Wrong address
You should not ask questions for which you will not receive an answer. You must understand the area of responsibility of different employees, for example, a human resources manager and department head. And understand what questions, which company representative will be able to give an answer.
Useless questions
There are questions that will not affect the conditions of your work. To ask senseless things just to keep the conversation going is to your own detriment. For example, it is unlikely that information about the form of ownership of the company - LLC or CJSC - will be useful to you, but the interviewer may be wary of this issue.
Confidential information
You should not ask about things whose information is not available to everyone, including you. For example, about salaries in your future department, the amount of net profit for the last year, etc.
Personal questions
Some candidates violate the distance in communication and ask personal questions to the interviewer. But this will not play into your hands. When applying for a job, you need information about the company, not about the HR manager.
Obvious things
You should not ask about what you can find out for yourself, for example, on the company’s website or in the job description. This will make you look lazy and disinterested. You need to ask the employer about what you can not find out from other sources. And the information found can only be clarified, but not directly asked.
Personal conditions
Questions about individual working conditions will also not be very correct. For example, if you would like to work on a flexible schedule, it is better to indicate this immediately in the resume, so that later you can just clarify this point, rather than surprise the interviewer.
This also includes a discussion of your career growth and rewards. You are still undergoing selection, so it’s too early to find out when you will be promoted or increased salary. It is better to ask about this in general terms, with reference to any employee and company principles, but not to himself personally.
You should not ask questions for which you will not receive an answer. You must understand the area of responsibility of different employees, for example, a human resources manager and department head. And understand what questions, which company representative will be able to give an answer.
Useless questions
There are questions that will not affect the conditions of your work. To ask senseless things just to keep the conversation going is to your own detriment. For example, it is unlikely that information about the form of ownership of the company - LLC or CJSC - will be useful to you, but the interviewer may be wary of this issue.
Confidential information
You should not ask about things whose information is not available to everyone, including you. For example, about salaries in your future department, the amount of net profit for the last year, etc.
Personal questions
Some candidates violate the distance in communication and ask personal questions to the interviewer. But this will not play into your hands. When applying for a job, you need information about the company, not about the HR manager.
Obvious things
You should not ask about what you can find out for yourself, for example, on the company’s website or in the job description. This will make you look lazy and disinterested. You need to ask the employer about what you can not find out from other sources. And the information found can only be clarified, but not directly asked.
Personal conditions
Questions about individual working conditions will also not be very correct. For example, if you would like to work on a flexible schedule, it is better to indicate this immediately in the resume, so that later you can just clarify this point, rather than surprise the interviewer.
This also includes a discussion of your career growth and rewards. You are still undergoing selection, so it’s too early to find out when you will be promoted or increased salary. It is better to ask about this in general terms, with reference to any employee and company principles, but not to himself personally.
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