At the end of an interview, it is usual for hiring managers to ask – do you have any questions for us? The most natural response for most candidates is to shy away and say - no, not right then or that all their questions have been answered during the interview, and then leave.
Up until the end of the interview, the panel and the hiring manager have been asking you questions to decipher if you have the right skills for the job. In the end, you get the opportunity to ask your questions and clear your doubts. This is the time for you to evaluate if the organisation is a good fit for you or not.
It’s a good idea to grab the chance and ask questions. Doing so would also help you in the following ways:-
- It shows you are serious about your career as taking a job in any organisation impacts your growth.
- You have done your due diligence about the company, the role and its culture.
- Gives you insight to decide that the role you have applied for is the right one for you.
Types Of Questions To Ask
Let us understand the type of questions you may ask at the end of your interview.
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Role-Specific Questions
In an interview, you have to make the panel see you working well in the role that you have applied for. This is achieved by giving examples of what you have done but also by what you can do. Thus, understanding the demands of the role becomes significant. This can be accomplished by asking the following questions.
What Is The Most Important Part Of This Role?
Asking this question implies your drive to be successful at your job.
When you pose this question, you give yourself a chance to showcase the skills that you have which match the desired skill-set and may not have been discussed in- depth during the interview nor highlighted on your resume. It is also a chance to identify the skills gap so that you can work on those desired skills for the future role.
This question also provides a window to look at the culture of the organisation in terms of what’s expected of the candidates by the team, the employees and the company in general.
What Are The Growth Prospects In This Job?
This question shows your desire to stay in the company for a long period of time, given that both your expectations are aligned with each other’s. Also, in addition to giving you a picture of what your growth in the company shall look like, it shows your willingness to give what it takes to move up the career ladder.
What Do You Want The Person In This Position To Accomplish In Their First 30,60, And 90 Days?
This is a strategic question that helps you devise your plan and your response shall let the interviewer envision how you will accomplish what they want. Siginifying what you might have to do in order to be successful at the role, the answer will also showcase the challenges the one playing the role may face.
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Culture-Specific Questions
This is your chance to understand if this is the organisation you will be proud to work with. It is one thing to read about the values and mission statement on the company’s website, but is everything that you read on paper being implemented in everyday business life? It's important to know if the organisation is walking the walk and not just talking.
Why Has The Previous Person Been Successful In This Role?
This question will help you get an insight into what is valued the most in the organisation.
A healthy work culture is a prerequisite for good performance and career growth.
If the answer is something along the lines of – dedicated to work six days a week and works even on Sundays – then this could indicate a red flag for the company doesn’t seem appreciative of having a healthy work-life balance.
However, if the answer points towards promotion against good work, then this is a good sign of a company that rewards performance.
Why Do You Like Working For This Company?
This question will help you get a perspective of the work environment of the company.
A healthy work culture is a prerequisite for good performance and career growth. This question will not only help you build a connect with the hiring manager and recruiter, but also tells you what it would feel like to work in a team in the company.
Closing Questions
These questions help bring closure to the whole discussion and let you clarify any hesitation that the hiring manager may have over your application.
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What Are The Next Steps In The Interview Process?
This question determines the timeline of how long it takes and when you should follow up. If this wasn’t already specified and you still have no clarity about the further process, it will be a good idea to ask this face-to-face rather than following up later on mails or calls.
Is There Anything I Can Clarify For You?
This question helps to clear doubts about your candidacy and shows your presence and investment in trying to prove yourself. If some important information about you or work experience remains to be highlighted, you may do so in the end since information presented at the end is likely to stay longer in the mind of the hiring manager.
Could You Help Me With Some Feedback About My Interview?
As a fresher, asking for feedback will only work in your benefit as you would be learning through constructive criticism and honesty. It shows you are open to and can handle feedback. The insights from the hiring managers directly can help you to prepare better for further rounds or opportunities in different organisations.
Make sure that you don’t ask questions that could be answered by visiting the company’s website or by a quick net search. Only ask mindfully, in a way that your questions are also a chance for the interviewer to know you more. Your goal is to leave a memorable impression on the hiring managers and you can easily do this by having five to seven questions prepared for them.
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Don’t forget to thank the interviewer for their time to answer your questions and interviewing you.
Parisraja Bajpai is an Organisational Psychologist, with extensive experience in talent acquisition, talent management, employee counselling, employee engagement, training and development. She is currently heading the HR department at Futopia Global Pvt. Ltd. The views presented in this article are solely of the author and do not represent those of the organisation they are associated with.