This is something most people don't invest enough time in preparing. Yet this could tilt the scale in your favour. So here is a list of some of the most common questions you should select, write down on your notepad & take them with you to your interview.
So this discussion typically starts off with, “Do you have any questions for me?” If this does not come up until the end of the interview than don’t be shy to ask yourself, “I have a few questions about the role.”
What is the reporting structure for this role?
This is a very simple question to start off your discussion.What you are trying to establish here is the organization chat around your role, who do you directly report to, does this role have any dotted lines reporting to other people and who directly reports to you.
Which strengths would be the most useful in this job?
If the interviewer has not expressed this, it is important for you to find out what skills you currently have that will best serve this position. This is also an important question for ‘expectation management’, to make sure that the hiring manager and you are on the same page. If the hiring manager see a potential in you, than what is that potential.
What should be the top priority of the person who accepts this job?
This is again an important ‘expectations management’ question and will give you some level of transparency on what you need to do to be successful in the role.
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What do the most successful new hires do in their first month here?
What you are trying to understand here is how you can hit the ground running. This question will help you replicate the patterns of success by the most effective performers.
How will you measure success in this job?
This is a great question and shows the interviewee (hiring manager) that you are goal oriented. However don’t be shocked if you don’t get the right answer. Don’t rush or change the topic or ask your next question yet. Let the hiring manager think of the answer before you move on. It is important that you get a few pointers.
What are the challenges that one might come up against in this role?
This question indicates that you are already seeing yourself in the role and thinking of ways to address those challenges. The response will help you better understand the difficulties associated with this position. It will also help you if this role is the right fit for you.
What is the biggest challenge the team has faced in the past 6 to 12 months?
An interview is a selling opportunity for both the job seeker and employer. Both parties paint a perfect picture of what this marriage will look like in the future. However the reality can be different and asking this question will help you uncover that reality and understand if this role is for you or not. You will most certainly face the same challenges should you decide to join.
Why did you join this company?
This is a game changer question and puts the interviewer in the spotlight. The response will give you insights on what motivated the interviewer to join and what the company offers its employees.
What keeps you motivated to stay in this company?
So we are assuming that you have already researched the company and the interviewer by now (before your actual interview). If the interviewer has been in the organization for few years than it makes sense asking this question. It will help you understand company insights, how the company treats it employees and what motivates people to continue working here.
What is the longest and average employment age of your employees?
Subsequent to the above question, this question will also help you understand the stability of the company, how it treats its employees and what motivates people to stay. It will also help you establish the culture of the company. For example if the average employment age of the employees is 2 to 3 years, this could either be a startup or high-turnover red flag.
Do you have any questions or concerns about my qualifications?
This question shows you are open to critical feedback, you welcome it. It also gives the interviewer the green light to ask about any of the things holding them back from being 100% onboard with hiring you.
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