Early in my career, there was a moment in interviews that I absolutely dreaded. After confidently answering questions with detailed responses and poignant examples, I would tense in anticipation of that awful moment: “Do you have anything you would like to ask us?”
Silence would fill the air. I would panic, trying to remember a Harvard Business Review article about insightful questions to ask, before stumbling out a query on how the team’s work contributes to organisational objectives.
I was wasting that precious opportunity. If I hadn’t already convinced the interviewer that I was competent and thoughtful, a Hail Mary question wasn’t going to secure me the job. In recent years, I have switched my approach. Those final minutes aren’t about the interviewer deciding if they want me; they’re about me deciding if I want to work for that organisation.
These are some questions that I have asked in interviews.
Q: How would you describe the team culture?
- I love an open-ended question. If I ask specifically how the manager is working to create a diverse, equitable and inclusive team environment, then I’m leading them in a certain direction. If I leave the question open, then I hear what is genuinely top of mind.
- Is the team collaborative? Inclusive? Supportive? Are team members close with one another? Do they celebrate birthdays or have fun traditions? In essence, I want to know the vibe.
Q: Can you tell me a bit about the team?
- This question is similar to the first, but in asking it, I’m looking for how the manager describes their team members. Do they speak enthusiastically and positively? Or do they give an impersonal run down of the organisational chart?
- I value strong interpersonal connections, so I’m looking for a manager who cares about their team members as both individual people and skilled professionals.
Q: Are there inclusion networks, such as a pride network? Do you know what kinds of activities they host?
- I value being part of a community in my workplace. I still remember how happy I felt at Agriculture and Agri-Food Canada when I signed up for a virtual Pride event during the early pandemic years, and to my surprise, the Network mailed out Pride Kits with stickers, buttons and postcards featuring Canadian 2SLGBTQIA+ activists.
- A green flag is a potential manager who not only knows about the department’s various inclusion networks but also enthusiastically encourages participation in them.
Q: What does success look like in this role? How do you define and evaluate performance?
- I work best when I have goals to strive toward. I want to know if I’m doing a good job: I want to receive constructive feedback when I need it, and recognition when I deserve it.
- This question is an opportunity to see if there are clear work objectives, and if the manager believes in providing feedback throughout the year, rather than just during the formal performance management cycle.
These questions will evolve, and they’ll be different for everyone. It comes down to what you value, and what you need from your work, your team and your manager in that moment.
The crucial point is that an interview is a two-way street. Claim your time, trust your instincts and make an informed decision that will set you up for success.
This article is reproduced from Apolitical.
READ MORE:
Six questions you should be ready to answer to smash that job interview
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