Without a doubt, a candidate who asks strong questions during the interview process will have a better chance at landing their job of choice. No employer wants to sit through a one-sided interview. When the candidate asks questions during the interview, it helps to create more of a conversation, allowing both parties to learn more about the other’s motivations, needs and work philosophies. See below for a list of strong questions to look for from candidates during the interview process:
- What important skills will I need to be successful in this role? This is a great time to divulge on soft skills that wouldn’t be in a job description. Share if your company would prefer self-starters, team players or the ability to multi-task.
- Why does this role matter to the growth of the company? This question helps to explore the engagement levels. Is this individual more comfortable in low or high-impact roles; in front of the action or behind the scenes?
- How does the company measure success? Identifying how progress in the position is measured is important for candidates. It gives a better idea of whether or not the candidate can be successful. They might wonder about what deliverables will be expected on projects or what the work habits of top performers were.
- What are a few important factors considered when evaluating my performance? This is an area where the candidate can tell what will determine their success. Not having a straight answer could mean uncertainty in evaluations of employees.
- What would you expect from me this month, in three months or in a year? As an employer, you might have a trajectory in mind for the role. This allows the candidate to see if the pace requested by the employer is doable.
- What role will I fill? The job title for a position will only share so much. If there is an opening on a team, the candidate will be filling a void. Is your company seeking an ideas person, a mentor, a creative master or a rule follower? It is important to be specific with the “who.”
- What is your mission? Most employees are happy when their goals align with their employers. This is a great time to see if both parties are seeking the same thing.
- Why did you choose this company? No better way to see where the draw for the company is than why you, the interviewer, chose to join the company.
- Will there be any form of training provided? What type of company are you? Do you continue to educate your employees in order to further their skills?
- Are there many professional development opportunities within the company? Similar to additional training, professional development opportunities, if offered, will show how your company hopes to further its employees.
- What are some of the biggest challenges / successes facing the department currently? This will allow the candidate to see where your company currently sits. They can see where they might be able to contribute if they can see your strengths and pain points.
- How would you describe the culture of the company and workplace? Being comfortable, as an employee, at a company no longer just means you enjoy or like the workload. Having a relatable culture and environment will help persuade candidates and allow them to decide if they could be a strong match.
- How does company leadership demonstrate its commitment to employees and the business’s success? This candidate is likely interested in the overall success of the business, in addition to continued personal success. This is where employers could divulge about strategic planning and employee strengthening.
When a candidate comes into an interview having researched the company to gain a better understanding and has questions to ask the interviewer(s), it shows a vested interest in the company. This is a great opportunity to share the highlights of your company that a job and company description might not offer. A true job interview should be both and interview of the candidate and the company. The best hires will be a true mutual selection.