This tells you something about the pervasive culture in the company or department

With some preparation and thought, you should be able to easily come up with 15 - 20 first-interview questions to ask. But these five - in some form - should always be asked.

Not only will they help you to ascertain if the job for which you are interviewing meets the criterion of your perfect job, but the answers, when put together, will give you a fairly accurate picture of what's really going on behind the interview.

1. WHAT ARE THE PRIORITIES THAT WILL NEED TO BE ADDRESSED IMMEDIATELY IN THIS POSITION?: A title alone tells you nothing. The job description won't reveal much either, except whether or not you're capable of doing what's required functionally on a daily basis.

   For the same reason that you put your accomplishments on your resume - and not just the job description - here, too, you want to get a sense of the individuality of this job in this company.

   Was everything left running smoothly? Is it pretty much picking up and continuing daily functions as normal? Or is there damage control that needs to be done? If so, is there a time line for the repair, and is it an achievable one considering your capabilities? Is it realistic regardless of who holds the position?

   If you don't have any information already, this will begin to clue you in about both the supervisor and the previous employee. If you have been provided with some detail already, then the answer should track with what you've already learned.

2. HOW LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY LEAVE?: Generally, in answering the first part, the interviewer will answer the second part as well. But if they don't, then ask it. And if that person was there an oddly short time, you also want to know how long the previous person before that was there.

   If the job is in disarray, and the last two people were there a short period of time and were fired, you don't need to ask any of the other questions here.

   Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done - regardless of if the stated time frame sounded realistic or not.

3. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT THE BEST IN YOUR EMPLOYEES?: Is he a micro manager? Is he an information hound that needs to be kept informed of everything? Does he leave people alone to do what he hired them for and simply keep on top of what's going on? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk?

   Obviously he's not going to come right out and tell you he's a micro manager! Instead he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.

   You'll find that the person will be fairly straight forward in sharing their management style with you. What you want to pay attention to is how they word it.

4. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?: Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? Employees who keep their supervisor informed of "where they are with things" on a daily basis?

   This tells you something about the pervasive culture in the company or department.

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   As a trucking company owner you are very aware that transportation companies are quite demanding when it comes to cash flow. They need regular cash to be able to meet all the ongoing expenses. As long as cash is coming in at a nice rate, your trucking company operates like a well-oiled machine. But if there is a hiccup in the cash flow, the well oiled machine starts creaking. And if there is a major cash flow problem, gears start flying all over the place and the so-called well oiled machine comes to a grinding stop.What is the biggest source of cash flow problems for small and mid sized trucking companies? Slow paying clients. Clients that take up to 60 days to pay their freight bills.
   IORITIES THAT WILL NEED TO BE ADDRESSED IMMEDIATELY IN THIS POSITION?: A title alone tells you nothing. The job description won't reveal much either, except whether or not you're capable of doing what's required functionally on a daily basis.

   For the same reason that you put your accomplishments on your resume - and not just the job description - here, too, you want to get a sense of the individuality of this job in this company.

   Was everything left running smoothly? Is it pretty much picking up and continuing daily functions as normal? Or is there damage control that needs to be done? If so, is there a time line for the repair, and is it an achievable one considering your capabilities? Is it realistic regardless of who holds the position?

   If you don't have any information already, this will begin to clue you in about both the supervisor and the previous employee. If you have been provided with some detail already, then the answer should track with what you've already learned.

5. HOW LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY LEAVE?: Generally, in answering the first part, the interviewer will answer the second part as well. But if they don't, then ask it. And if that person was there an oddly short time, you also want to know how long the previous person before that was there.

   If the job is in disarray, and the last two people were there a short period of time and were fired, you don't need to ask any of the other questions here.

   Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done - regardless of if the stated time frame sounded realistic or not.

6. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT THE BEST IN YOUR EMPLOYEES?: Is he a micro manager? Is he an information hound that needs to be kept informed of everything? Does he leave people alone to do what he hired them for and simply keep on top of what's going on? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk?

   Obviously he's not going to come right out and tell you he's a micro manager! Instead he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.

   You'll find that the person will be fairly straight forward in sharing their management style with you. What you want to pay attention to is how they word it.

7. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?: Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? Employees who keep their supervisor informed of "where they are with things" on a daily basis?

   This tells you something about the pervasive culture in the company or department

   Billboard Ads On The Back Of A Bus – A Good Advertising Idea For Real Estate Agents
   While I was driving to work this morning I was stuck in traffic. Even worse, I was stuck in traffic behind a bus. I hate traffic jams and I hated being behind buses in traffic jams. When behind a bus, your vision is restricted; you cannot see beyond the bus. So you have to look at it. And, you are forced to look at whatever is on the back of that bus.On this particular bus was an advertisement for a local real estate agent. It was one of those big billboard-style ads that cover the entire back of the bus. It was quite a good ad. The tag-line read, "If I can't sell your house in 30 days, I’ll buy it myself." But whether or not the ad was good wasn’t the issue. The issue was that I had no
   less of who holds the position?

   If you don't have any information already, this will begin to clue you in about both the supervisor and the previous employee. If you have been provided with some detail already, then the answer should track with what you've already learned.

8. HOW LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY LEAVE?: Generally, in answering the first part, the interviewer will answer the second part as well. But if they don't, then ask it. And if that person was there an oddly short time, you also want to know how long the previous person before that was there.

   If the job is in disarray, and the last two people were there a short period of time and were fired, you don't need to ask any of the other questions here.

   Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done - regardless of if the stated time frame sounded realistic or not.

9. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT THE BEST IN YOUR EMPLOYEES?: Is he a micro manager? Is he an information hound that needs to be kept informed of everything? Does he leave people alone to do what he hired them for and simply keep on top of what's going on? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk?

   Obviously he's not going to come right out and tell you he's a micro manager! Instead he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.

   You'll find that the person will be fairly straight forward in sharing their management style with you. What you want to pay attention to is how they word it.

10. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?: Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? Employees who keep their supervisor informed of "where they are with things" on a daily basis?

    This tells you something about the pervasive culture in the company or department

    Growing Your Business With Marketing Gifts
    The results are in and it’s official. Everyone loves a gift. And despite the fact that most people believe you never get something for nothing, most people are happy to accept the free marketing gifts handed out by the companies with whom they do business. Marketing gifts can be a keystone in your branding and marketing strategy and help you grow your business by leaps and bounds. All it takes is some strategic planning to reap the benefits of printing your name on some nifty little tchotchkes.What you can do with marketing gifts - Entice new customers by offering them a free gift for trying your services or product - Reward your current customers with little thank you gifts a
    't need to ask any of the other questions here.

    Exit gracefully and then run! Because before long, you, too, will be terminated for not achieving whatever it is they want done - regardless of if the stated time frame sounded realistic or not.

11. TELL ME ABOUT YOUR MANAGEMENT STYLE. HOW DO YOU BRING OUT THE BEST IN YOUR EMPLOYEES?: Is he a micro manager? Is he an information hound that needs to be kept informed of everything? Does he leave people alone to do what he hired them for and simply keep on top of what's going on? Does he help you if you have trouble? Do any mentoring? Or is he a berating, derogatory, jerk?

    Obviously he's not going to come right out and tell you he's a micro manager! Instead he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.

    You'll find that the person will be fairly straight forward in sharing their management style with you. What you want to pay attention to is how they word it.

12. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?: Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? Employees who keep their supervisor informed of "where they are with things" on a daily basis?

    This tells you something about the pervasive culture in the company or department

    How To Write A Business Plan And Make It Your Blueprint For Success
    Why write a business plan? There are several reasons why you might want to write a business plan. 1. It is a tool for obtaining financing. 2. It will help unite venture partners in a common goal. 3. It can serve as a feasibility study. 4. It will serve as a goal and blueprint for your new business. Of all of the purposes listed, the last one is the most important. According to the Small Business Administration, 95% of all businesses started, fail within the first 5 years. One of the main reasons for failure is a lack of direction or goals. A business plan will give you that direction or goal, if it is used properly. The Foundation For Writing
    he might say, "I like to keep a very close watch on what's going on in my department," or "I visit with each member of my department on a daily basis to make sure they're staying on track," or something similar.

    You'll find that the person will be fairly straight forward in sharing their management style with you. What you want to pay attention to is how they word it.

13. WHAT TYPES OF PEOPLE TEND TO EXCEL HERE?: Workaholics? Ones who are self-motivated and manage themselves well? People who work well in teams or committees? Employees who keep their supervisor informed of "where they are with things" on a daily basis?

    This tells you something about the pervasive culture in the company or department. Generally speaking, companies - or departments - tend to be made up of similar types of people that are in harmony with the company culture and philosophy.

    An entrepreneurial person won't function well in a committee environment. While sales personalities can vary greatly, the top achievers are goal driven and motivated to achieve, rather than complacent.

    People who are accustomed to thinking for themselves will find themselves chafing in a company that has a more dictatorial style, while those who perform better when they're told what to do will find themselves adrift in a company that requires its employees to think for themselves.

14. HOW LONG HAVE YOU BEEN HERE? WHY DO YOU STAY?: The answer to this question will give you an indication as to the feeling or health of the department or company. The way in which he answers the question will also give you additional insight into your potential boss, his management style, and what type of people excel in the department or company.

These are informational questions, not challenges. Be genuinely interested in the answer, because you're gaining valuable information that has to do with your future. When you leave the interview and process it within yourself, you'll be matching what you learned with what you are looking for.

Pay attention to the interviewer's body language and facial expressions. Is he relaxed? Does he fill in some of the spaces? Does he speak to you - or AT you? Does he answer the question briefly and then quickly fire off another one?

These, too, are valuable cues, and after the interview, you'll need to piece them together with the verbal information you received.

Your perfect job might land in your lap by grace and good fortune. But more likely, you'll need to look for it. It's there - but to recognize it, you'll need to know what it doesn't look like, as well as what it does.