201 Best Questions To Ask On Your Interview | 
| Author: John Kador
Publisher: McGraw-Hill
Category: Book
List Price: $12.95
Buy Used: $5.50
You Save: $7.45 (58%)
New (39) Used (22) from $5.50
Avg. Customer Rating:  19 reviews
Sales Rank: 53557
Media: Paperback
Edition: 1
Number Of Items: 1
Pages: 196
Shipping Weight (lbs): 0.8
Dimensions (in): 8.9 x 6 x 0.6
ISBN: 0071387730
Dewey Decimal Number: 650.14
UPC: 639785334200
EAN: 9780071387736
Publication Date: February 12, 2002
Availability: Usually ships in 1-2 business days
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Product Description
Asking the right questions can help job seekers ace the interview and land that job The most critical question job interviewers ask is often the last one. That's when they lean forward and say, "Do you have any questions?" As author John Kador points out, that's the applicants' moment to shine, to demonstrate that they have done their homework and that they're good fit with the organization. Most of all, it provides an applicant with an opportunity to ask for the job. A powerful resource for vast and growing numbers of job seekers, this book fills readers in on the pivotal questions they need to ask to ace the interview. With chapters organized around major themes, such as "the company," "the job," and "the community," 201 Best Questions to Ask on Your Interview not only supplies readers with the right questions for virtually every context but also coaches them on the right ways to ask them.
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| Customer Reviews: Read 14 more reviews...
 FAKE REVIEWS - at least the first 6 or so August 12, 2008
1 out of 2 found this review helpful
The first several reviews were written within a couple days apart - certainly raises a suspicion. I don't have time to figure out if the rest of the glowing reviews are fake, too.
 Great book!! Impresses potential employers, etc. May 19, 2008
I read this book along with "Business Etiquette" before an internship interview and it really impressed my potential employer. Needless to say I was given the job and I am a Finance Intern. This book exemplifies to the potential employer that you take the initiative, research the company, and are really interested in working for that company. The book allows you to ask questions that give you insight into the "inside workings" of the company, etc. It is a must have for any interviewee.
Solid, thought-provoking, sure to help... May 9, 2008
This book is a solid buy for anyone new to the art of interviewing. I found myself in the middle of a career change (by choice) from the military to the civilian world, so I was totally unfamiliar with most of the finer points of the interview cycle. This book was on my "to read" list in preparation for my transition, but I waited until about one week before my first interviews to read through it--and my only regret is that I did not read it earlier!
The book is clearly organized, well worded, and easy to apply to almost any interview. One word of caution--this book does seem to cater more to those interviewing for management or mid-level positions. If you do find yourself in this position, then get this book! Even if you do not read it page-by-page, simply skimming through the topics will generate tons of ideas for good questions to ask. Just be sure to make them your own, and don't use this book as a "script" for the interview.
I agree 100% with the author's assessment that the majority of the interview occurs once it is opened up to YOU for your questions! Solid buy for anyone looking to better their chances in their next management interview.
Insulting to Women, HR Professionals, and the reader's intelligence May 4, 2008
2 out of 5 found this review helpful
This book started to concern me when the author first listed questions not to ask during an interview. These questions were so stupid, I started to wonder what IQ level the author thought his target audience would have. The more I read, the more I believe that he thinks only complete idiots would buy his book. As I read, I also questioned the validity of much of his advice, as well as those of his contributors.
I initially decided to overlook this failing and kept reading, convinced that there must be some merit to his opinions, or McGraw Hill wouldn't consider publishing his work and the Amazon reader reviews wouldn't have been overwhelmingly positive.
However, any hope of being able to believe any of his advice would be valuable was lost when he shared a quote from someone else who demonstrates that he probably is a member of the demographic that this book is targeted toward.
After reading Chapter 7, Questions for Human Resources, I decided to write this review and hopefully help someone else to consider a purchase more likely to serve the intended purpose.
I believe that I probably know at least as much as the author regarding the subject matter in that chapter, so it is here that my doubts as to his actual knowledge and the value of his advice on many of the preceding pages were confirmed. I'm not sure which bit of sage wisdom most offended me:
"she, (HR Screeners are overwhelmingly women)... (70) Really, Mr. Kador, and what do you base this statement on? Even if it were statistically true, what value does this statement add to the advice you're giving?
"Confidence is important, but avoid cockiness. Remember, your starting salary will always be higher -- sometimes dramatically higher -- than the salary of the interviewer. Don't give the interviewer another reason to dislike you." (70) So, Mr. Kador, everyone in the company earns more than the female HR "professional"? Not only that, but the female HR professionals are jealous of all candidates and, for that reason, automatically dislike every candidate. Therefore, all HR professionals are not only low wage earners, but jealous and shallow. Interesting.
"HR people need a reason to exist, so the more you can ask about their experiences and opinions, the more it will endear you to them." (Hamroff, 71) So, HR professionals are also emotionally needy and have no other reason for being than to garner the false respect of job candidates. Thank you for clearing that up for me. I was wondering why so many companies feel the need for an HR function.
Ask them "What attracted you to this organization? ... Maybe the HR person will tell you a story about how he or she got there. That means the person trusts you." (72) Why would anyone think that an HR professional would only honestly answer a direct question if they "trust" the person who asks?
"What advice would you give to someone in my position? Don't lay it on too thick, but this kind of question can make an HR person's day." (76) Another example of how emotionally needy HR professionals are.
All of the above, in my opinion, are examples of the general gist of the author's apparent opinion that overwhelmingly female HR people are easily manipulated, too stupid to see past an obvious attempt to use empty flattery to influence their recommendation, and rather vain, not to mention jealous of everyone fortunate enough not to be stuck in HR. I think this serves to reinforce the outdated belief that HR as a whole is just fluff and only incompetent managers are put in HR where they can't do any real damage to the important areas of the organization.
I could go on, but frankly I'm bored and feel that I've already wasted too much time, and of course, the money I spent on this book on this. All of the information shared above serves to confirm my doubts about much of the statements he makes in the previous chapters.
Shame on you as well, McGraw Hill, for publishing this. Also shame on me. I suppose I shouldn't assume that you're reputable and would only publish non-fiction books that have a certain level of acceptability just because most of my college textbooks were also published by you.
As I wrote, I looked back at the previous reviews posted regarding this book and wonder who the people who wrote them really are. Only one other reviewer had anything but praise for it. It seems inconceivable.
Not much help March 11, 2008
1 out of 2 found this review helpful
Questions are not realistic even for a sales manager job; many are flip. Example - How does this position relate to the bottom line? The bad question examples aren't worth reading. Example - Does the company provide snacks? If this books helps you, you have a lot more interviewing preparation to do.
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