Job interviews can be some of the most time-consuming and stressful 45-60 minutes of your life. As soon as you have successfully provided ‘tell me about yourself’ Offer and answer specific questions about your role gracefully, power shifts to you when the interviewer asks, “Do you have any questions for me?”
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I often wonder if there is a definitive answer (or in this case, the question) to this problem. What queries are effective uses of both interviewers and interviewees’ time? Is the invitation just a formality? And what questions should I avoid asking so as not to give the interviewer a bad impression of me?
I reached out to HR professionals to learn more about how to best handle this classic end-of-interview question, and now I present to you five golden questions you should ask any hiring manager. Which use and three questions you might want to avoid.
Why are your interview questions important?
Before we get into the questions to ask, it’s important to understand why it’s important to ask questions. As cliché as it may sound, a job interview is a two-way process in which both you and the company are choosing to invest. So take the opportunity to ask at least one question that will help you determine if the company is a good fit for your position. friend.
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“[An interview] The company is trying to determine if the candidate is the right candidate for the job, but the candidate must also ensure that they can be successful at that company,” said Dr. Janet Lenaghan, Dean for know. Frank G. Zarb Business School at Hofstra . University.
Five questions you should ask in an interview
Transitioning from interviewee to interviewee can be awkward, but asking a more reflective question can be a great way to ease the transition while helping you learn more about yourself. One of the most important aspects of a company: culture.
Principal Valerie, VP of Human Resources at Ping Identity, suggests starting by asking, “What do you like most about the work culture? What’s most unique about it?”
“Although it’s a bit of a light-hearted question, it’s still a good question to help keep the conversation flowing while also telling you what’s so special about the company’s leadership style,” said the principal.
It’s important to ask questions, but make sure you’re not asking questions that can be easily answered by a quick scan through the company’s website or social platforms. Instead, show the interviewer that you’re not just invested in a particular position, but know enough to ask about the entire industry.
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According to Dr. Lenaghan, it is important to perform an “environmental scan” to understand what is happening in the industry and what is coming. What do these larger changes mean for your potential role and workflow?
This question may sound basic, but it’s another great way to build an emotional bond between the two of you. It can also open the door to further networking with the interviewer. For example, you might share similar interests and motivations for wanting to work at the company.
The principal suggested asking, “Why did you join company XYZ?” or “How have you grown since taking your position?” Your interviewer’s account of their journey might make you think of something you’ve never considered before.
Accepting a job offer only ends the interview process, but success in the role should be your ultimate goal; that is also the last hope of the owner. To show the interviewer your initiative, ask what success looks like.
“I think it’s just a great prism to start with, whether you’re a hiring manager or a potential candidate, to really understand what accomplishments will earn me an ‘Excellent’ score in my performance review,” said the Principal.
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Asking these questions may seem presumptuous at first, but they show confidence and motivation. Also, it’s good to have an outline of expectations before you go any further in the process or accept the position.
“That makes candidates look good, because hey, they want to be successful,” adds the Principal.
Even if you believe the role and overall culture are a good fit, it’s important to have a better understanding of how your team works.
“What can they expect from the company? What can they expect from the culture is also very, very important. How did the team work together? How were the players? Their meetings How did it go? What were the expectations? That’s all very important,” said Sue Swan, Human Resources Manager at Global summus.
With Remote and hybrid work becomes the new standardYou also want to make sure you have a team structure so you have the support and communication you need to work effectively remotely.
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“For you to feel involved and that you’re involved, it helps to understand the specific software platform(s) — is it Zoom or Teams — you’ll be using,” Swan said.
Three questions you shouldn’t ask in an interview
While you should always have a dedicated question or two at the end, the following are considered “not recommended” by HR professionals — at least during the early stages of the interview.
1. How long do I get off the bus?
While this can be a tough question, it’s not the question you want to ask — especially if it’s an initial interview or initial screening call.
The principal said: “I always thought it was a bit of a dangerous sign when you asked about things like time off and you don’t even have a job. However, it’s important to make sure you’re not overdoing it. So instead, ask, “What does work-life balance look like?” This question is not only better worded, but also an opportunity to learn more about the company culture.
2. Anything that can be easily found on the company’s website
Asking something that can be easily found on the company’s website can give the interviewer the impression that you’re not serious about the company or that you’re unprepared.
“Make sure your questions are ones that you can’t answer by doing your own research,” says Lenaghan.
For example, if the company’s website has a mission statement, don’t ask what the company stands for or what it values most. Instead, you can ask how the company upholds its values, while also mentioning specific ones, to show that you’ve done your research and are interested in learning more.
3. For primary screenings: How much do I get paid?
Whether on their website, initial job listing, or discussed in the later interview process, most companies will make an effort to disclose salary scales and benefits — more than ever.
While it’s important and fair to ask about salary and benefits, there’s actually a “best time” to ask more about it. However, during your first screening, focus on questions that show you’re passionate about the role and not just there for the money.
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“We really wanted to focus on what the role is, not necessarily the compensation and PTO, at least in the meeting,” said the principal. Of course, if you find yourself wanting more clarification as you move forward in the interview process, ask questions rooted in curiosity. And understand if the hiring manager may need time after the interview to give you the right information.
“[Compensation questions] not bad questions to ask, but it’s their approach to asking questions. Sometimes we have to take the time, go back and clarify what we have to offer and make sure that candidates understand the feedback,” says Swan.
