At the end of most job interviews, the interviewer draws the meeting to a close with the question, "Do you have any questions?" Bad answer is, "No, not really." Worse is, "How many branches does the company have?" Worse is, "Where would my desk be?" Worse yet, "How much vacation will I get?" Worse, still, "How much does it pay?"

The question, "Do you have any questions?" isn't merely a polite conversation closer. It is, for savvy interviewers, yet another way of separating those who have high potential from those who may have it but are unwilling to demonstrate it. Think about it.

A job candidate without questions suggests an individual who isn't engaged, isn't curious and isn't willing to take initiative. That may work for some positions, but not for those that require curiosity, engagement and initiative.

The candidate who asks seemingly interested questions (how many branches?) that have answers easily accessed in advance with little effort suggests either an unenergetic or an unskilled candidate. The answer to "how many branches" is available on the organization's Web site. As are answers to "How many employees do you have?" "What do you manufacture?" "When was the company founded?" "What is the company's mission?"

Candidates who ask about their environment (desks) or focus on only their own personal well-being (time off and money) are usually judged to be overly self-centered. They're viewed as individuals who don't understand that organizations are more interested in hiring folks who understand that advancing the company's position usually results in advancing one's own position.

Candidates who ask solely self-focused questions are also viewed as lacking workplace savvy. The more aware the candidate understands that discussions surrounding vacation, pay and benefits don't generally occur until an offer has been extended.

What are the questions that high-potential, savvy candidates ask?

"What does it take to excel in the position and your corporate environment?" "When you were considering job offers, what made you select this company and what keeps you happy here?" "What are the duties and responsibilities that accompany this position?" "Why is the position available?"

"What types of individuals are most successful here and how is that success measured?"

"What does a normal day consist of for someone in this position?" "What are the most critical things I'll be called upon to address?"

"What types of opportunities are available for someone in this position who consistently performs at high levels for an extended period?" "What are the strengths and weaknesses of the company, as you perceive them?"

The questions, drawn from www.renascentsolutions.com, are the kinds of questions that suggest the job candidate is a keeper.

While it may overwhelm an interviewer to have a candidate ask every single one of the "high-potential" questions, it is easy to envision an engaged and engaging candidate creating a conversation - and a strong impression - with five or six of the questions.

Beyond the impression the candidate makes, the savvy candidate gathers critical information to be factored into a decision to accept or reject a job offer. What if there are no advancement opportunities? What if there are no measures of success? What if the interviewer can't or won't divulge why the position is available? Or, what if the position is available because the last one to hold it was promoted? What if the actual responsibilities of the job aren't known or are so monumental that no one person could perform it well?

So, you got the call to schedule the interview? Before you check the buttons on your interview suit, log on, do your research and, then, formulate your questions.

Then, check the buttons on your suit.