It is my contention that interviewers learn as much about you from the questions you ask as from the answers you give to their questions. It is crucial that you have intelligent, well thought out questions to ask. Never say no to Do you have any questions for me?
Your questions should indicate that you understand the role and are knowledgeable about the organization. Picture yourself in the job – what would you want to know. I like organizational questions. Can you please tell me about your organization – how many employees and what are their roles? You’re asking for a verbal org chart. What would you say are the strengths of your team? What’s working well? Where are the weaknesses, areas where you can use some help? Depending on the answer, this is a good time to explain how you may be able to help them in those functions. What other departments does your team [or this role] interact with and how is that going?
Another excellent way to convey what you know about the organization is to preface your question with something you’ve learned from your research. I understand that name-of-company has made a number of acquisitions in the past year. How have these impacted your team? From what I understand, your leading competitors are X and Y but that you are gaining market share. What would you say is your competitive edge?
There are some questions that you should not ask, specifically something negative like, I’ve noticed that name-of-company’s stock has been declining steadily. What’s wrong? If you’ve received an offer or getting close to it, then you can do more due diligence prior to making a decision. I advise my clients not to ask about company culture and I receive a lot of pushback. I ask them what it is they really want to know. Companies like Google that have distinct cultures they’re proud of have made it well known and/or will offer it to you without your asking.
Are you wondering about benefits and perks such as a game room and catered meals? Are you wondering if working long hours is expected on a regular basis? You already know that neither of these are questions you should ask in an interview. What’s more important is how the interviewer will interpret your question. There’s too great a chance there will be a miscommunication. Learn the culture by doing research, both online and talking with people who work or have worked there. Even better, make it a point to pay attention to what’s going on in the office when you’re on site. Ask the people you meet what they like/don’t like about working there.
Overall, you should stick with questions like those above that relate to the job and company. You’ll come across intelligent and thoughtful. Good luck!
Mauri Schwartz is President/CEO of Career Insiders, a career management and talent acquisition consulting firm. She speaks frequently at business and professional conferences and career panels. Her favorite client update is, “I did everything you told me to and I got the job!”
Career Insiders’ Talent Acquisition services are focused on executive and senior management level positions in sales/marketing, finance, technology, corporate legal, and HR.
Mauri has an MBA from the Haas School of Business, University of California, Berkeley and a BS in Mathematics from Tulane University. Career Insiders has been certified by the City and County of San Francisco as as a Small – Local – Woman-owned enterprise S/L/WBE. Contact Mauri directly at Mauri@CareerInsiders.com.