Presenter: Mr. Travis Authier

Current Position: Senior Program Manager at YRCI

As YRCI'c Senior Project Manager for Acquisition Services, Mr. Authier is responsible for the recruiting, staffing, and service delivery of a large portfolio of projects on which YRCI employees serve as acquisition consultants and contract managers to a variety of federal and commercial clients around the nation. Mr. Authier also spends a great deal of time in strategy formulation on new opportunities by serving as capture manager and proposal writer when called upon. He can be contacted at tauthier@yrci.com.

Prior History: Prior to joining YRCI, Mr. Authier served 1 year as an acquisition consultant to the Defense Threat Reduction Agency (DTRA) at Fort Belvoir, VA. This stint was preceded by 7 years as an active duty Air Force Contracting Officer in several different locations, including Italy, Kyrgyzstan, Iraq, Qatar, and Massachusetts.

LinkedIN Profile: www.linkedin.com/in/rtauthier

5 Questions Great Candidates Ask:

◦ What do you expect me to accomplish in the first 60-90 days?

◦ What are some common attributes of your top performers?

◦ What things really drive results for the company?

◦ What do employees do in their spare time?

◦ How do you plan to deal with...?

What do you expect me to accomplish in the first 60 to 90 days?

Reason(s): Employers recognize that great candidates don’t want to spend weeks “getting to know organization”. They want to have immediate impact.

Shows that you are concerned about their needs, not your own

What are the common attributes of your top performers; is it creativity, productivity, long-work hours, etc.?

Reason(s): Shows that you are concerned about qualities that they value and that you want to be a top performer, thus making you a wise hire.

Great candidates want to be great long-term employees. This question shows that you are concerned if you are a “fit” for the organization.

What are a few things that really drive results for the company?

Reason(s): Great employees recognize that they are investments. Consequently, they want to generate a positive return for his/her salary.

Employers recognize that great candidates don’t want to spend weeks “getting to know organization”. They want to have immediate impact.

Shows that you are concerned about their needs, not your own

What do employees do in their spare time?

Reason(s): Happy employees like what they do and the people they work with.

Great candidates want to ensure they fit in with their colleagues

How do you plan to deal with new entrants, shifting economic trends, tech changes, pending legislation, lack of funding, etc.

Reason: Demonstrates that you’ve done some research and have taken an interest in how outside factors could impact the organization’s bottom line.

Extra Questions if you have time:

◦ What do you like most about the company?

◦ How have you recognized employees in the past?

◦ Can you give me examples of collaboration within the company?

◦ Can you explain the culture to me and tell me how the company upholds it?

10 Questions NOT to Ask:

◦ Can I work from home?

◦ Do I get my own office?

◦ Who is your competition?

◦ How often do reviews occur?

◦ Questions that start with “why”?

◦ Would you like to see my references?

◦ How soon do you promote employees?

◦ Anything related to salary and benefits

◦ Will you monitor my social networking profiles?

◦ May I arrive Early or Leave Late as Long as I get my hours in?

Questions??

INC News Article: “5 Questions Great Job Candidates Ask” http://www.inc.com/jeff-haden/5-questions-great-job-candidates-ask-interviewers.html?goback=.gde_54209_member_197458052