Who doesn't love a good job interview? Anyone?
Yeah, I know. It's right up there with a solid hour in a dentist chair. That goes for both sides of the desk. Employers dislike the time and expense involved, and potential employees are looking at major life changing decisions.
Here, I'd like to talk about the job interview from the perspective of the employee. It's a position I was in too many times in my life, and one I trained more than a few students on.
The first thing to deal with is accepting that it will be a stressful event, and planning the way to deal with it in advance. No matter how confident the applicant, relying on memory to cover any questions or details is a losing game. That means going in the door with a list of questions.
Often, some of these questions will be answered by the potential employer during the interview. These can be checked off as handled, or as more questions come up on the topic, make note of them.
A side comment.... I did exactly this for most serious job interviews I've been involved with, and not once was the employer without shock that I actually had questions prepared. Many were already standing to leave as they asked if I had any questions of my own, and appeared shook up when I opened my notebook and began. Their reaction alone told me volumes about the management.
Lets go over a few of the questions that potential employees should probably consider asking. Don't consider this list the be-all and end-all, it's just a few suggestions.
1) Why are you hiring for this position? The two most common answers are to fill a recent vacancy and to respond to increased business. If it's a recent vacancy, it's not out of bounds to ask what a new employee can learn from the situation involving the previous employee. It might be innocuous, say, someone moved to be with family, or it may have been something with production or employee rules. Don't expect personal details, and be concerned if they are offered.
2) Can you detail the compensation package for this position as much as possible? What is the pay based on, is it bi-weekly, is there are a bonus plan and how does it work? Often an employer will not wish to discuss this topic unless they are making an offer, and there's nothing wrong with that. Whenever it's discussed though, be sure to take notes and be very clear on all points. Anything hazy or hinted at should be considered as nonexistent. "We are planning to eventually maybe someday do a thing" means exactly what it says.... nothing. Everyone is happier in situations where there are no surprises in compensation packages. Up front, simple, and clear are always best from the perspective of any honest employer and employee.
3) What is the most effective thing an employee here can do to improve their own compensation? Don't be shocked when many employers can't answer that question, for the simple reason they have no plan in place to make it happen. Many positions are simply a matter of show-up, do the assigned work, and get paid XX.xx per hour. While some employers actively find ways for employees to exceed expectations and reward them for doing so, other employers.... not so much. In the same way, there are many employees who don't wish the excel, but simply do their jobs. If there *is* a pathway to improving compensation, it's always best to have it clear in advance.
4) If I am offered a position here, would I be allowed to observe the shop in operation for a few hours before I make my decision? To be honest, I've always asked this question solely to hear the answer. I'd already done my observation in other ways before reaching the interview stage. That said, how the employer reacts can be revealing. What should a prospective new tech look for in the shop? More than anything else, attitude. Are the current techs serious, on track, and willing to smile at least occasionally? What is the condition of the shop and equipment? Is it clean and orderly? Who cleans it, and when? Do you see techs actively cleaning up after themselves? How dated is the equipment? What repair database's are available to the techs, and where is it located? How are parts handled, and by who?
5) Can you go over the benefits in detail, including the names of any insurance companies, the coverage, and what employee portions cost? Far too often these details are glossed over. It's disappointing to take on a new position, and find their company insurance is not taken by your family doctor, or perhaps even any doctor in your area. The same disappointment can be had when the cost of the family coverage at the new position is 4x higher than your previous employer. These are both situations I've had to deal with in real life.
6) Can you point out some of your best employees, the people to learn from, and tell me what some of their most useful skills are? A good employer should have a handle on who his people are, what they know, and who they can rely on. If they can't, or won't, describe what makes their best employees valuable... that's a significant sign they might not know, or care.
7) Can you describe what path there is for a technician to gain skills and better themselves in this position? At the very least, a shop should have a training plan in place for technicians to stay abreast of changing technology. Sometimes, but not always, the technician position is the highest placement available, and that's not a bad thing. Many a tech has loved a career of repairing vehicles, and doing nothing else. What to watch for is an employer who's training plan involves hiring tech's that other shops have trained, and firing their current techs as their skills become outdated. I actually had an employer point to a stack of industry magazines next to the shop bathroom, and say those were the training program. This same employer has a permanent help wanted sign planted in his driveway.
Please consider these questions as the beginning. These and another dozen questions could be covered in less than 30 minutes during an interview. Isn't it worth the time for everyone concerned to start off on a clear field where everyone is playing the same game?
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