As you go into any interview, it's important to remember that you aren't simply going there so a hiring manager can decide if they want to hire you. You're also going there to decide if you actually want the job. It's best to try and think of an interview as more of a conversation around fit. It's a way for everyone to come to a consensus on whether this potential business arrangement benefits everyone.
Too often we work to become expert salespeople in a job search situation. We try to get everyone to like us, to get hiring managers to buy what we are selling; ourselves. It's good to put your best foot forward. It is a competitive endeavor. Don't forget though, it's much more important to determine a good fit -- than it is to get just any offer. Otherwise, you might just sell yourself into a situation you'll be selling yourself out of again in a year.
Here are five questions I ask at every interview to help me decide if I want the job or not.
What is your management style?
It's direct and straight to the point. You can ask the manager this question but you can also ask others on the team about the hiring manager style as well.
Earlier this year, one of my clients told me about an interview in which she asked this question. The manager responded openly and with pride, "I'm a micro-manager, I like to be very involved in the day-to-day of the team. I expect everyone to work seven days a week and not take vacations. Oh, and also, I have a really bad memory."
Um, those are three bright red flags if you ask me.
You'd be surprised what people will volunteer if you ask them candidly. The important thing is to make sure to actively listen to their answer. A bad manager can make life rough so know what you're signing on for. I personally wouldn't work for this manager for a bag of gold.
On the other hand, I've also had people claim that the hiring manager was "the best manager they've ever had". That's a pretty ringing endorsement.
What is the culture of the team?
You will spend almost 2000 hours in a year with your co-workers. It's a good idea to know what they are like. Are they collaborative or competitive? Are they inclusive? Are they serious or a bunch of kidders? Do they have a growth mindset?
When I first interviewed at Intel Corporation for a role as a data analyst on a smaller start-up team, I asked this question. They were very awkward in answering but explained to me that they took their work very seriously. Even though Intel is a large company, this specific small team was focusing on an entrepreneurial effort that required agility and willingness to do things outside of the defined job scope. Oh, but they also loved to have fun and sometimes shoot Nerf guns at each other over the cubicles to keep things lighthearted. When I got the offer I accepted it.
Guess what? They were very awkward introverts, but also great team players who all took ownership of the larger project and not just their individual roles... they sometimes shot Nerf guns at each other over the cubicles as their idea of fun. I hated the foam arrows periodically zipping by. But, I eventually grew to love these nerds and I consider some of them personal friends now.
It's good to know what type of environment you thrive in. This question gives you a little window into team dynamics. Also, the culture of the specific team may differ from the company as a whole, especially in the case of large multinational organizations. The people you will actually work with every day will most shape your experience.
What are the top three challenges for this role in the first year?
Instead of asking about tasks and responsibilities, the answer to this question gives you insight into what problems you will actually be solving. This strikes at the heart of why they are even hiring. They don't need someone to fill up space and time, they need someone to solve problems.
Based on the answer to this question, you can then respond with an example of how you've solved a similar problem in the past. It's an opportunity for you to weave in an accomplishment story that demonstrates you have the skills to do the job.
Take note of these challenges and mention them in your thank you email along with how you plan to tackle them when you're on the job. It shows you understand the role and can hit the ground running.
What concerns, if any, do you have about my qualifications for this role?
Ask this question near the end of your interview. Boy, I love this gutsy question because it forces the interviewer to think critically in the moment about how you match up with requirements. Plus, it gives you an opportunity right then and there to address any concerns they might have.
But, you must also be able to think on your feet and have a ready answer that addresses their doubts. You must be mature and emotionally ready to manage the situation. You can't take offense if they tell you why they don't think you quite match up. Instead, you need to be ready for a response that demonstrates that you actually do have the skills and experience they are looking for, "I'm glad you said that because actually I do have experience in XYZ. For example..." Or, you can demonstrate that you have thought about the gap yourself and can address it in some way.
Asking this question gives you an opportunity to counter any incorrect assumptions they have about you during the interview instead of hearing about it after it's too late and they've decided to go with someone else.
When can I expect to hear from you again?
If I had a dime for every time I've had a conversation with a client about when to follow up after an interview, I'd be rich. Save yourself the stress of wondering and just ask. If they say they will make a decision next Friday, you can relax knowing you likely won't hear from them until then. If next Friday comes and goes without a word, you can confidently send a polite update request without fear of being a pest. They may not give you a definitive date but they may give you a ballpark time frame to work from.
Realize that we all often fall victim to the planning fallacy too. Meaning, that the hiring process may take longer than they originally estimated. Any communication is a good sign, even if it's not an outright offer, so try to keep the conversation alive. It's OK to send a concise follow-up email if you haven't heard from them in a while.
Bonus question: May I have your email address so I can send any questions directly to you?
If you don't know the hiring manager's direct email and they don't think to offer it in the interview, ask for it. You may think of a question later. You always want to send a thank you note. You might need to follow up on the decision process. Make sure you have a direct line of communication with the decision-maker when possible.
Whatever questions you ask in an interview, make sure they will yield insights that help you to make an informed decision when you get the offer. An interview is not so much about winning against the competition or being liked, it's about finding a mutually beneficial fit.
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