The Second Most Important Question(s) to ASK in Any Job Interview

Important Job Interview Questions.jpg

Every job interview has distinct sections:

  1. Introductions and review of the agenda

  2. Interviewer led discussion to evaluate the candidate against standards of the role.  Discussion is initiated utilizing the company’s interview questions and continues until interviewer determines if the standard is met

  3. Interviewee led discussion where the candidate is allotted time to gain insights.     

Having interviewed thousands of candidates over the years and in speaking with multiple hiring managers, the approximate ideal percentage of time spent in each of these categories should be:

  1. Introductions - 5%

  2. Interviewer led - 70%

  3. Interviewee led - 25%

My observation is most candidates will have some level of preparation for the first 2 sections. They have prepared by reviewing the position, thinking through their background, practiced answering questions, etc. The section that is often overlooked in being fully prepared is section 3 – the interviewee led section. It is critical to prepare just as diligently for this section as the others!

I recently polled several hiring managers to determine the best questions they recently have been asked by a candidate in the all-important 3rd section. As I suspected, there is a growing trend of candidates not asking questions at all or asking questions that give them no insights beyond what they otherwise could find with a few searches on the company website.  This is a major mistake. The hiring manager is offering an opportunity to ask questions and expects questions to be asked.

In my informal poll of hiring managers, it was confirmed to me that each manager always asks all candidates, “What questions do you have for me?”  Any questions are allowed. A time limit may be imposed if needed depending on scheduling limitations. They are doing this for a reason. They want to see the candidates’ level of curiosity, preparation and willingness to ask for the job.  The sad reality is that candidates are wasting an opportunity to learn about the person who might be their team leader, the company culture and the future of the company. These are important factors that a candidate needs to know in order to decide for themselves if they indeed want to work for this organization.

A sad finding from my informal poll was that the hiring managers didn’t have any examples of good questions from candidates.   What a missed opportunity on the part of the candidates! I was, however given plenty of examples of stupid questions posed to the hiring manager.  Things like—

  • How much vacation will I get?
  • What is the sick pay policy?
  • Do you have a softball team?

And several others that made my head explode…

Simply reviewing the company’s website and social media outlets would give you the answers to each of these questions.  Don’t waste your time with questions that do not advance your chances of success.

The 3rd section is another time to shine in the job interview! Be courageous and bold!

Four key areas to inquire about:

  • Ask the hiring manager questions about themselves.  This is an opportunity for him/her to share things that will give you deeper insights into them, their management style, team culture and importantly their ability to develop you as a new team member.  People love to talk about themselves. Give them the opportunity. It shows your interest in them as a person and is appreciated.

  • Ask questions about the future of the company.  These questions give you a deeper understanding of what is really going on within a company.   How they choose to share things about the company is telling, so pay close attention to the non-verbal aspects to this answer.  If the company is in a precarious situation, they will not be allowed to confirm this but their body will scream it out!

  • Questions about team member development are a good road to travel as the answers will allow the candidate to assess if the development and training available is a good fit for them

  • And of course…please ASK for the job.  

Below is a list of Section 3 questions I invite you to consider asking at the end of a job interview:

  1. Who had the biggest impact on you (addressing the interviewer) and would you please describe the impact

  2. Who is your mentor and why?

  3. I have read the publicly available data on company culture; please describe the culture you want to build on your specific team.

  4. What has been the most influential element in helping the development your career thus far?

  5. What motivates you as a team leader?

  6. I looked on your LinkedIn and I see you have been there for 1 ½ year, what has been the most pleasing, surprising thing you have learned in that time?

  7. Where do you see company in five years?

  8. What is your management style?

  9. What is best question you have ever been asked and why?

Remember, asking for the job is the most important question to ask in any job interview. Click here to learn the best way to ask this question in your next job interview.

My point here is simple: the interviewee-led portion of the interview is often the area that sets a candidate apart from other candidates. Questions designed to gain knowledge and insights can be invigorating information to use in your final close. Don’t waste this opportunity!

I offer a free ½ hour introductory job interview coaching session. Contact me today to prepare for your tomorrow!

Thomas brown