Ask the Experts: Questions to Ask in a Third Interview

Question:

I’m about to have my third and hopefully final interview for a support manager position. The interviewer is a vice president of the company. What
type of questions should I ask?

First Answer:

Congratulations for having made it to the finalists list. If this really is the final interview, it’s already assumed that the VP has been briefed on your skills, and it’s also assumed that you have asked the typical “compensation” questions. This interview is just to determine whether you’re a good “fit” for the company. Be yourself, and keep in mind that most of the conversation will be of a social nature.

It’s a good idea to try and gather some information about the person you’ll be interviewing with ahead of time. This will help you judge what your interviewer’s interests (in you, in the company and in the world-at-large) might be. You may find that you’re dealing with a very interesting person!

If asked “do you have any questions” try to focus on the types of questions you won’t get answers to from the HR department such as: where do you see this company going in the next decade? Or, ask about how s/he got started with the company. In other words, pick questions that show that you too, are seeking a good “fit” with your goals, skills, and personality, not just a paycheck. Let the VP guide the discussion.

— Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column

Second Answer:

Any reply to this question will depend on what kind of person you are,
what you want out of this position and how long you intend to stay with
that organization. Assuming you’re an ambitious individual and want to
carve a niche for yourself that will stand you in good stead – either
with this company or future ones – here are some suggestions (may of
which candidates neglect to cover before accepting a position, and
employers neglect to inform you of beforehand):

2. Ask for clarification of the culture of the company, most specifically what it takes to be successful and rewarded there. What
   kind of behaviors do their star performers demonstrate, and why are
   these important (if not completely obvious)?

3. Think about the most important facet of work for you – is it professional development, life/work balance (maybe you have a very
   active social life you don’t want to give up completely!), a sense of
   belonging to a kind of corporate family etc. Once you have determined
   what that is, you could ask for examples of how this fits in with the
   corporate approach. For example, if professional development is highly
   important to you, ask what resources are available for someone in your
   position, what the organization defines ‘professional development’ to be
   – does it always have to be directly connected to your work or do they
   take a wider, holistic view? If advancement in the company is highly
   important to you, then ask how many people have been promoted in the
   department you will be working in (and/or the boss you’ll be working
   for) and what were the circumstances and reasons for those promotions.

4. Drilling down the job itself, ask for clarification of the VP’s expectations of you – what is it you need to do that will not only meet
   those expecations but, if the VP can articulate it, EXCEED them. This
   is a good area to probe further as very often a senior manager can have
   a very different approach or needs around what it takes to succeed than
   the manager you’ll be reporting to. The more information you get
   upfront, the more you’ll be able to hit the ground running and do all
   the right things that bring you to the attention of senior management
   when you arrive.

5. Above all, be honest with this person. If you’ve had misgivings about any issue concerning this position or the person you’ll be
   reporting to during previous interviews, now is the time to raise them.
   Bear in mind that the average person works over 78,500 hours in a
   lifetime. You’ve already used a number of those up so far – but that
   still leaves a helluva long time to be unhappy! Don’t let any nagging
   doubts about this job remain in your head – have an open and honest
   conversation, something that demonstrates those values to this senior
   manager and is always to be commended (unless of course, he doesn’t
   share those values!).

— Liz Simpson, motivational speaker, workshop leader, author, journalist, and forum panelist

Third Answer:

Congratulations on having made it to the third and final round of interviews! You have obviously impressed the staff reporting to the vice president or you would not be on this next interview. Remember that each interview is important and you want nothing to stand in the way of receiving the signed offer letter. Hopefully all of the details of the job have been made clear to you. Before you go, review any notes you’ve taken, material you were provided and any research you did. This interview is the time to get the big picture. Try some of these types of questions:

• What are the number of people or projects you will be managing?
• What current goals the vice president has for this department/division?
• What are the current goals of the company and how this department/division fits in?
• What would the first project would be?
• What has been the growth pattern of the department/division and company and what are they forecasted to be?
• What role do you see me in six months from now, a year from now, five years from now?
• I know this is the right position and company for me. Is there anything that you need to know about me to feel the same way?

The next step is the follow-up letter. Type the letter or e-mail it, and send it within 24 hours following the interview. The letter should make four points clear:

• You paid attention to what was being said.
• You understand the importance of the interviewer’s comments.
• You are excited about the job, can do it, and want it.
• You can contribute to those first major projects.

Draw attention to one of the topics that was important to the interviewer, and keep it short, less than one page. It can be normal to not hear anything, but after a week be proactive and call the interviewer making the hiring decision. Reiterate the points made in the letter saying that you want the job and finish your statement with a question: “Mr. X, I feel confident about my ability to contribute to your department’s efforts, and I really want the job. Could you tell me what I have to do to be hired?” Let him then tell you your next step.

If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this newsletter article.

— Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company

Fourth Answer:

You should ask some of the same questions you have asked previous interviewers for this job; discrepencies in answers tell you how different individuals view this position, or if the organization is so well integrated that interviewers speak with one voice. Of course, if you haven’t asked key questions in previous interviews, do so now, such as:

• What are the three most critical competencies you are looking for in the successful candidate for this position?
• How will performance be measured in this position?
• What are your expectations for the first three months in this position? Use the information you receive in response to these questions to demonstrate the desired competencies and your ability to fill the expectations.
• And specific to this position:

• • What is the reporting relationship of the support manager to your office?
  • How would you characterize the management style of this organization? This department?

Also be prepared to answer questions you’ve already answered in your first two interviews as thoughtfully as you did then, without displaying impatience; this interviewer may not have had your answers passed on to him or her.

Because the vice president is further removed from the day-to-day operations of the department you’d be working in, her or his perspective on the job may be different and different questions may be asked. The vice president may be interested in developing “bench strength” for the team, hiring someone who has the potential to grow into a more senior level manager, or assessing candidates on different criteria than your previous interviewers. This executive may have the hiring authority to choose the successful candidate, or may just be validating the ranking of candidates provided by your previous interviewers. Pay attention, treat each question seriously, and be yourself.

— Carol Anderson, Career Development and Placement Office, Robert J. Milano Graduate School of Management and Urban Policy at New School University in New York City

Originally posted by alwin