Turning the Interview Table

Every Interview is a two-way street. Having a well-prepared bank of questions is a crucial part of the recruitment process and will impress the interviewer and may give you the edge over your competitors.

When the tables turn and the interviewer asks “Do you have any questions of me?” take advantage of this opportunity to further demonstrate that you are interested in the role and the organisation you are considering joining. It is important that when you both walk away from that interview you are both confident that you are the best person for the role.

Below are just a few questions you may want to add to your recruitment process bank.

There are many questions you can ask and I could easily write a book full of them. The key is researching the organisation and the role and then prepare, prepare, prepare.

Below are just a few questions you may want to add to your recruitment process bank.

Who do you think would be the ideal candidate for this position, and how do I compare?

This question is a quick way to reinforce that your skills align with what the company is currently looking for or skills that you may need to focus on developing.

Who would I be reporting to and what is his/her management style?

This question both assists in determining if the management style fits with your preferred management style to ensure success for yourself and the organisation.

How would you describe the organisations culture? And what are some of the soft skills I can bring that will best fit that culture?

Whilst the organisation’s website will provide some insight into their culture through their values and corporate philosophy, asking this question directly can often provide additional insight into the culture and management values and helps you to evaluate if you would fit in.

What do you like most about working for this organisation?

This question is important because it lets you “create a sense of camaraderie” and may give you a chance to get an insider’s view on the best components of working for this particular organisation.

What do you consider the key challenges are in this role?

This question demonstrates your desire in being proactive in wanting to understand and meet challenges before joining. Additionally, this question allows you the opportunity to determine if the challenges of the role align with where you see yourself in the role.

What type of employee tends to succeed here? What qualities are the most important for achieving success and advancing within the organisation?

This question shows the interviewer that you care about your future with the organisation and that you are both ambitious to continue to grow and add value. This question may also help you decide if you’re a good fit for the role and organisation.

Will I have an opportunity to meet those who will be in my team during this recruitment process?

Getting the chance to meet with potential teammates and managers has become an essential component of any professional interview process and can be crucial in your overall assessment when considering your offer.

Where do you see the organisation in three years and how would the person in this role contribute to this vision?

Asking this question will show your interviewer that you can think big picture, that you’re wanting to stay with the organisation long-term, and that you want to make a lasting impression in contributing to the organisations success.

Is there anything we haven’t covered that you think is important to know about the role and organisation, or any other questions you may have for me?

This question gives both you and the interviewer an opportunity for pause and to consider other questions or to elaborate further on questions asked to this point in time.

Can you tell me what steps need to be completed before you can generate an offer?

Any opportunity to learn the process moving forward is crucial information for you.

Asking about an “offer” rather than a “decision” will give you a better sense of the timeline because “decision” is a broad term, while an “offer” refers to the point when they’re ready to hand generate a letter of offer.

By Mirleen Chinnery – Rusher Rogers Temp Consultant

mirleen@rrhr.com.au

Share this post

Share on facebook
Share on linkedin
Share on twitter
Share on google

Connect with us

Latest Blogs

Newsletter

Fill in your details below to sign up to Rusher Roger’s weekly wrap-up report on what’s happening in the world of Rusher Rogers, our clients, our candidates and the recruitment market.