works well for the candidate because it mentions that the applicant is well qualified for the job, but is also flexible regarding salary requirements.

Example Answer #2

My salary requirements are flexible, but I do have significant experience in the field that I believe adds value to my candidacy. I look forward to discussing in more detail what my responsibilities at this company would be. From there, we can determine a fair salary for the position.

Why It Works: Asking for more information before committing to a salary range is a good way to avoid mentioning compensation before the hiring manager does. You could follow up with a question about what the company anticipates offering the candidate who is hired.

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Example Answer #3

I'd like to learn more about the specific duties required of this position, which I look forward to in this interview. However, I do understand that positions similar to this one pay in the range of Tshs X to Tshs Z in our region.

With my experience, skills, and certifications, I would expect to receive something in the range of Tshs Y to Tshs Z.

Why It Works: With this response, the applicant lets the employer know that he or she is aware of what similar positions pay. The answer also mentions a range, which provides more room for negotiation than stating a set salary requirement.

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Example Answer #4

I'm open to discussing what you believe to be a fair salary for the position. However, based on my previous salary, my knowledge of the industry, and my understanding of this geographic area, I'd expect a salary in the general range of Tshs X to Tshs Y. Again, I'm open to discussing these numbers with you.

Why It Works: As with the other answers, it's always a good idea to note that you're open to discussing a reasonable salary for a job.

MR. PETER JOHN

CEO @ DARAJA LA AJIRA TANZANIA

+255 759 850 259

THESE QUESTIONS ARE VERY IMPORTANT TO ASK THE INTERVIEWER

Have You Ever Ask Yourself About Asking The Interviewer Any Kind Of Question?

Many Job candidates after winning a chance for the interview, finds it difficult to be prepared on asking the employers questions during the interview. Others are just afraid to be caught wrong and stupid, under confidence and others are just afraid of the panel.

The wise thing you should know is that when you are called for the interview with an organisation you are in halfway to be employed because they have being attracted with your CVs and find that you can fit, its just your turn to be confidence on your presentation during the interview session. Be confident but not over confidence. 

Let you remember this, being in an interview is like being on Boxing ring fighting for championship belt, do you get me? You should not always go there to defend interviewers punch since you should end up with zero point and automatically loose right? After rightful defense you have to offence and win points to become a champion of the battle you had ready qualified.

Through DARAJA LA AJIRA TANZANIA you have a chance to know the possible questions to ask the interview during ORAL interview. Remember there different types of interview but mainly written and oral interview are common known to the professional society. Here are the list of questions which are grouped to the cause and effect which you may ask to interviewer;

Questions to Ask About the Job

First, make sure you have a handle on exactly what the day-to-day responsibilities of the job will be—both now and in the future.

1. What does a typical day look like?
2. What are the most immediate projects that need to be addressed?
3. Can you show me examples of projects I’d be working on?
4. What are the skills and experiences you’re looking for in an ideal candidate?
5. What attributes does someone need to have in order to be really successful in this position?
6. What types of skills is the team missing that you’re looking to fill with a new hire?
7. What are the biggest challenges that someone in this position would face?
8. What sort of budget would I be working with?
9. Is this a new role that has been created?
10. Do you expect the main responsibilities for this position to change in the next six months to a year?

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Questions to Ask About Training and Professional Development

Think of each new job not just as a job, but as the next step on your path to career success. Will this position help you get there?

11. How will I be trained?
12. What training programs are available to your employees?
13. Are there opportunities for advancement or professional development?
14. Would I be able to represent the company at industry conferences?
15. Where is the last person who held this job moving on to?
16. Where have successful employees previously in this position progressed to?

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Questions to Ask About Your Performance

Understanding how your potential new manager will measure your success is key in both understanding the company priorities, as well as their managerial style.

17. What are the most important things you’d like to see someone accomplish in the first 30, 60, and 90 days on the job?
18. What are the performance expectations of this position over the first 12 months?
19. What is the performance review process like here? How often would I be formally reviewed?
20. What metrics or goals will my performance be evaluated against?

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Questions to Ask About the Company

Why not learn a little bit about where you might work. Because a job isn’t just about your day-to-day to-do list.

26. I’ve read about the company’s founding, but can you tell me more about...?
27. Where do you see this company in the next few years?
28. What can you tell me about your new products or plans for growth?
29. What are the current goals that the company is focused on, and how does this team work to support hitting those goals?
30. What gets you most excited about the company’s future?

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Questions to Ask About the Team

The people you work with day in and day out can really make or break your work life. Ask some questions to uncover whether it’s the right team for you.

31. Can you tell me about the team I’ll be working with?
32. Who will I work with most closely?
33. Who will I report to directly?
34. Can you tell me about my direct reports? What are their strengths and the team’s biggest challenges?
35. Do you expect to hire more people in this department in the next six months?
36. Which other departments work most closely with this one?
37. What are the common career paths in this department?

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Questions to Ask About the Culture

Is the office buttoned-up conservative or a fly-by-the-seat-of-your-pants kind of place? Learn the subtle, but oh-so-important, aspects of company culture.

38. What’s the company and team culture like?
39. How would you describe the work environment here—is the work typically collaborative or more independent?
40. Can you tell me about the last team event you did together?

38. Is there a formal mission statement or company values? (Note: Make sure this isn’t Google-able!)
39. What’s your favorite office tradition?
40. What do you and the team usually do for lunch?
41. Does anyone on the team hang out outside the office?
42. Do you ever do joint events with other companies or departments?
43. What’s different about working here than anywhere else you’ve worked?
44. How has the company changed since you joined?

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Questions to Ask About Next Steps

Before you leave, make sure the interviewer has all of the information they need and that you’re clear on the next steps by asking these questions.

48. Is there anything that concerns you about my background being a fit for this role?
49. What are the next steps in the interview process?
50. Is there anything else I can provide you with that would be helpful?
51. Can I answer any final questions for you?

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I hope this post was very useful to your career development path and a guard to win your dream JOB. 

Do not hesitate to comment, Like and Share to other friends and groups, just click and the link and copy then paste to others to get this useful information.

Mr. Peter John

CEO @ Daraja La Ajira Tanzania

+255 759 850 259