The first two questions below are self-assessment questions that address your interests, motivations, and potential.
The last five questions are company-specific and must be answered separately for each company you approach.
What is your dream job? Whether or not you know the answer to this question, you owe it to yourself to talk with as many people in as many different careers as possible.
If you can, focus on people who love their jobs.
They can teach you the most about what to look for in a career because, in all likelihood, they didn't start out in a job they love.
They worked toward it.
Find out what they learned along the way.
Once you have a career in mind, do your best to learn not only what people enjoy about it, but also what frustrates them.
Whatever you do, it's important not to romanticize the career of choice.
This way, you can minimize the impact of unpleasant surprises down the road.
What attracts you to this career? Of all the questions people neglect to ask, this may be the most common.
It's not enough to say that you have always wanted to work in a particular job because it doesn't give people a reason to believe you.
After the movie Big was released, I'd be willing to bet the toy industry was bombarded by people who wanted the job Josh Baskin (Tom Hanks) had in the movie.
And I bet Mattel, Tyco, and the other toy companies didn't interview any of those people because there was no reason to believe they'd given the career more than 2 hours of thought.
Career-changers and entry-level candidates in particular have to make a compelling case for pursuing a given career because employers want to feel confident they aren't taking a risk.
What skills or qualities are important to each particular employer? Is it surprising that this has almost nothing to do with you? If, as I suspect, you haven't given this enough attention, don't beat yourself up.
Most people don't consider it all.
That's why most people who pursue hard-to-get jobs don't often get them.
Remember, every company is different.
They have different customers, different products or services, and different corporate cultures.
As a result, they also have different needs.
Qualities that are important to one employer may be irrelevant or, at worst, detrimental to another.
Take the time to understand the differences.
For example, one company may seek employees who are personally so conservative and corporate that they border on uptight.
Another company in the same industry may look for employees who are outgoing and free-spirited, while at the same time professional.
The same candidate will not appeal to both.
Why would you excel at this company? The answer to this question is directly related to the prior two questions.
Once you have demonstrated the initiative to build a base of knowledge and understanding about the needs of a potential employer, selling yourself will be much easier.
Although this may come as a surprise, just having the passion to educate yourself about a particular career is often enough to demonstrate potential--especially at the entry-level.
The fact is, relatively few people learn anything on their own.
It's not as if you need to sign up for extra courses either.
Just read everything you can find.
If you are genuinely interest in the career, it won't seem like work.
Why is the position open? This question should always be part of your due diligence in learning more about the company and the opportunity.
Perhaps the company is growing and getting new business from clients.
As a result, they need to hire more people to meet their needs.
That, of course, is ideal.
However, it is also possible that the position is extremely stressful.
Or, it may be that the supervisor is difficult to work with and no one has ever lasted more than six months.
Whatever the case, it's always best to find out BEFORE your first day of work.
Are raises and promotions based on tenure or performance? If you are a person who is motivated, enjoys challenges, and expects to be rewarded for a job well done, you aren't likely to be happy in an environment that values tenure more than performance.
What incentive would you have to work hard if raises and promotions are based primarily on your length of employment? Considering the impact this can have on your personal happiness and overall career satisfaction, you owe it to yourself to find a company that values and rewards performance first and foremost.
What can you expect salary-wise? Before you go into an interview, it's important to do your homework and know your market value.
Since this can vary from city to city and from company to company, it's pays to know as much as possible in advance.
For a general idea, you can start by reading the trade press (i.
e.
, the magazines and newspapers that cater to specific industries.
) Trade magazines like Restaurant News, Advertising Age, and others often have an annual issue that features a salary survey.
However, these salary surveys are always subject to error so be careful.
If you have networking contacts within the industry, they would probably be a far better source of information.
Better still, contact a headhunter (executive recruiter) who specializes in the industry.
It's their job to know what different companies are paying employees.