“Thanks for meeting today!” “Thanks for having me. I brought cookies.” “Oh, you didn’t have to do that! But thank you!” “No problem.” “Did you bring a resume?” “The cookies are my resume.” “What was that?” “I said the cookies are my resume.” “Haha. Well they’re good alright. But really, did you already email your resume over?” “You can’t email cookies. Sorry if you’re just finding that out.” “Enough about the cookies. If you want to be considered for the position, I need to see your resume.” “You just ate my resume.” “Enough! Fine. Just tell me about yourself and work experience.”
“Okay. My work experience is: Preheat your oven to 325 degrees. Sift 2
cups of flour, and ½ a teaspoon of baking soda in a bowl. In another
bowl mix-” “That’s a cookie recipe, isn’t it?” “That’s my resume.” “Get the fuck out of my office.” “I have a CV if you want it.” “…show it to me.” “Here.” “This is a vase with cookies in it.” “CV - Cookie Vase.” “Hahahahahahahahahhaahahahah. Now THAT’S a good one. You’re hired!” “Great! What’s my job.” “You’re in charge of making sure the Grand Canyon stays Grand.” “Do I also have to make sure it stays a canyon?” “Nah, that’s my job.”
25 sample Questions to help you with the “What question should I ask if the interviewer asks if I have any questions? “Question
A question that is particularly worrisome and troubling for a candidate interviewing for a job is the “what question(s) should I ask if the interviewer asks if I have any questions?”
As anyone who has been on an interview knows, the employer, at times, usually while wrapping-up the interview, inquires “so, do you have any questions for me?”
This seems harmless enough; a simple open-ended, general, softball inquiry after finishing with grueling, intrusive, difficult, probing job-specific questions.
For some reason this issue seems to deeply bother job seekers. It is so troubling to some that he/she can’t focus, actively participate and engage in the interview process as they are too busy worried about what questions to ask.
To help with this predicament, here are 25 just-in-case, fallback questions to alleviate your worries.
Who would be the ideal candidate for this position?
How do I compare with other candidates that you have met with?
What type of backgrounds did the other candidates have that previously interviewed for this position?
Was someone in this position previously or is it a new role?
If the employee left, could you please tell me why the person left your firm?
What are your expectations for me in this role?
Do you provide any training, mentoring or guidance?
Will you offer feedback either positive or negative so that I may improve?
Are there growth opportunities within the company?
Do you enjoy working here?
What made you decide to work here?
What did you do before this?
What is the typical day like, if there is a typical day in this job?
Do you have certain measurements or expectations so that I could judge my performance?
Why would I need to do to succeed in this role?
How could I make your job easier and help you?
What is the corporate culture like?
Who else will be involved in the interview process?
Can you offer an interview timeline?
Do you know how many people I may meet with?
Will I be able to interview with peers, support staff, other business people that I will interact with, executives, human resources?
How long will the interview process take?
How do you compare to your competitors?
I noticed some articles about the firm in the news, how are you dealing with the current matters?
Are there any questions I should ask but did not?
Please note, these are just a sampling to help get you started.
Also, the above questions may read cold and direct. Feel free to embellish upon them, add a human touch and view them as a starting point to cultivate your own questions.
It all starts with our people: Welcome Bryan Power!
By Marissa Mayer, Yahoo CEO
We’re focused on bringing Yahoo back to greatness and a critical part of that mission rests on our ability to attract and retain the best talent. In the last two and a half years, we’ve worked hard to make Yahoo a desirable place to work and I’m immensely proud of how far we’ve come. I’m excited to announce that Bryan Power is joining Yahoo as our new SVP of Human Resources (HR). Bryan will focus on our culture and continuing to drive excellence and innovation inside Yahoo.
Bryan has just the right blend of experience, vision and passion for people to evolve Yahoo’s cultural transformation. He brings with him over 15 years of HR experience leading organizational change with a focus on recruiting, employee programs and operations. Bryan comes to us from Square where he was responsible for its People operations and scaling the company as it grew its presence globally. Prior to Square, Bryan spent many years at Google where he led and managed teams around the world and earned himself a reputation as a trusted partner and thought leader.
I’d like to thank Jackie Reses for leading our HR efforts in the last two and a half years - her contributions have been immensely valuable in our continuing pursuit to make Yahoo the absolute best place to work. Going forward, Jackie will focus her full attention in continuing to lead Yahoo’s corporate development and partnership efforts, both of which are critical areas as we accelerate our transformation and the growth of our growth businesses - mobile, social, native and video (“Mavens” for short).
We are extremely proud of the business and cultural renaissance that we have been able to achieve so far and look forward to continuing our commitment to investing in the most important assets that we have - our employees.