Interviewing: Department-Related Questions

Top Pharma Pros Should AskBy Dr. John Sullivan

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Wiley Job Network

Interview Process for Pharma Pros… cont’d

• A critical but common error made by many Pharma applicants is failing to ask questions during job interviews.

• This is a major mistake because most managers in the pharmaceutical industry have a scientific background and as a result, they expect “questioning behavior”.

Interview Process for Pharma Pros… cont’d

• By asking questions, applicants demonstrate they are proactive, well prepared and very interested in the position.

• It’s important for any applicant that wants their next job to be a “perfect fit” to go beyond simply knowing about the company, and gather information about the department and how it operates.

Interview Process for Pharma Pros… cont’d

• Questions about the team and the position manager should also be asked.

• If you have ever regretted taking a job in the past, you also probably wished that you would’ve asked more questions during the interview.

10 Powerful FactorsThat Differentiate a Good

Department From a Great One!

1. Strong Departmental Leadership

• Who are the key leaders in the divisions/department and can you describe their typical leadership style?

• What % of the current top management team came from this division?

2. Departmental challenges and future competencies

• What are the biggest problems and opportunities facing this department in the next 2 years?

• What key competencies have you identified that I and others will need to develop over the next 2 years in order to be prepared for the future?

3. Great Co-workersExplain that you thrive while working alongside the very best coworkers…

•Then ask “Who are the top performers and key contributors in the department that I would get a chance to work with?

•Will I have an opportunity to talk to any of them? Note, this question can be even more powerful, if prior to the interview, you have looked up and studied the LinkedIn or corporate website profiles of the key leaders and some coworkers.

4. Team culture • Because I thrive working in powerful teams, “Could I get a

chance to see the team in action?”

• Can I sit in on a team meeting or shadow someone for a ½ day?

• Can I review examples of your latest work?

• What information can you provide that would give me insight into the culture of your team?

• What are the team’s goals and how do they measure success?

5. Ample project opportunities • What types of opportunities and projects would

a typical top performer expect to have during their 1st and 2nd year?

• What specifically does the firm do to enhance internal movement of employees between projects?

• Is performance or is seniority the factor used to make assignments?

6. Involvement in decision-making

• What level of input do employees typically get in departmental decisions?

• Are they involved in decisions related to goal setting, new initiatives or the hiring and assessment of co-workers?

7. Support for innovation If you are an innovator, you should state that you are looking to maximize your opportunities to innovate and take risks…

•Then ask, “Can you outline what the firm and the department does to support and encourage innovation?”

•Can you give an example of how a recent hire in this job family has made or contributed to a significant innovation or breakthrough that was implemented at your firm?

•Does the firm have a program to significantly reward individuals that solve complex problems, develop patents, scientific breakthroughs or create great products?

8. Leadership style of my manager • If you’re interviewing with your future manager, ask “As my

manager, can you describe your leadership style?”

• What are the factors that you believe make you an effective leader?

• What are the most common ways that you like to assess performance, communicate, recognize and discipline?

• How many hours of your time (as my manager) can I expect to get each week for the first 6 months on the job?

9. Support for my development

• What is the average annual budget allocation (as a percent of total salary) for my personal professional development?

• What typical development opportunities could a top performer expect to have during their 2 years?

10. Support for learning

• Continuous learning and growth is one of my top priorities. So can you outline what support I will be given to enhance my learning and growth?

• Are employees provided with a learning plan and a mentor?

• What new competencies can I expect to develop during my 1st year?

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This presentation is based on an article written by Dr. John Sullivan.