“Do you have any questions for me?”
If you’ve done even just one interview in your whole life, then most likely you have been asked this question. Out of all the interview questions to prepare for, this one is probably the most forgotten about. We spend hours coming up with the perfect answers to prove ourselves as assets but never come up with questions ourselves.
In job interviews, we typically think we should be the one answering, not asking. But when you get towards the end and the hiring manager asks if you have any questions and you say no, you are also saying no to making a good impression. Asking thought-provoking questions displays, you took the time to research and prove your investment in the job.
There isn’t an exact amount of questions you should or shouldn’t ask but generally aim for around three to four. As you ask your first couple of questions, you can gauge if it’s appropriate to ask more. It’s better to be over-prepared than under in case the hiring manager has already answered some of your questions during the earlier stages of the interview.
What does a typical workday look like?
If you are going to be spending every day at this job, you want to know what your days will look like. Job descriptions typically include a relatively long list of responsibilities, so you’ll want to know what tasks you will spend most of your time on.
What are the biggest challenges someone in this position would face?
As much as you want to know the good, you want to hear the bad too. This question can earn you information that isn’t located in the job listing. There might be particular challenges you aren’t equipped for, so you want to know what you’ll be dealing with.
Are there opportunities for professional development?
Throughout our careers, we all want to grow and advance. The company might have learning and development programs or have a major focus on internal hiring to allow for advancement. If you get the sense that the company doesn’t invest in their employees’ development, you’re most likely signing up for a dead-end job.
Based on past employees in this position, what differentiated those who were good from those who thrived?
Out of all the questions in this list, this one will probably make you stand out the most. Almost anyone can be decent at a job if they try hard enough, but you want to be more than average. Hiring managers are looking for employees who don’t want to just be good but are motivated to excel.
What do you love most about your job?
This question is just one way to get a feel for the culture by addressing the interviewer directly. Your interviewer should come up with at least one thing they like about their job or what they like about the company. Someone who genuinely likes their job should have no problem thinking of answers. And even if they give you an answer, look out for body language and those little nuances that might give away what they aren’t actually saying.
Is there anything from my resume that makes you question my competence for the job?
This question might feel scary to ask; however, it displays your investment in the job that you are willing to understand. If the interviewer does have concerns, this is your moment to clear anything up or learn for next time. This question is best saved for the end to help gauge your outcome.
What is your timeline for hiring for this position?
It’s fairly common practice for companies not to notify candidates if they are rejected. This is purely a logistical question to give you a benchmark of when you should hear back, and this eliminates any surprise or anxiety about if a decision has been made yet or not. If they give a two-week timeline and three weeks have now rolled by, you can consider following up with the hiring manager to check-in.
Additional questions to ask your interviewer:
How would you describe the company culture? Are there certain types of people who thrive more than others here?
What is the onboarding and training process look like?
How do you measure success for this position?
What are the company’s current goals, and how will this role contribute to the success of these goals?
About Live Assets | IT Staffing Solutions
Live Assets is a boutique IT Staffing/Recruiting firm specializing exclusively in building IT teams of excellence for the Information Technology sector.
We are a small, but productive team that works closely together and has had a 97% success rate for the past number of years!
We have a diverse number of clients and industries and focus on both full-time and contract I.T. opportunities.
You can find out more about our company on LinkedIn – Twitter – Facebook –Youtube – Glassdoor