為什麼在面試結束時，如果面試者沒有問題要問，我會很擔心

02-02

你正在面試一個讓你感覺很專業的候選人。你提出的問題他都能給很好的答案，你覺得你們當中的化學作用很好。你對候選人的總體印象良好。

面試結束時，你問了個簡單的問題，「那麼，你有什麼問題要問我嗎？」你得到的回答很簡短，「不，我沒有任何問題。」這時，你應該擔心嗎？

每當聽到有人這樣回答，無論我對這次面試多麼滿意，都會立即對候選人產生疑慮。多年來，我學會了不要招聘給出如此回答的候選人。

原因就是，在一個人找新工作，找新東家，常常還是新行業時，沒有問題是不正常的，甚至是奇怪的。真的沒有問題嗎？一個都沒有？

沒有問題對我來說意味著什麼

我會馬上喪失興趣，因為無論是何種原因致使他沒有問題要問，對我而言都沒有任何好處。也許這個人對我們的機會或公司不感興趣，即使他在面試中表現出很有興趣。其實，如果我對候選人不那麼感興趣，我也不會問進一步問其他問題。所以他們沒有問題要問，意味著他們對我們也不感興趣。

這種行為還告訴我，這個人可能過於被動，或缺乏表達內心想法的信心。但我們公司需要的是不怕說出需求和內心想法的人。

但是，這體現出的最大問題的是，這個人思維或性格不活躍，沒有好奇心，沒有吸引力。我不想聘用只會接收任務，遵循指示，或者只有和他說話時才會主動說話的人，我想的是對即將加入的公司真正感興趣，渴望知道該如何做好自己的工作，對公司做出貢獻的人。

有時，沒有問題要問的候選人會告訴我，他們的問題已在其他面試官處得到了解答，但對不起，我不接受這個理由。即便事實如此，他們也應該意識到，我的觀點可能有所不同，聽取我的說法對他們而言是有利的，尤其是他們能更深度、更宏觀地看待事情。

我喜歡聽到的好問題

我喜歡聽的是對工作表現出興趣，想知道該如何做好工作的問題。例如，我喜歡候選人問我，「鑒於我的背景，你覺得我需要克服的最大的挑戰是什麼？

這個問題意味著提問者想要知道該如何在面試崗位上好好表現，還意味著它擁有自我意識，知道需要彌合潛在的差距，學習所需事項。

我喜歡聽到的另一個問題是，「除了之前提到的，你還希望這個崗位的理想員工能有哪些特質？」之所以喜歡這個問題，是因為這展現出提問者渴望在已有的崗位要求上，帶來更多的價值。

但是，如果有人問我工資、工作時間或福利，這會讓我覺得這個人主要是在找工作，對我們可能提供的潛在機會不感興趣。雖然這些都很重要，但最好的詢問對象是人力資源部門。

詢問候選人是否有問題不僅是我用來結束面試的方式（當然也不是因為我想捉弄任何人），這是一個自然、直接的問題，我不想聽到五六個問題，但會期望能聽到一兩個問題，畢竟他們將要進入一個新環境。

作為候選人，你問的問題可以幫助你了解更多關於潛在僱主的信息，這將極大地影響你未來的成功。但是對於僱主來說，它們能向我們展現你的動機，思考的質量，以及你注重的事項，這些都是我們想要評估的關鍵因素，以確定我們是否應該僱傭你。

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Why I Get Concerned When Someone Has No Questions At The End Of An Interview

You』re interviewing someone who impresses you as very professional. He』s given good answers to your questions, and the chemistry is there. You have an overall good impression of the candidate. At the end of the interview, you ask the simple question, 「So, do you have any questions for me?」 In response, you get a brief answer, 「No, I don』t have any questions.」 Should you be concerned?

Whenever I hear someone say this, no matter how good I feel about the interview up to that point, as an employer, I instantly have doubts about the candidate. Over the years, I』ve learned not to hire anyone who gives such a response. The reason is because it』s just not normal, and even odd, for a person not to have any questions when pursuing a new job, in a new company, and often in a new industry. Really, no questions? Not even one?

What No Questions Tells To Me

I』ll start to have concerns because none of the reasons for not having any questions and what this indicates to me are any good. Perhaps the person isn』t that interested in our opportunity or company, even if it seemed that way in the interview. Actually, that』s fair. If I』m not so interested in a candidate, I also won』t ask further questions. So no reason for them to ask any either if they』re feeling that way about us.

It also indicates to me is that the person may be too passive, or lacks the confidence to speak up and say what』s on his/her mind. In our company though, I need people who aren』t afraid to ask for what they need and say what they think.

But the biggest thing that not having any questions reflects to me is that the person just doesn』t have a very active, curious, or engaging mind or personality. I』m not looking to hire task-masters who only follow instructions, or who only speak when spoken to. I want to hire people with a genuine interest in the situation they may join. I want people who have a desire to know how to do their job well and contribute to our company.

Sometimes candidates with no questions will tell me that they』ve already asked them all to others they』ve interviewed with before me. Sorry, but I don』t buy that. Even if that』s so, they should realize that my perspective may be different and is good for them to get, especially since I view hings at both a deeper and bigger picture level.

Good Questions I Like To Hear

Good questions I like to hear are ones that show an interest in the job and how to do it well. For example, I like candidates who ask me, 「Based on my background, what do you feel are the biggest challenges I』ll need to overcome in this role?」

For people who ask this it shows that they want to know what will help them perform well in the role that they』re interviewing for. It also shows their self-awareness about the potential gaps they』ll need to close and things they』ll need to learn.

Another question I like to hear is, 「Besides what』s been mentioned in the job description, what else do you hope the right person can bring to this role?」 I like people who ask this because it shows a desire to add value beyond the basic job description.

But if I get asked about salary, work hours, or benefits, this tells me the person is mainly looking for a job and isn』t so interested in the potential opportunity we can offer. While these are important, they』re questions that are best saved for HR to respond to.

Asking candidates if they have any questions isn』t just my way to end the interview. And it』s certainly not my attempt to trick anyone. It』s just a natural, straightforward question that many employers ask, especially when you』re interviewing with senior managers and executives. We』re not looking to hear 5-6 questions. But we do expect 1 or 2, given the new opportunity and situation you』re pursuing.

As a candidate, the questions you ask help you find out more about a situation you may join and that will greatly impact your future success. But to employers, they show us your motivation, quality of thinking, and what you pay attention to. These are very fundamental and important things we』re trying to assess so we can determine if we should make you an offer to hire you, or not.

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