1. why? questions like "why did you close down your parts business rather than try to find a buyer for it?" or "why did you decide to move to a product-based organization structure?" — which it sounds as if you're already asking — not only show you've done your homework on the company and put some thought into it, but are open-ended enough to spark an interesting conversation. as a rule, sobel advises avoiding any question someone could answer with a "yes" or "no."
1. 為什麼?比如“你們為什麼選擇關停零配件業務，而不是嘗試將它出售?”或者“你們為什麼決定向以產品為導向的組織結構轉變?”你應該已經提過這種問題。這不僅能展示你對公司情況作了功課並進行了思考，而且說明你是以相當開放的姿態來進行一次饒有趣味的探討。索貝爾建議，要避免提出別人可能只回答“是”或“不是”的問題，這已是經驗法之談。
2. what has been your experience here? without asking anything intrusive, you want to form a connection based on some understanding of the interviewer's situation.
2. 詢問面試官本人在該公司的工作感受。 你希望了解面試官的一些背景情況，從而與其建立良好關係，但請勿讓對方感到被冒犯。
sobel recommends something like, "i understand you joined the company five years ago. with all the growth you've had, how do you find the experience of working here now compared to when you started?" or try: "what do you like most about working here?"
索貝爾建議，可以這樣問，比如“我知道您五年前就已經進入現在這家公司。在此期間，公司取得了長足的發展。您認為，跟您剛開始時相比，現在的工作體驗跟當初比起來怎么樣?” 或者你也可以問：“在這裡工作，您最喜歡的是什麼地方?”
3. show your value. in the interest of making the discussion a two-way street, think about mentioning a technique or process you've learned from your current job that a prospective employer might benefit from adopting. obviously, with this approach, you have to be careful not to reveal proprietary information or give away any secrets.
3. 展示自身價值。 為了創造一種雙向的談話模式，可以考慮在面試中提及你在目前工作中學到的. 可能對未來的僱主有益的技術或流程。顯然，採用這種方法的時候必須謹慎，以免泄露專利信息或者其他機密。
4. focus on the future. ask something like, "you've achieved large productivity gains in the past three years. where do you believe future operational improvements will come from?" or "looking ahead to the next couple of years, what are the potential growth areas that people in the company are most excited about?" not incidentally, the answers could give you a sense of where your own career path could lead if you get hired.
4. 關注未來。此類問題比如“貴公司的生產力在過去三年中獲得了很可觀的改善。您認為未來在業務運作層面還有哪些地方具有提升的空間?”，“未來幾年，有哪些潛在的增長領域最讓公司上下興奮和期待?”顯然，通過招聘者對這些問題的回答，你也能了解到如果應聘成功，你今後的職業生涯將如何發展。
5. find out about the culture. you can learn a lot about what it would be like to work at a company, sobel says, by asking, "what are the most common reasons why new hires don't work out here?" or, conversely, "what kinds of people really thrive in your organization?" along similar lines, "why do people come to work for you rather than a competitor, and why do you think they stay?" could yield some valuable insights.
5. 了解企業文化。索貝爾表示，通過提問能了解到這家公司的工作氛圍。你可以問“導致新員工表現不佳的最普遍原因是什麼?”或者反之，“什麼樣的人能在貴公司取得成功?”以及一些類似的問題，比如“為什麼人們來這裡工作，而不是去競爭對手的公司?您認為他們留在這裡的原因是什麼?”這些問題都能夠引出一些很有價值的見解。
6. what are the interviewer's selection criteria? sobel says you should ask, "if you were to narrow the field to two final candidates for this job, with equal experience and skills, how would you choose one over the other?" you may not get a totally candid answer (the truth might be, for example, that the candidate with the lower salary requirement would win out), but you still might learn something worth knowing.
6. 面試官的選擇標準是什麼?索貝爾表示，你應該問“如果把選擇範圍縮小到最後的兩名求職者，他們具有同等經驗和技能，您最終會如何選擇?”雖然招聘者給你的回答可能不那么直接(真相可能是薪資要求較低的求職者勝出)，但仍然能獲得一些有價值的信息。
the right questions, sobel says, "allow you to demonstrate your knowledge without sounding arrogant, and they greatly improve your chances of hearing the best question of all — 'how soon can you start?'"
索貝爾認為，合適的問題“能夠讓你展示自己的學識而又不顯得妄自尊大，能夠讓你的勝算大大提高。這樣，你很有可能會聽到對你來說最動聽的提問：‘你最快什麼時候能上班?’”