Candidates typically generate a list of questions that they want to ask during the process. Some of these are pretty standard, like "What are the job responsibilities?...What is the salary?", etc...
While other questions are more situational and may come up as a result of something you learn during the interview process...."Why did the person who had this role prior not work out?...What is causing the problems in technical support that you mention?"
You can't view all these questions as a checklist that you can just blow through in the very first round. This will put the manager off since most of them aren't viewing this first round as an opportunity to sell you on working there. They are looking for you to sell them on why you might be a fit. It's also tiring for a manager to answer a a lot of extra questions for a candidate that they may not even bring back.
So, pace yourself and divide all your questions into two categories: Questions for 1st rounds and Questions for 2nd/3rd rounds. How do you decide what questions go where? Quite simple actually. Just think about how the Manager is looking at things...1st rounds are for them and 2nd/3rd rounds are for you.
1. Q's for 1st rounds
For 1st rounds, only ask questions that will assist you in selling yourself to them, like:
- What are the job responsibilities?
- What are you looking for in an ideal candidate?
For subsequent rounds, ask the other questions that will help you to determine whether or not you'd want to work there. Also, ALWAYS ask these at the end of the interview or sooner if the interviewer asks if you have questions for them.
- What is the salary?
- What is the growth opportunity?
- What do people like about working there?
- What's the corporate culture like?