At the end of a job interview, the hiring manager will typically ask you if you have any questions for them. While some job seekers assume that saying “no” works to their advantage, that typically isn’t the case. Not asking questions can come across as disinterest, leading the hiring manager to assume that you wouldn’t accept an offer if one came around.
By asking some questions instead, you get to show that you’re engaged and enthusiastic about the opportunity. Plus, it’s a chance to learn more about the position and company culture, which can help you ensure it’s genuinely a strong fit.
While you can certainly ask any questions that come to mind during the interview itself, having a few prepared in advance is also essential. That guarantees that you’ll have something to ask no matter what, preventing you from drawing a blank when this crucial moment during the interview arrives.
If you want to make sure you’re ready, here are three questions to ask at the end of your interview.
1. Based on Your Experience at the Company, How Would You Describe the Company’s Values?
In many cases, candidates can learn about a company’s stated values online. However, what’s listed and what the culture reflects don’t always go hand-in-hand. This question allows you to learn more about how someone working for the organization perceives its value.
Plus, it creates opportunities for follow-up questions if you have doubts. For instance, you could ask them for an example that shows the company demonstrating a particular value. Since values generally dictate the culture, it’s an opportunity to ensure the company lives up to your expectations in this arena.
2. How Has the Company (or Role) Changed in the Past Five Years, and How Do You Think It Will Evolve in the Next Five Years?
This two-part question helps you see the path the company is on by getting glimpses into its broader journey. Knowing how things have changed over the past five years can also show you if the company embraces innovation, growth, and development, if it tends to be slow and methodical, or if it’s change-averse. Asking about what’s on the horizon lets you get a look at the road ahead, allowing you to decide if that’s something you’d like to take part in or avoid.
It’s important to note that the hiring manager may be limited in regard to sharing specific details about the past or future. Discussing proprietary or sensitive information with candidates isn’t typically permitted, so don’t automatically take the hiring manager being a little vague as a red flag.
3. What Excites You Most About the Company’s Future?
With this question, you get to learn too things. First, you’ll usually find out about an intriguing development or change that’s coming up. Second, you’ll get to see if the hiring manager is actually passionate about an aspect of their role.
In regard to the latter, not being able to come up with anything or a lack of genuine enthusiasm when they speak could be a potential red flag. In contrast, a clear excitement about something on the horizon is a great sign.
Ultimately, all three of the questions above are worth asking at the end of an interview. If you’d like to learn more about how to shine during the hiring process, TempStaff can help. Contact us today.
