Asking probing questions may be appropriate-just be careful how and what you ask.

Job interviewing is a unique experience. It's the occasion for job seeker and employer to explore matters of mutual interest to determine whether a long-term relationship is advisable. To use a familiar metaphor, it's like having a whirlwind "courtship" to decide whether the parties should walk down the aisle to say, "I do, I do."

In the context of an employment interview, the two parties are not exactly on the same plane. The interviewer is in a position to ask more detailed, probing questions than the job seeker. If the interviewee is hesitant to address all issues and concerns, the employer can withhold a job offer. On the other hand, if the interviewee asks questions that are deemed inappropriate, he or she can be ruled out for not being properly respectful.

Given the fine line between answering and asking hard-hitting questions, how can an interviewee scratch the surface to learn more about the ensuing "marriage" in case the employer "pops the question"? Furthermore, what kinds of questions are suitable when interviewing the interviewer? Here are some pointers.

Ask serious questions respectfully.

The most important objective in interviewing is to establish rapport, mutual respect, and confidence that information shared will be accurate and honest. No one wants to enter a long-term relationship based on misperceptions or false promises.

After rapport is established and you get "good vibes" from the interviewer, it is appropriate to voice questions that get to the heart of the matter as to whether this would be a mutually satisfactory union. The key is to ask questions that any serious job seeker would voice if she were not desperate to land a job. Here are some examples of questions that are appropriate to ask the Human Resources representative:

• "How would you describe the corporate culture?"
  
• "Can you comment on the company's financial situation?"
  
• "Why is this particular job vacant?"
  
• "How long has the current position been open?"
  
• "What has the employee turnover been in recent years?"
  
• "What sort of advancement potential does the company offer?"
  

The interviewer might answer such inquiries openly or honestly-or she may hedge on providing direct answers. If the interviewer bristles at such questions or hesitates in responding, you can respectfully indicate that you are seriously interested in the opportunity, but you want to be certain that you make the right career move. After all, you expect to stay a long time in your next position. That's understandable, isn't it?

Broach delicate questions carefully.

As the interview "courtship" proceeds-perhaps over a series of conversations-it's quite fitting that the prospective hire should learn more about the individual that he or she would be matched with as immediate supervisor. Questions like these come to mind:

• "How long have you been with the company?"
  
• "What do you enjoy most about working here?"
  
• "How would you describe the ideal person you wish to hire?"
  
• "What kind of complementary skills are you looking for?
  
• "How would you describe your management style?"
  
• "If you could, what would you like to change about the company?"
  

Again, some bosses might look askance at these questions; others would take them in stride. There's nothing inherently wrong in raising these inquiries. It just makes good sense to voice them in the right tone, at the right time.

Trust your instincts. If the other party's voice inflection and body language indicate a feeling of uncomfortableness, then it's probably wise to curtail further questioning along these lines. If the interviewer feels that you are "grilling" him, more than likely he will be prone to shorten the conversation. In that event, a pending occupational "proposal" will probably not be extended.

Negotiate terms of employment wisely.

Okay, the interviewing has gone well. After a series of conversations, the employer indicates that they desire to take you on board. Before extending an actual offer, the interviewer (probably your prospective boss) wants to get a better feeling for what your hot button is. He specifically asks, "What would you be looking for in terms of an offer?" The best response is to answer a question with a question, or series of questions:

• "What is the starting salary range you're working with?"
  
• "Are there other incentives, such as bonus potential, in place?"
  
• "What could I expect to earn in the next 2-3 years?"
  
• "What kinds of fringe benefits come with the position?"
  

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