5 Pointed Questions to Ask in Your Next Job Interview
—because what you ask is just as important.
Do you have any questions for me? Is there anything else I can help answer for you?
For many, the end of an interview often feels like a wrap-up. With little time left to delve into thoughtful discussion, these final questions often feel like mundane pleasantries. There is nothing more frustrating than hearing “I’ve got a hard stop at 3:00” when you have a page full of questions you’ve thoughtfully prepared for the interview. Unfortunately, it is not uncommon for a candidate to get to final-round interviews and still feel ill-informed about the company or position. For many, the interview rounds may feel more like a press-conference than a two-way conversation.
I am a firm believer in the interview process being an even playing field—akin to speed dating (hopefully without the awkward conversation and strong cocktails). It’s important that both parties have an opportunity to get to know each other well-enough in a condensed period of time. After all, isn’t it just as important for you to vet the employer as it is for the employer to vet you?
So, how can an interviewee “cut to the chase” and gather insightful information without making the interviewer feel in the hot seat? Below are some pointed, yet polite, questions that can help you get the job (done) and hopefully spark some great conversation.
1. What was the most memorable portion of my resume, cover letter, or position application?
This is a great way to not only gauge the company’s screening process (did they actually read that cover letter they required?), but it also provides insight into what the interviewer finds interesting or values most. For example, I once interviewed and was offered a position with a company for the role of Director of Human Resources, which nicely fit my background and area of expertise. However, what the company perhaps didn’t realize was that I also have a dual degree in Art History, along with a strong interest in design and fine arts. My resume was an opportunity for me to flaunt my creative side. I enjoyed the process of designing the layout and carefully selecting the color palette. When I asked this question of the owner and interviewer, her response was “your resume is one of the most aesthetically beautiful that I’ve come across”. I was elated! Not only did she have a similar appreciation for the arts as I did, but she also valued a creative mindset in her selection process—a telling piece of information.
2. How would my personality and skillset match with my manager’s— what areas would we collaborate best (or least) on together?
This is one of my favorite questions. Although it could be difficult for the interviewer to answer (even more-so if the interviewer is the potential manager), it provides great insight into the manager’s personality and relationship management skills. In addition, it can also reveal whether or not the interviewer has a strong understanding of self and others. Did the interviewer assess your personality accurately during the interview process? Can he/she easily identify a colleague or manager’s strengths and weaknesses? Does the interviewer appear to have hesitations answering the question? All good tidbits for you to gain a deeper understanding of the workplace dynamics.
3. Is there anything in the way of you hiring me?
I must admit, this is a question I once heard from the fabulous Barbara Corcoran. Although I’ve never had the opportunity to ask it myself, I appreciate how direct it is. In asking a question like this, you can gain valuable knowledge of your areas of improvement or you can indirectly challenge the interviewer to provide candid feedback or praise. All win-wins, no matter the answer.
4. Will I have a chance to meet with any of my direct reports or colleagues as part of the interview process?
If the answer is no, run the other way. Simple as that.
5. If you were CEO for the day, what would you change about the company?
Such a great question. All companies have flaws—and, if they’re a great company, they have flaws that they’re willing to discuss and own up to. While an interview may not feel like the time or place to chat about problems, it’s important for an interviewer and a company to be up-front about the areas for improvement in the interview process. When asking this question, think about the following: How transparent is the leadership team? Can employees express their thoughts and ideas freely? Is the company open to negative feedback? Does the interviewer appear pessimistic or optimistic about solutions to the issues?
By asking well-formulated questions during an interview, you have the power to unlock greater insight into the company and its people. Don’t be afraid to ask for more time or another opportunity to discuss your potential role. It’s equally as important for you to make an educated decision as it is for the interviewer to screen you for the position.