Questions to End an Interview with
Job interviews are a lot like first dates—both sides are trying to assess each other and see if the placement is a good fit. To do so, they should be prepared to ask and answer questions that are engaging and thoughtful, and that actively move the conversation towards the point of offer. Too often both hiring managers and candidates are so caught up in talking about the technical requirements of the job that they forget to ask obvious questions. Those that can help provide really useful context around the company and the role, and that give you the opportunity to address any potential concerns that would otherwise not be brought up. Here are a few reminders.
Questions Job Candidates Need To Ask
Job candidates can still safely assume that the interview will end with: “Do you have any questions for me?” Without an answer, you might come across as disinterested or less engaged, so candidates should prepare at least five questions and be ready to ask two or three of them. Conversely, make sure you aren’t simply asking questions just for the sake of it. Ask specific, insightful questions that truly deepen your understanding of the role and expectations, and that connect to broader themes that were discussed earlier in the interview. You’ll often find the interviewer reciprocating with a level of detail that they might not normally get into.
1. Who is your ideal candidate for this position, and how does my experience compare?
This type of question helps you quickly determine whether your skills match with the hiring manager is looking for.
2. Where have the previous people in this position ended up?
You want to know if there is room for growth, or if there’s lots of turnover (red flag).
3. What is the culture like at the company?
When asking this question, sometimes it can be more helpful to pay attention to what the hiring manager isn’t saying. If they seem to struggle to find the right words, it could be indicative of a weak organizational culture with a lack of corporate cohesiveness and mission. Consider asking them how the business has responded to the demands placed on it by the recent pandemic. How has it adapted? Have they been decisive and clear in their communication? How have their employees been affected (and empowered)?
4. What is *your* favorite part about working for the company?
By asking a question that gives you insight into the company while providing the hiring manager the opportunity to describe their own experiences, it can help you form a sense of camaraderie—and tell you a lot about what you can expect.
5. When do you expect to make a decision for this position?
Knowing the timeline can help you know when to follow up or how long to wait before you move on or accept a position at another company.
Questions Hiring Managers Need To Ask
As the hiring manager, you want to ask questions that determine how the candidate makes key decisions, handles adversity or defines success. Sometimes slipping in some seemingly casual questions at the end, when your interviewee has let their guard down, can tell you a lot about who they are—and what they’re like when they’re not “on.”
1. Why do you want to work at this company?
Did the candidate do any research before attending the interview? Can they succinctly and sincerely tie their experience and core values to those of the company in a way that shows them to be a fit, and highlights their interest in the job?
2. What made you decide to start looking for a new position?
Are they frustrated, have they outgrown their job or are they on the outs and looking to jump before they’re pushed?
3. What made you decide to apply for this job in particular?
Is your candidate really excited about this job, or working with your company, or are they sending resumes all over town?
4. Tell us about the most challenging boss you’ve ever had?
Ultimately, you are trying to decide if the candidate is the right fit. You want to learn how the interviewee likes to be managed and how they can be motivated efficiently. You’ll also learn how they deal with conflict.
Asking questions may seem like an obvious part of the interview process, and it is. However, having a targeted approach to ensure you are getting as much context as possible is best practice and you’ll want to prepare in advance. Engaging, thoughtful questions will help both parties learn, and assess whether or not the placement is a good fit. Warning signs that have potential to become real issues further down the lin, if you’re willing to confront them. The more intuitive your questions are, the better the fit will likely be.