What questions should you ask?
The most important questions to ask are the ones you want answers for. If something came up during the conversation that gave you pause or you’re unsure about, now is the time to ask about it. Ask questions that come up naturally too. During the conversation, if something sparks your curiosity, write it down in your notepad and save it for the end of the interview. It’s also a good look to ask questions that show you are paying attention. You can do this by referencing parts of the conversation in your questions.Identifying potential red flags
Remember that you are interviewing the company just as much as they are interviewing you. If you had a run of bad luck with past employers, you don’t want history to repeat itself. What questions could you have asked your previous employer that would have identified the issues you experienced? Questions around the company culture and management styles are good places to start. You’ll find examples for both below.Positioning yourself as the right fit for the job
One of the best questions to ask during the interview is one that will tell you exactly what the employer wants. Find this information out early in the interview process and work it into your interview answers. You also want the interviewer to clarify what they want. Job descriptions can be vague and are commonly copied and pasted from other sources. There are two questions you can ask to find out what the hiring manager wants. Ideally, ask this question as early in the interview process as possible:“If you could fast forward a year from today, what would need to happen for you to consider this hiring decision a success?”OR
“What are you hoping is achieved in this role over the next 12 months?”Once they tell you what results they want from the new hire, ask:
“And what would be the biggest challenges to getting these results?”Now you know what their objectives are and the biggest obstacles in the job. You now have a blueprint for answering every question they put forward. Ask this line of questioning in every interview round - as different people will have different ideas about what success looks like.
Humble-brag questions
Your questions can be used to demonstrate your ability and experience. Here are some examples:“I’ve had a lot of success in the past utilising my experience in [X]. What are the chances I’ll be able to use some of those skills here?”Let’s say you have knowledge of a specific tool or piece of software that you know will add value to the hiring manager. You could ask a question along the lines of:
“I’ve had lots of success using [System/Software] to generate inbound leads and data-driven insights at [Company Name]. It allowed me to [Detail Achievement]. What are the chances I’ll get to use it here?”
Other good questions to ask
Questions about the job
Why is this position open?
Why is this position open?
Understanding why the job is available gives you insights into the company’s current state. Are they scaling rapidly after receiving investment? Or are they filling a vacancy because someone quit?
What will my day-to-day role fully involve?” / “What does the average day look like in this position?
What will my day-to-day role fully involve?” / “What does the average day look like in this position?
Their response will give you a taste of what every day will be like. It’s also a red flag if the manager doesn’t know what you’ll actually be doing
What can you tell me about the team that I will be working with?
What can you tell me about the team that I will be working with?
Know with whom you will be spending 40 hours per week of your life with
What tasks are top-priority for the first 90 days in this role?
What tasks are top-priority for the first 90 days in this role?
Let them know you’re an eager beaver that wants to hit the ground running. It conveys that you’re proactive and keen on delivering results from the get-go.
What is your expectation of me in the first 6 months in this role?
What is your expectation of me in the first 6 months in this role?
Their response may let you know how easy or hard the role will be and the type of pressure you may face
Can you tell me who is the most successful person that you have ever hired, and what did they do to become so successful?
Can you tell me who is the most successful person that you have ever hired, and what did they do to become so successful?
Gives you a roadmap for success
What are the key metrics for this role and how do they tie into the departmental goals in relation to revenue generation?
What are the key metrics for this role and how do they tie into the departmental goals in relation to revenue generation?
This question will identify what value your role will bring to the company, which you can use as a negotiation chip when the job offer comes. It will also identify if your team will be the first to be laid off if the company ever falls on hard times
Questions that give you insight about your potential new manager
One of the main reasons people resign is because of their manager. Pay special attention to your potential future manager during the interview process as they’ll have enormous influence over your well-being and future success. People can be exceptional liars, so it’s not always easy to identify a poor manager. Pay special attention to every interaction you have with them. Some of the questions below will give you insights into what type of person the hiring manager is. Asking genuine questions will help force a genuine response. Now you want to keep everything civil; you don’t want to make it a war. But if you hear something that doesn’t feel right, ask follow-up questions. The more you dive into their responses, the more difficult it is for them to keep their story straight (if they are being dishonest). Are they engaged in the conversation? Are they listening to you intently? Do they have well-thought-out responses, or do they seem ill-prepared? As they respond, observe closely. Watch their body language and listen to the tonality of their voice. Are they fidgeting and scratching their head, or do they respond with zero emotion and cookie-cutter answers? If so, be wary. Or do they respond with enthusiasm and passion? If you can hear and feel the excitement in their voice, you may be onto a winner.What makes you most proud of your team?
What makes you most proud of your team?
Good managers will light up and say wonderful things, it’s a red flag if the manager focuses solely on hard work and commitment
What's the last change you implemented based on employee feedback, and what impact did it have?
What's the last change you implemented based on employee feedback, and what impact did it have?
This will show that they listen and care about feedback.
How do you recognise your top-performing employees?
How do you recognise your top-performing employees?
A good manager will take the opportunity to sell you all the perks of the job here: promotions, salary and opportunities to grow and develop as that person wants.
When was the last time you acted on the recommendation of a junior employee?
When was the last time you acted on the recommendation of a junior employee?
This is a good questions to try and understand if this is a meritocratic place to work where good ideas are valued no matter where they come from or not.
How do you measure success among your employees?” / “How do you get employee feedback?
How do you measure success among your employees?” / “How do you get employee feedback?
For you to succeed and progress in your career clear goals are critical. If the manager cannot articulate what success looks like, how can you expect to?
What would my onboarding and training be like if I joined the team?
What would my onboarding and training be like if I joined the team?
This is just useful to know what to expect and often is quite indicative of the way the company operates.
What do your best employees say about working here?
What do your best employees say about working here?
What was the last win your team had, and how did you celebrate it?
What was the last win your team had, and how did you celebrate it?
Candidates who show a willingness to learn and be mentored stand out in job interviews. To convey this, early in the interview, ask the hiring manager about their career progression within the company. Pay close attention to the aspects of their work they are particularly proud of.
I'd love to hear about your journey with the company. Can you tell me about how you've advanced to your current position?
I'd love to hear about your journey with the company. Can you tell me about how you've advanced to your current position?
Take note of their answer, and later in the interview or in the following rounds, mention it as a reason why you are interested in joining the company.
Personal questions
The best people to work for value transparency over everything. They’re honest about the good and bad parts of the job. They’ll open up to you, and this will help establish trust. People also like talking about themselves. So in your next interview, test the hiring manager’s honesty by asking these kinds of questions:- If you could snap your fingers and instantly fix one thing, what would it be?
- What is the most unexpected thing you have learned while working at this company?
- What opportunities has this job given you that you weren’t able to get at your previous company?
- What is different about working here than anywhere else you have worked?
- What gets you out of bed in the morning?
- What motivates you to come to work every day?
- What made you decide to come to this company, and what do you enjoy most about the job?
- What is your most memorable experience at this company?
Professional development questions
Helps identify if you can grow at the company- What does the path to growth look like in this role and do you have any examples of people who have been promoted from within?
- I am always looking for opportunities to advance and develop my skills. Are there professional development opportunities in this role?
- How do employees earn promotions/raises?
Culture / values questions
This will help identify if you’d be a good match for the culture at the company- Who would not be a good fit at this company?
- How is work/life balance respected or encouraged?
- How does the company actively recognise and prevent employee burnout?
- I can see the company’s culture is focused on \\. Where do you want the company culture to be over the next 3 years?
- I know [Core values] are important here and they resonate with me too. Can you share how these values show up every day in your business and how they are used to make decisions?
- Can you give me an example of the company’s values in action?
Strategic questions
- I see there are a number of new entrants in the marketplace this year, particularly [Company Name]. What are your thoughts on this? Do you see them as a threat?
- What is the biggest problem you’re facing with your customers now, and how do you plan to resolve it?
- What significant changes has the company gone through over the past 5 years?
- I saw on the company’s recent press release that there are plans to expand to North America. How is the company adapting its strategy to meet different regulatory environments?
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