← Résumés, Interviews, and the Job Search
Lesson
Lesson 3: Questions for the interviewer and common mistakes
The learner prepares strong questions for the interviewer and recognizes common interview mistakes.
Questions for the interviewer and candidates' mistakes
Why questions matter — and what not to do
At the end of almost every interview, the interviewer asks: “Do you have any questions for me?” Many candidates answer “No, everything's clear” — and that's a mistake. Questions show that you take the position seriously and think about the work, not just about landing any job.
Strong questions: about specific expectations for the role in the first 90 days, the team's makeup and working style, what success in this position looks like in a year, and the main challenges a new hire will face. Weak or premature questions: how much it pays (better discussed at the final stage or separately with the recruiter), how many vacation days there are, when you can leave early. They give the impression that you care about the terms, not the work.
Common candidate mistakes in interviews: didn't research the company (“so what do you do?”), no specific achievement stories — only general phrases (“I'm responsible and driven”), speaks badly of a former employer, asks no questions at the end, talks about duties instead of achievements.
The link to earlier lessons: specific achievement stories are what you prepared in Lessons 1 and 2. The achievement formula (action verb + result + number) applies here too: “increased the conversion rate by 18%” sounds more convincing than “improved metrics.”
Lesson notes
Why questions matter — and what not to do
At the end of almost every interview, the interviewer asks: “Do you have any questions for me?” Many candidates answer “No, everything's clear” — and that's a mistake. Questions show that you take the position seriously and think about the work, not just about landing any job.
Strong questions: about specific expectations for the role in the first 90 days, the team's makeup and working style, what success in this position looks like in a year, and the main challenges a new hire will face. Weak or premature questions: how much it pays (better discussed at the final stage or separately with the recruiter), how many vacation days there are, when you can leave early. They give the impression that you care about the terms, not the work.
Common candidate mistakes in interviews: didn't research the company (“so what do you do?”), no specific achievement stories — only general phrases (“I'm responsible and driven”), speaks badly of a former employer, asks no questions at the end, talks about duties instead of achievements.
The link to earlier lessons: specific achievement stories are what you prepared in Lessons 1 and 2. The achievement formula (action verb + result + number) applies here too: “increased the conversion rate by 18%” sounds more convincing than “improved metrics.”