Job interviews are inherently scary encounters, particularly if you’re currently out of work or will be soon. As the candidate, we can feel powerless. We can feel under so much scrutiny. We can feel like we’re not good enough and that we have to prove that we are good enough.
What you may not know is that the interviewer might be nervous as well. They need help — their need is strong enough that they convinced their leadership to spend more money, on the salary, on the candidate search, on their own time spent in interviews. The interviewer needs to get this right as well.
They dread making a bad choice. They dread hiring the wrong person, someone without the right skills, attitude or demeanor who will be a terrible fit in their organization. A bad hire can cause disruption, cost money and force the hiring process to start all over again.
So while you might feel powerless, you actually have power during this process. You have a choice to make as well. You should ask questions to discern whether or not the company, the role, the team is the right fit for you.
Here are three sets of questions that you can ask to get to know the organization better, before you join:
- Why do you stay? What is your favorite part of your company? What is your favorite part of the role?
Attempt to make this question as personal as possible. If you have panel interview, ask each person the question slightly differently to illicit a variety of views. - Why are you hiring from the outside and not from within the company?
- At the end of six months, how will we measure my success in this role? What is the best possible outcome that you’re hoping for at the end of my first year with you?
Save the questions on benefits until after the offer comes through.
Focus on whether or not you’ll be happy and successful on the team.
What questions do you like to ask?
