Do You Have any Questions?
Do You Have any Questions?
by Carole Martin
Monster Contributing Writer
Surprisingly, the most common answer to this question is "no." Not only is this the wrong answer, but it's also a missed opportunity to find out information about the company. It is important for you to ask questions -- not just any questions, but those relating to the job, the company and the industry.
Consider this: Two candidates are interviewing for an inside sales position.
Henry asks, "I was wondering about benefits, and when they would become effective? Also, what is the yearly vacation allowance? And, does the company match on the 401K plan?"
Assuming this is the first interview, it is premature to ask about benefits. "What's in it for me?" questions can be interpreted as self-centered and a sign of your lack of interest in the job.
The next candidate, Chris, says, "No, I think you just about covered everything I wanted to know. I'm sure I'll have more questions if I get the job."
This is a very passive response that doesn't demonstrate interest or imagination. Once you get the job -- if you get it -- may be too late to ask questions.
It is important to ask questions to learn about the company and the job's challenges. In some cases, the interviewer will be listening for the types of questions you ask. The best questions will come as a result of your listening to what is asked during the interview.
A good response to the interviewer asking, "Do you have any questions?" would be: "Yes, I do. From what you've been asking during the interview, it sounds like you have a problem with customer retention. Can you tell me a little more about the current situation, and what the first challenges would be for the new person?"
This answer shows interest in what the problem is and how you could be the possible solution. It is also an opportunity to get a sense of what will be expected.
Be Prepared
What information do you need to decide whether to work at this company? Make a list of at least 10 questions to take with you to the interview. Depending on who is interviewing you, your questions should vary.
* If you are interviewing with the hiring manager, ask questions about the job, the desired qualities and the challenges.
* If you are interviewing with the human resources manager, ask about the company and the department.
* If you are interviewing with management, ask about the industry and future projections. This is your chance to demonstrate your industry knowledge.
Timing Is Important
You will have to use your judgment about the number of questions you ask and when to ask them. Think of this as a conversation. There will be an appropriate time to ask certain types of questions, like those about benefits and vacation. To be on the safe side, it is best to concentrate on questions about the job's responsibilities and how you fit the position until you get the actual offer.
When you begin to think of the interview as a two-way process, you will see it is important for you to find out as much as possible about the company. Questions will give you the opportunity to find out if this is a good place for you to work before you say "Yes."
A good relocation depends on your negotiation skills
A good relocation depends on your negotiation skills
By Dona DeZube
19 Apr 2005
You live in London and you’ve just been offered two jobs: one in Paris and the other in Milan. The jobs pay the same, but the firm in Milan offers relocation benefits, while the one in Paris does not. How hard will your wallet be hit if you take the job without relocation benefits?
Whether it’s a big-ticket item like selling your existing home and buying another in the destination country, or the little ticket-items like paying a deposit to get telephone service, relocation costs quickly add up. That’s why it’s so important to negotiate for the biggest relocation package you can get when you’re considering taking an out-of-country position.
European companies aren’t particularly creative when it comes to solving relocation challenges because most companies move fewer than 25 people a year, says Ellie Sullivan, SCRP, director of consulting services for Weichert Relocation Resources, Inc., a US firm that recently surveyed about 50 international firms about their relocation policies.
“That [25 moves per annum] is not a critical enough mass of employees to create programs that overcome reluctance to relocate,” she explains. Another problem the survey uncovered: pensions differ from country to country and it can be difficult to sort out what the employee and employer must pay in the home and host countries.
Cross-country isn’t easy, either
Even when you’re staying in the same country, relocation can be a costly headache. Des McKell, senior relationship manager for Cendant Mobility’s UK relocation services, says most organizations offer these intra-UK relocation benefits to new hires:
* Estate agent fees
* Survey costs
* Household good shipping
* Stamp duty when purchasing a home
* Legal fees
“That said, you will find that these costs will often be capped and in many cases, the use of suppliers restricted to pre-approved panels of suppliers who will offer the corporation a competitive fee and agreed service standards,” McKell says.
When baby’s not happy, nobody’s happy
While most European companies cover the basics, they don’t offer the relocation frills that you’d get if you were working for an American firm. If you’ve got a spouse and children tagging along on your move, your employer is going to ship your household goods to the new country but won’t be as likely to make your family happy they’re being shipped, too.
The Weichert survey found 100% of companies pay for household goods shipment, but only 60% provide spouse or partner assistance. And if you want to take Rover, get out your wallet. Only 9% of companies pay for pet passports.
What do companies typically provide?
* About 90% offer help with immigration and travel documents, pay for temporary housing, ship household goods, pay for a preview/home-finding trip, pay something toward housing and offer help with tax issues.
* You’ll get help with repatriation from 85% and language instruction from 80% of companies.
* About three-quarters of companies offer cost-of-living differentials and help settling in the destination country.
* Other benefits cited by companies include leave and time off for long-term assignments (65%); immunisation and physical examinations (61%); spousal/partner assistance (52%) and management of your home while you’re on assignment (48%).
No ask, no get
If the traditional expatriate package isn’t going to work for you, speak up, Sullivan says. Ask for some form of an in-lieu-of allowance. “For instance, in lieu of return visits to the home country, you could ask to use that allowance for legal fees to cover the cost of getting a work permit for your spouse or return trips for children going to university in another country,” she says.
McKell adds that there are some basic facts to consider when thinking about relocation or joining a new organisation. First, corporate policies are no longer constructed to provide a way of making money. “The policy will be designed to protect the existing employee from incurring costs associated with the move (wherever possible) but not allowing them to financially benefit. Financial equalisation is the key,” he says.
Second, organizations generally save the best packages for current, rather than new, employees. “If support is offered [to a new hire], it is likely to be far less than an existing employee and highly unlikely to include a guaranteed home sale programme, additional mortgage support or indeed a relocation allowance,” McKell says.
There is good news, however. The higher you move up the corporate ladder, the better the relocation benefits get. So even if you don’t get a deluxe moving package this time around, if you work hard and smart, you may get it the next go-round.
