Tag, You’re It!  What to Ask When the Spotlight is on You

by Laura Gassner Otting, President, Nonprofit Professionals Advisory Group

(This article is reprinted with the permission of www.ExecSearches.com, for whom it was originally written.)

    At some point in every interview, the tables turn.  The Questioned becomes the Questioner; the Asker becomes the Answerer.  It may seem like the moment when you can finally let out a breath of relief, sit back and revel in fact that the evaluation is over.  Don’t fall into that trap. 

    As a candidate, you will be judged by your questions as well as your answers.  Whoever said that there are no stupid questions never sat in on a job interview. There are plenty of stupid questions, and the candidates that ask them don’t get offered jobs.

Express Yourself

    Come prepared with questions; asking nothing shows a lack of interest on your part, matched only by the lack of interest shown by the interview committee when it comes time to talk about moving your candidacy forward.  Bring at least five questions, but keep them short.  Don’t make the committee late because you can’t take hints like eye rolling, seat shifting, clock staring and monosyllabic answers.  You can follow up with unanswered questions later.

Ask Between the Lines

    Remember that brainy kid in junior high who asked questions like, “I did some extra reading and became curious.  Can you tell me more about the method by which the early Mesopotamians created civilization as we know it?”  We didn’t learn our lesson from him then, but we can now.  Curiosity and an active, lively intellect get attention.  Every other student hated that kid, but the teacher always gave him an A+.  By asking questions that show off your research or bring up strengths that the search committee might have overlooked, you take advantage of further impressing a crowd that is still actively grading your performance.

Diversify Your Holdings

    By all means, ask questions on a variety of topics.  Your search committee most likely has sat in the same chairs in the same room, listening to the same kind of candidates talk about the same sorts of subjects all day, and anything vaguely boring – like multiple questions on the same topic – will further lull them into a coma.  Appearing somewhat knowledgeable but still further intrigued about subjects interesting to each search committee member might just add that extra bit of enthusiasm necessary to catapult you ahead of One-Note Sally, appearing next on the rotation.  Good subjects to cover include the environment in which the organization operates, the management style employed by the top brass, obstacles and challenges that stand in the way of success, and the organization’s view of its future.

Just Say No

    Avoid questions with obvious or readily available answers.  Stay away from such unsavory topics as salary, benefits and vacation time.  Doing so will paint your candidacy as more focused on what the organization can do for you than what you can do for it.  Similarly, questions about weekend assignments, tuition reimbursements, pay schedules and Bring Your Dog to Work Day frequency should also be avoided.  You can ask your interviewer for clarification on a specific point, but don’t ask for a repeat explanation of an entire subject or you will risk coming across as the candidate without any listening comprehension skills.

Laura Gassner Otting is founder and president of Nonprofit Professionals Advisory Group, a niche consulting firm dedicated to strengthening the capacity of nonprofits and their staff, and is available to discuss individual resumes, cover letters, and job search strategies.

Increasing the capacity of nonprofits and their staff.