When interviewing, questions from the candidate can make or break the chances of landing a job offer. No questions typically result in no job offer as it can portray a lack of interest. Irrelevant questions will make the interviewer question your focus, and questions that are solely self-serving (i.e., PTO, promotion) might turn the interviewer off. So what questions should you ask?

Although most questions should naturally flow from the conversation held during the interview, we realize that sometimes we might blank due to nervousness. We’ve prepared a list of questions to consider for your next interview. 

What made the interviewer choose to work for the company? What has motivated them to stay and what has it taken for them to be successful?

This insight will allow you to understand the interviewer in more depth and give you an idea of the company culture, its growth, and its overall appeal. If this information excites you, then you are off to a good start.

What common challenges does the team face? 

Asking this question will help paint a clearer picture of the day-to-day and how you can help the team strive for desired results. It can also raise any potential flags if the challenges are impossible to resolve. 

What happened to the last person in this role, and how long has this position been vacant?

Knowing this information will give you an idea of expectations from the leaders. Was the parting reasoning just? Was it personal? Understanding the timeline will also provide insight into how long they have been interviewing. A lengthy vacancy can indicate the hiring manager is very particular about the next hire and can be a long interview process. 

What is the 30-60-90 hiring plan for this position?

This information will let you know if the manager has thought beyond just filling the position, and has a solid plan for success for the new hire. Not having a plan could be a recipe for failure. 

Are there any new initiatives on the horizon?

New initiative equals company growth and growth typically means more opportunities. Clarify if any future initiatives will impact the role and how.  

What excites the hiring manager most about the team?

Knowing what gets the hiring manager excited will help you understand the mission of the team more clearly and might reveal projects not yet disclosed. 

How does the hiring manager lead a team? What is their communication style?

Does the answer sync with your style? If not, this could lead to future problems and should be considered as a bad fit immediately.

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