The questions you ask the interviewer are equally as important as the questions they ask you. In this video, Valerie Sutton explains how to form questions by using behavioral techniques that will allow you to determine the work culture, what success will look like and how you might interact with colleagues. It is your chance to interview the interviewer.
- Usually at the end of an interview, the person interviewing you will ask what questions you have for them. It is a big mistake not to have questions prepared. This shows you're not interested in the position at all. I often work with people who find it hard to come up with these questions. If this is the case, a good way to think about it is that it's a chance for you to interview the interviewer. It's important to ask the right questions of each person who's interviewing you. For instance, if it's a screening interview with a human resource manager, then asking about how the team collaborates is not the best question, but asking them about the overall culture is a great question, so each person that you interview with, you should have a separate set of questions.
A great way to form these questions is in the behavioral format. It's hard to cover up a bad environment when you are asking specific examples. Even if they want to fake it, you'll be able to tell from their body language that they have no confidence in their answers. The specific questions you ask should be about determining your fit in the work environment, how your colleagues and boss will work with you, and what success looks like in the position. Think about the things you didn't have or wished for in the last job, and try to determine if these are available to you in the new job.
For instance, you may be looking for professional development or mentoring. You could ask, "How have you been supported "in your professional development here?" Or, "Can you give me an example of how someone "has mentored you at this organization?" This is also an opportunity to reengage in a question that you may feel you didn't do well on. For example, you may not have answered as strongly as you wished on, "What would you like to "achieve in the next 30 days?" You can return to this question, asking, "What would success look like to you in the first 30 days?" This way, you can hear their thoughts and come back and give some examples of how you can be successful based on their response.
Finally, test out the working environment. Perhaps you're looking for work/life balance. Your research indicated they have a family-friendly environment, so you could ask, "Give me an example of how work/life balance "plays a role in your position." When they ask you for questions, this is a great opportunity for you to confirm that this is the right position for you. By developing your questions based on your needs and interests, you can make a better decision about joining the organization.
- Tell me about your strengths
- Tell me about your weaknesses
- Why are you interested in our company?
- Why did you leave your previous company?
- Tell me how you handled a difficult situation
- What questions do you have?