Job interview: The important question
Don’t bypass a chance to show you’re interested
Your interview is progressing well. You’ve concisely communicated why you’re here — in your career journey and in this interview — with your “tell us about yourself ” narrative.
You’ve provided concrete examples of your professional accomplishments that speak to your readiness for this role.
You’ve conveyed the value you could bring. You think they’re convinced.
Then comes that final question: “Do you have any questions for us?” It’s tempting to skip this one. It’s the end of the interview, and by this point, you may be feeling slightly wrung out, overwhelmed and even short on time.
Be aware, hiring managers often place a lot of weight on what you say here.
Why?
Because asking questions can signal your interest in the company and the position.
Your questions can demonstrate that you’ve done some upfront research; that you’ve been listening intently throughout the interview; that you are curious and want to learn more. The one thing you don’t want to say here is that you don’t have any questions for your interviewers.
As a leadership professor and head of the Office of Career Services at the University of Maryland’s Robert H. Smith School of Business, I’ve had the opportunity to work with successful, mid-career professionals as they navigate the interview process. We talk a lot about the process — and the importance of this one question.
Here’s my advice on answering it well:
1. Plan ahead. Assemble a list of questions that you truly want answered; sincere curiosity goes a long
way. You likely won’t ask all your questions, but it’s good to have several ready so you don’t ask a question that the interviewer has already answered. In most settings, asking two to three questions is ideal – asking more may suggest that you don’t respect the interviewers’ time. Be sure to read the room and body language for signs that they want to wrap up the meeting.
Remember: You’ll have opportunities to learn more in future conversations, so don’t overdo it.
2. Do your research. Don’t ask questions that can be easily answered with a quick online search. Scan the company website about basic details and history, as well as current news articles about the organization’s recent challenges and successes. Reach out to current and former employees to find out more about what it’s like to work there. Your social network could be a good source for locating these folks, and your university alumni office may help with introductions. Questions that demonstrate
you’ve done your “homework” are strong signals that you take this opportunity seriously.
3. Tailor your questions to suit the meeting. When you’re speaking with someone from human resources, ask questions about the interviewing process or the overall organization. When you’re speaking with the hiring manager or your world-be supervisor, ask more specific questions about the role itself or the team. If speaking with prospective colleagues in adjacent departments, ask about collaboration and work culture.
4. Refer back to projects or ideas the hiring team has mentioned. Reference what you were told earlier in the conversation when you ask a question. This conveys active listening, respect and a desire to learn more.
5. Not all questions are good questions. Avoid “yes/no” questions. You want the two-way conversation to continue, so ask open-ended questions. Also, avoid self-serving questions –
those about salary, vacation days and other benefits; save those for after you get the job offer. Finally, try not to ask multi-pronged or overly complicated questions.
This is not “stump the interviewer” time. It is a chance to show your interest in learning more about the work, the team and the organization.
As you compile your list of questions for the hiring manager or team, here are a few suggestions to get you started. Again, make them your own.
● In your opinion, what does success in this role look like? Are there key performance indicators?
● If hired for this position, what should I aim to accomplish in my first three months?
● What are the strengths that have led others to succeed in this role?
● How did this position come to be open?
● How long have you been with the company, and what’s something you enjoy about working here?
● Can you tell me a little about the company culture?
● What do you see as the most pressing challenge this company is facing right now? This team?
● Is there anything else I can provide to help you with your decision?
Neta Moye is an assistant dean and executive director of the Offices of Career Services at the University of Maryland’s Robert H. Smith School of Business. She is also a clinical professor of leadership, management and organization. Moye has over 30 years of experience in the field of human resources and leadership development.