JEFF, I just found you and your videos less than 24 hours ago. I have been watching one after another, as your information is invaluable. I wanted to say "thank you" publicly for making this information available.
Great information. A question I like to ask is "what are the performance expectations for this role. This is very important because every job has performance requirements and I like to know what is going to be expected of me on the job because performance is used to decide if you should remain employed, be promoted or be fired.
Jason, I like this added question. And you could also ask something similar such as, what are a few items that would make a candidate successful in this role. Why word it this way? It has a little softer tone, but it might not answer your question. I feel like performance metrics is a question we can really push on after they want to hire us, then we can find out what is really expected and decide whether or not we want to take the job. This is just a different lens, your question is definitely solid and something you do want to determine before starting a new job. Thanks for your comment!
Hi Jeff, first of all, thank you so much for your videos, this is the first comment that I am writing but I already watched and pushed the like button on over 10 videos! I am actually interviewing with both the Agency Account Strategist, Google, and the Strategic Partner Manager, RU-vid. After I got the invitations, I literally did not know about the GCA interview so I was panic but I searched through RU-vid and fortunately found your videos! I am still watching your videos again and again and I surely can say this is the most HELPFUL data. I just want to say thank you so much. I could learn so many things and I could expand my thinking ability as well from your thoughts and saying! Again, THANK YOU and wish me luck! ;) I became your huge fan!! (from Seoul, South Korea)
Researching for an upcoming Google interview and found your channel. So many things that I haven't remotely thought about are covered in your videos. Please keep them coming Jeff!
Great questions! I have asked a few role related Qs to recruiters in the past, and at times got a bland response "the hiring manager can answer this , so you should bring this up with him/her". Thanks Jeff for categorizing this as per the interviewer type; super helpful indeed
Thank you for the time and effort you put into each of these! I found you while researching for an upcoming Google interview and your videos are giving me insight and ideas I wish I had 15 years ago!!
@jeff, how would you answer the following questions? How would you balance and prioritize multiple projects of varying complexity? How do you evaluate the success or failure of a project? What are some strategies for handling competing visions on how to execute a project?
Pooja, these are three great questions! For all three I strongly encourage you to utilize the CFAS Method - Clarify, Framework, Assumptions, Solution. Answering all three in a YT comment is a little tough, but come join a live session and I would be happy to take on one of these questions for you. I go live at 10am PT every Wednesday. Thanks!
Hi Jeff - I had my first screening call, and asked some of the questions like what level, who the hiring manager was etc., and the recruiter said she was not authorized to give any of that information. I'm glad I asked some of the questions, but on the hind sight, I feel may be I might have come across as a little over agrresive. Maybe, it was a little premature at this stage ? Would love to hear your thought. Hopefully, I didn't screw up the rest of the process.
Zee, they are authorized to tell you the level (at least a range), they have to know that to set up the panel appropriately. Not too aggressive, these are good questions.
Hi Jeff , I am loving your videos more and more ! Great insight . Wanted to check - I have been interviewed by the recruiter in Google Glass before the Christmas and I followed up with him last week ... He told that the hiring manager is yet to respond ... How frequently I should follow up at this stage ?
Niraja, I recommend asking the Recruiter believe it or not! I would tell your Recruiter you are interested in the role and you would like to check in from time to time, is once a week okay, once every two weeks? Often times candidates would ask this question of me and I always appreciated it. But as a general rule, I would not check in more than once a week. I hope this helps! Thanks
Hi Jeff! Thanks so much for this. Super helpful. I was wondering, do you have any recommendations for questions to ask at conversion interviews? So interviews where you're not interviewing with specific team members or cross-functional folks but other people in the company that will decide whether or not the company should hire you generally.
Paige, for me, the three most important items are that your questions have a positive pitch/tone, that you show genuine interest when asking them, and that you don't run out of them!
Your videos do give a great insights. great work Jeff!! please keep them coming. by the way can i ask the recruiter about salary range on email after few interviews or it has to be on the first call?
You can ask your Recruiter that question at any point in the process. They may not give you a range, if not, you can say something like, can I expect that this job would pay over 100K or over 150K, etc. At a minimum they should be able to answer this question. I hope this helps! Thanks!
Hi Jeff, This is great ,to learn but i have a question for you . How to manage a situation when interviewer does not like asking questions - Interviewer expresses its a straight forward question and why i can't understand what is expected ?
Karthik, great question. When answering open-ended questions, if your interviewer questions your questions or tells you to stop asking questions. Still use the CFAS method, but turn your questions into thought process. So the clarification component sounds more like solving than questions. I hope that helps!
Hi Jeff, Thank you so much for all your videos. I've been watching them as part of my preparation for my onsite non-technical interview. I've always wondered what questions to ask, and this video was quite helpful with many good and relevant questions. I just have a few doubts. Who do you mean by the 'Team Member'? Is it the ones who I might be interacting with at the Team matching stage, or, I've heard that technical coding interviews are also conducted by software engineers from different teams, so is it them? And, I also want to ask if it's a good idea to ask questions like "What do you look for in a team member?" and "what do you like about the role, culture, etc." to the technical interviewers (ofc if time permits :D)
Hi Jeff. Great stuff. I was wondering if I can ask the questions you mentioned at the beginning at the start of the interview if I can't contact the hiring manager directly? Also, I have a 60min Manufacturing Engineer interview coming up, could you share some general knowledge about Manufacturing Engineering interviews or second interviews in general? Thanks alot!
Murdock, in an interview it is really best for the interviewer to lead, be careful trying to ask your questions first. The types of questions will really depend on the company and interviewer, but I always think of ME's as being extremely process driven, that would be one great item to focus on, good luck!
A friend of mine would very much like to have some 1 on 1 coaching. Neither of us have been able to get through to the scheduling app on your website. Please advise.
Stefan, thank you for the heads up. Looks like it was a temporary glitch and it is now up and running. I still have a few available time slots for intro calls on the 11th and then the week of the 16th is more flexible. Thanks!
Jeff do you have any interview tips for an internal candidate for a program manager role in a large company. The role is for a different organization in the same company. I have had a few email exchanges with the hiring manager.
Jerome, yes, being internal gives you a huge advantage. You should not only gain as much information as possible from the hiring manager, but try to leverage people on that team, and finally leverage your internal knowledge of systems/process/etc. to your advantage. Good luck!
Hi Jeff, great video. Quick question, do you think it sends the right message/isn't too forward to ask about salary range as a graduate student/entry role, if there's not enough relevant information online?
Ofure, great question! It is okay to ask the Recruiter this question, it is a fair question that they may or may not answer, but it is definitely fair regardless of your level. I hope this helps!
FeeldaFia, I think that your focus should be standing out with your answers. For your questions, if you do ask something unique, make sure it has a super positive tone!
Now! Typically, the best course of action is to follow up with the Recruiter after the interview to let them know how it went. This way you are able to share your thoughts while they are still fresh and it is a good touch point as well. Three business days after your interview if you have not heard from your Recruiter, you should definitely follow up. I hope this helps! Thanks!
