Go to: http://www.cnblogs.com/wanghui9072229/archive/2011/05/25/2056698.html
Author: wanghui
Going for another interview tomorrow. In every interview, the interviewer will give the interviewee some time at the end to ask questions. This is a very good opportunity to learn about the position, technology, corporate culture, benefits, corporate status and prospects according to your own ideas, so as to make up for what you didn't know in the previous interview process. But earlier, the interview preparation was not sufficient. Although I was able to ask some questions, I missed everything. Every time I came back, I always felt that I didn’t fully understand the company and the position, so I couldn’t make a very rational decision. go? Still not going? It usually depends on how it feels.
Later, I summed up a list of questions. When I ask questions, I can ask them in a targeted manner to learn more about the position and the company. I took it out again today, reviewed it, and shared it with you at the same time, to see if you still have questions to ask, and to learn from it.
1. About the position
a) Responsibilities and job requirements. This is probably the core question. If your position has a clear and detailed job description (JD), this may not be a problem. However, in a position I once held, because there was no clear and detailed job description, I also ignored this point before taking the position, which made me feel very awkward during my tenure. position.
b) The whereabouts of the predecessor and the reason for leaving. The purpose of asking this question is to see if the position is a tricky one. If your ex is leaving because the position is difficult and has problems of one kind or another that cannot be solved, you should be careful, think about you Whether you have the ability to surpass your ex. However, if this is the case, the interviewer tends to be vague on the question, saying that this is a new position, or that the ex went to start a company himself, etc. Your strategy is to "get to the bottom of things", hoping to get a little taste from the minutiae.
c) The situation of the boss (report object). I don't think anyone wants to find a boss who is not easy to serve. If the interviewer is your future boss, you can learn about his temper, disposition, what he likes, what he likes, what he is good at, and think about whether it is suitable for you or not. Don't work with a thunderbolt on your head every day in the future.
d) Subordinate situation. If it is a management position, you also have to understand the situation of your subordinates (teams), such as: personnel composition (R&D, testing, architecture, UED, etc.), education, age, salary level, etc. The salary of the employees may not be told to you directly by the interviewer, but you can ask this question: What is the average salary of high-software employees with 5 years of work experience in your company? Or similar questions, so as to roughly deduce the position of the company's salary level in the industry. If possible, ask for an interview with 1 or 2 people who might be part of your team in the future. That's what I've done before, and it's also an insight into the technical aspects I'm going to talk about below.
2. About technology
a) Development languages and technologies. You may write on your resume that you speak a dozen languages and are proficient in hundreds of technologies (although some you may only write "Hello World"), but you definitely tend to work in the languages and technologies you are familiar with. So it's best to ask.
b) Development Platform. I'm familiar with and love Windows platform development myself, and I'd be uncomfortable doing anything else. So I will ask.
c) Development tools (including: IDE, SC, DTS, QA, Process and other tools). This is not a major question, but if you know something, and you happen to have multiple rounds of interviews ahead, you can do your homework and prepare so that you won't be caught off guard.
d) System Architecture. To understand the system architecture, on the one hand, you can know in advance what kind of architecture you will work in in the future, and on the other hand, you can show the interviewer that you are more concerned about macro and overall issues, which is also the performance of the soft qualities of a manager.
3. About corporate culture
a) Overtime. Some people are unmarried and have no children. They may like to stay in the company after get off work. It would be better if there is overtime pay. But the main purpose of asking this question is to see whether this company regards overtime as a norm, and whether it has become part of the corporate culture. Taking overtime as a matter of course, I'm afraid I can't stay in such a company. Most interviewers will not admit that their company has too much overtime on this issue, but they will generally say that overtime is required in some cases, such as: XXXX. This is the perfect time for you to really get a feel for what they think about overtime.
b) traveling on business. I am old and young, and I don't want to travel frequently. But I know a lot of people like to travel. So whether you like to travel or not, it's good to ask. This is regarded as corporate culture, which is somewhat reluctant, but there is no other better place to classify it. Leave this alone for now.
c) Attendance. I have worked for more than ten years, and most of the time I have not clocked in to work. So ask about the attendance system in advance and be prepared psychologically. This has a lot to do with corporate culture. I still prefer flexible working.
d) training. Whether the company provides different forms and contents of training for employees can tell whether the company is people-oriented and provides employees with career development paths and opportunities, rather than just calling people blindly.
e) Team building. My old company would often do some team building activities. For example: Team Lunch, outing, expansion, annual meeting, etc. This is also a manifestation of corporate culture. I only know that the company that makes me work hard is not my ideal company.
f) Colleague relationships. This question is generally answered positively. So it's okay to ask. But at least during the trial period pay attention to this thing. Working in a united and harmonious team is a great feeling.
4. About benefits
a) Salary composition. What does the salary include, in addition to salary, is there double salary, bonus, various subsidies, and equity shares? Don't ask questions like how much your monthly salary is, generally someone with HR will take the initiative to ask you. But you need to understand the composition of the salary, because sometimes other benefits such as bonuses, equity, etc. may make up for the lack of salary to a large extent.
b) N insurance and one gold. This does not seem to be a problem in Beijing, as most companies are more formal. However, enterprises with negative damage are not excluded. There is no loss in asking.
c) Vacation system. If you're not a workaholic, you'd better ask this. If they are a lot more than the state stipulated vacation, you can appropriately reduce other requirements. For me at least.
d) Contracts. Ask who the work contract is signed with, the main purpose is to see if the company is an outsourcing company. I'm reluctant to do outsourcing, so I ask every time.
5. About the company
a) Annual income. I had previously interviewed for the position of R&D manager of the R&D center of an internationally renowned software company in Beijing. After 7 rounds of interviews with 3 Managers and 5 Developers, I finally got the interview opportunity for the boss of the R&D center. He asked me, what is the annual income of your current company? I said I don't know. Ask me again what is the annual income of the previous company? Fortunately, I know this. I said that in 2007, it was more than 70 million US dollars. Later, in the financial crisis, it dropped to more than 10 million US dollars in 2009. He asked me, why did you not leave that company? I said that I am very loyal to the company. But apparently did not convince him. In the end he concluded to me that he had no clear goals for his professional development. The result fell just before the finish line. Therefore, I also ask about the company's annual income, annual profit, etc. in the interview. If the per capita annual company's annual income is relatively low, I must carefully consider its development prospects. If the interviewer was a company executive, I would ask the following question again.
b) The vision and goals of the business. If the interviewer gives you a very good vision and goals, it at least shows that the company is a thoughtful and ambitious company. If the owner of a company can't say it well, where will his business be and what will it look like in five years? I think I should not enter such a company.
These questions have to be asked at different times and in different places. If it's a two-way choice, there's no harm in asking more. If it's just people picking me, and I want to enter this company no matter what, then you can take it easy and don't ask the interviewer. If that's the case, you will be at your own risk.