Ask questions to recruiter are strongly advised. This helps identify the position but also to show his determination and seriousness. But improvisation is dangerous. Here are some tips to look good.
The job interview is an exchange. If it allows the company to evaluate the candidates, is also a way for applicants to learn more about the company and the job.

Learn and timely,
Before he even met the recruiter, you may contact the company to request information. Annual Report to platelets business through a press, all records are good to familiarize yourself with your potential employer.
The D-Day, the attitude of the person you meet, in charge of recruitment for the human resources department or operational manager, you will soon know if the indisposing your questions or if you can talk openly. However, if there are many questions that the caller does not respond, it’s not very good sign.
Attention rules of politeness evidently require that you leave the recruiter time to complete presentation of the company or position without interruption. You’ll have time to rebound later in his remarks to show your interest.
Ask about the company
Ask questions and be proactive during the interview shows that you have spent time preparing for this meeting. It is a positive sign for the person who receives it. Some questions about evolution or the group’s results can therefore afford to earn points:
What are the strengths of the company in its market?
What role does international development strategy?
Launches of new products or services they are expected soon?
What are the prospects of the company in years to come?

If you always answers that everything is fine when the company loses money, then there is a problem.
Ask about the position
The questions are not only to do well and see the interview should especially help you as much that recruiter to determine if the post is for you.
So the timing to all questions may be your future employment. Any question can be used to inform the candidate. The interview is the time to obtain information that will make the right decision.
Many issues can be addressed, including the creation or replacement, responsibilities, opportunities for development …etc.
Why is this position available? Who held the post before me? Will it be possible to interview the person who held the position before?
Can I get in touch with people who have the same training as me in the company?
Who do I rely and which will depend on me?
This question is to know immediately if the service is well organized.
What is the company policy in terms of variable pay, wages, bonuses or changes ?
This general question on the compensation you will also bring the conversation about the proposed salary for the position. One topic is always difficult to address if this has not been done before by the recruiter.
What happened to the people who worked for the person who is my manager?
This is important because it helps to know if your prospective manager is a developer of talent and thus indirectly to anticipate your own potential for growth within the company.
What we can do and not to
Some techniques are aggressive and others downright dangerous.
Thus, you can bring your partner to talk about himself, his position and his career in business, it will flatter him. One limitation, however: he is bringing closeness with your recruiter, but not to advance the field of privacy!
Similarly, ask what time the office closed or how many days off this year. The goal remains to show motivation.
When shall we meet?
I am very interested in the job; do you know when you can give me an answer?
I must give answers to other offers, can you keep me fairly quickly that suites you plan to give to my application?
And if you still hesitate to intervene, nothing prevents you bring in a real situation by visiting one or two conversations without issue.