Throughout the interview, it is perfectly acceptable for you to ask questions and take notes (which will help you to formulate your questions).

In some cases, the questions you ask will be more important than the answers you give! After all, you might end up working for this interviewer, so learn everything you can about how he or she works, thinks, and communicates.

Frequently, an interview will conclude with the employer asking if you have any questions about the position, the company, or anything else. "Nope," is the worst response. You should ALWAYS be asking questions.

Furthermore, asking great questions will help you sound like a well-spoken, savvy business professional. You'll also appear well-prepared and enthusiastic about working for the organization! The type of question that will immediately damage your credibility is one that demonstrates your lack of preparation or knowledge about the company and its requirements. So, do your research!

Remember, a good interview should be more of a conversation than a "interrogation!" Consider the following questions to ask the interviewer, and then come up with more that are specific to the position you're interested in:

• Can you tell me more about the job's responsibilities?

• Where do you see this position heading in the coming years?

• Is anything off-limits in today's discussion? If so, please explain why.

• What are the two or three most important things you want me to accomplish in my first few months?

• How many people have left this position in the last three to five years? What, ten years?

• What would you like the next person in this position to do differently?

• How can I quickly become a valuable member of the organization?

• How and at what intervals will my performance be evaluated?

• What are the most difficult aspects of the job for which I am applying?

• How are loyalty and hard work rewarded in this workplace?

• How would you characterize or define your own management style?

• What, in your opinion, are the strengths and weaknesses of my prospective subordinates?

• Who will I be interacting with the most, and what are their responsibilities? What will be the nature of our interaction?

• What are the boundaries of my authority and responsibility?

• What would I need permission for, what would I need to inform others about after the fact, or what would I need to discuss before acting?

• What aspects of my background and experience pique your interest?

• What gives you the impression that I'll be successful?

• What authority would I have in this role, and what budget would be available to me for: (a) changes in staffing, promotions, and salary increases;(b) use of consultants, purchase of software and hardware systems, capital for new projects and approaches; (c) policy, procedure, practice, performance, and expectation changes in my area?

• How do you want your employees to interact with you? (verbally, in writing, in meetings, over the phone, voicemail, text, e-mail, informally, only when necessary?)

• What are some of your long-term goals?

• How could I make your job easier and more productive if I am offered this position?

• Why did you decide to work for this company? Why are you still here?

• How does my background compare to the job requirements? What about the other candidates?

• Could you give me a quick tour of the building, including the area where I'll be working?

• What exactly do you hope to achieve by hiring someone for this position?

• How would he or she differ from me if you could "wave a magic wand" and create the ideal candidate? What could we possibly have in common?

• What exactly is "on the front burner" in this position? What would I devote my first 30 days to?

• What is going well for your business right now? How does this position/department fit in?

• What are your hopes for this organization?

• What would you like to see happen in an ideal world after hiring the right candidate?

• What has been the worst thing to happen to the company in the last year?

• Tell me about your background and work experience.

• What is the ideal employee relationship?

• Who do you consider your team's best employee, and why?

• What two or three issues, if resolved, would make a significant difference?

• What is the most important thing to your boss?

• What is the most important thing to your team?

• What is the CEO most concerned about?

• Who is affected by this hiring decision?

• How are decisions made in this company?

• What do your competitors admire about your company?

• Which competitor concerns you the most?

• What did you learn from your competitor?

• What will make you look like a hero once the hiring process is completed?

• What are your favorite and most recommended business books and magazines?

• When does it become "crazy" here? What exactly happens when this happens?

• Who are your most valuable customers or clients?

• What else should I know about your company?

• How can I make an impact in my first week here? The first month? In your first year?

• What would I need to do so that hiring me would be remembered as the best decision you'd made in a long time in a year's time?

• What would you like to accomplish if we started with a "blank slate"?

• What are your favorite business websites?

• Who else should I know in your company?

• What would disqualify a candidate for this position? Why?

• What would entice a candidate to apply for this position? Why?

• Is there anything else I should have asked you that I didn't?

• Is this position being seriously considered for me?

• What stage of the hiring process are you in? What will be our next steps?

• Is it okay if I call you if I don't hear from you within (time period)?

• Do you see any gaps or concerns now that you've reviewed my background and gotten to know me a little better that might prevent you from moving me forward in the interviewing process and considering me as your top candidate? (If there are, please notify me immediately so that I can address your concerns.)

Are all of these questions appropriate for you to ask during interviews? No way, no how! Some of these questions may appear too "bold" to you, while others may not be appropriate depending on the situation. You should bring five to ten prepared, relevant questions to the interview. You should "personalize" your list of questions for each company and opportunity. Before any interview, always be well-prepared and "fully practiced!"