On Monday night, I watched the Dateline episode, “Tangled Web,” about a woman named Sandra Bridewell who was recently arrested on fraud charges.

In 1985, Sandra was also the prime suspect in her husband’s death. The Dateline story details how after his death she traveled the country for 20 years using a number of different names.

At one point, she worked as a caregiver for an elderly woman. The woman’s family claims Sandra embezzled their mother’s social security checks and nearly had the mother’s home put into foreclosure for failure to pay the mortgage. Throughout the story, several individuals from Sandra’s past are interviewed, claiming they were conned for thousands of dollars.

What surprised me was how easy it seemed Sandra was able to gain access to personal information and large amounts of money, even though she had a questionable history and most likely very few solid personal or professional references.

Like the individuals in the Dateline story, businesses are often too quick to give an untested employee control of highly sensitive information. According to a 2002 study, published by the Association of Certified Fraud Examiners, occupational fraud costs organizations $600 billion a year.

How often could these devastating fraud cases have been avoided by performing background checks and asking more in-depth interview questions?

An applicant may sound great on paper and may even be charming in person, but what do their references have to say about them? Has a background check been performed? What about a simple Google search?

I’m not saying people should hire a private investigator to snoop out every new acquaintance, but it just makes good sense to perform due diligence before giving a perfect stranger access to things like social security numbers, company checks, banking information or other sensitive information.

What steps does your company go through before hiring new employees? Do you feel these are sufficient? Have you or your organization ever been a victim of fraud?

Asking questions is a vital step for any job-seeker in an interview. You may think that asking questions makes you look unprepared, but the opposite is usually true (unless you are unprepared!) Having several specific questions in mind before you go to your interview can ensure that you end the interview giving a good impression. If things brought up during the interview intrigue you, ask about them. If you feel like you have a good grasp on things, ask questions anyway. Even if you land the job – and even once you’ve been on assignment – you won’t know all there is to know about it.

With that in mind, here are seven basic questions to pick from for your next interview. Asking two or three questions like these can set you apart from the pack and get you one step closer to getting the job.

1. What does a normal workday for this position look like? This question can reveal a lot about the job that’s not listed in the job description. It can also demonstrate to you the level of knowledge the interviewer has about the job itself. And, asking it shows that you’re interested in more than a paycheck and benefits.

2. What does your typical day at work consist of? People love talking about themselves. Asking this question not only gives the interviewer a chance to share about themselves, their answer can show you how much someone in the position you’re interviewing for would interact with you on a daily basis.

3. What is the biggest challenge someone in this position typically faces? This is one of the tougher, more insightful questions you can ask. It may put the interviewer on the spot, but it also shows that you are thinking critically about the job. The fact is, there are challenges in any job, and showing that you know that and are willing to face them is a great trait for any job seeker to demonstrate.

4. What are the opportunities for career growth in this organization? You probably don’t want to tell the interviewer that you want their job in the next two years. Believe me. I’ve sat in interviews where job candidates said that, flat out. (They didn’t get the job.) But demonstrating that you’re interested in career growth shows you’re committed to your field and the organization. And, the interviewer’s answer can also tell you a lot about whether this is an organization you really want to join.

5. What is the growth plan for this company in the next five years? Asking this question shows that you can think beyond yourself and your job. Managers are held accountable for their department’s contribution to the company’s goals and bottom line, so asking the interviewer about the company’s plan for growth not only shows your business acumen, it can tell you a lot about the stability of the organization you’re considering tying yourself to.
 

6. Why is there a vacancy for this position? This can be a tough question, but it’s often worth asking. If there are personality conflicts or management issues in a department, and someone left for those reasons, this is a great time to find out. Sometimes, a position has been created because you’re joining a growing team or a person left because they were promoted. Both are answers you deserve to know.

7. When can I expect to hear back from you? If you don’t ask this, you might never know. You can end up spending a lot of time waiting by the phone if you don’t know the interviewer’s schedule for filling the position you’re seeking. It can also help you know when to follow up or send a thank you note. For example, if they’re planning to make the hiring decision that day, you’ll want to send an e-mail or leave a note at the front desk as opposed to mailing it.

Remember, the interview is also your chance to find out about your potential employer. If you land the job, you’ll spend a lot of time and energy working for the company. That’s why you need to make sure you want the job, fit with the organization’s culture, believe in its mission and understand its goals. So, on your next interview, take the opportunity to ask meaningful questions.

What questions have you asked in past job interviews? Were they a hit or a flop?

So you’re at the point in the interview where you’ve given your background and qualifications. You’ve demonstrated your people, problem-solving and follow-through skills. The interviewer has asked their questions, and hopefully, you’ve answered their unasked ones. But now, they toss things your way and ask if you have any questions.

If you’re like many job seekers, you will say simply, “No,” or “I  don’t think so,” or “Not at this time,” take this as your cue the interview is over and exit, leaving opportunities – and often a chance at the job – behind.

What you may not know is the question-asking time can be one that sets you apart from other candidates. Interviewers are paying careful attention to what you say during this part of the interview. They want to know that you have thought about the job beyond the description you read when you applied. You can use this as an opportunity to show your thoughtfulness, enthusiasm and self-confidence. Asking well-thought-out questions can demonstrate:

• Your knowledge of the company.
• Your passion for the job.
• Your curiosity about the industry.
• Your ability to take charge.
• Your desire to stand apart.

Check back tomorrow to learn what questions you should ask when you’re on a job interview.