Questions to Ask in an Interview
We spend hours practicing how to answer potential interview questions, but what questions should you ask the interviewer in the last few minutes of the interview?
In a recent coaching session, I helped a product person with mock interview practice.
It made me think about how the interview experience is an opportunity to learn more about the company, team and what it’s like to work there. This is your opportunity to interview the interviewer and ask questions to understand if this is the right place for you, not just to show why you’re the right person for the role.
So when you get to the end of the interview and you’re asked if you have any questions, pick one or two of the below.
The interview experience is an opportunity to learn more about the company, team and what it’s like to work there - Irene Liakos
Questions to Ask
Questions I would recommend you ask are below.
You may only have a few minutes, so pick one or two and tailor to the context.
I see that you've been at [company name] for [X] years. What made you choose [company name] and why have you stayed?
Why it's great:
This questions is perfect for two reasons:
It allows you to uncover company culture and what it’s like to work there without asking “what is the culture like”, knowing that culture is ethereal and different in different pockets of the company, different teams. You want to know what it’s like working in the team, with the people you’ll be working with.
This question allows the interviewer to share their own perspective. It allows them to tell their story, how they started at the company and where they are now. It reveals their personal motivations and what they value and how the company has supported them to achieve their goals.
This gives you an insight into what it takes to be successful at this company (type of person, company culture or context). It also allows you to potentially build rapport with your new manager or peer, the interviewer, empathise with their experience and imagine what it may be like to work there yourself.
Who are the key people that I will be working with, must build strong relationships with to succeed in this role? What are the ways you recommend I should work with them?
Why it's great:
Asking this question allows the interviewer to imagine you working at the company. While you’re getting on with wanting to help the hiring manager and thinking about the next steps in the role, you’re also asking them for their advice, approach.
If they share with you who the key people are to build relationships with, how they like to be approached and/or any advice on how to work with them, they’ve done you a favour.
And people we do favours for, we like. It’s the Ben Franklin effect and leverages cognitive dissonance. We naturally do things for people we like. When we do someone a favour, our brain thinks we like that person.
So there are three great reasons for this question:
Actually finding out who the critical people are you will need to work with to be successful in the role. Who are they? What are they like? What do you need to know?
Allowing the hiring manager to imagine you in the role, working with that person. And providing you advice on how to succeed
The aforementioned Ben Franklin effect. Creating that connection with the hiring manager from the second part of that question.
The answer will help you identify the company’s internal network and understand the dynamics between different departments. It reveals how interconnected the role is and highlights the importance of communication and teamwork in achieving business goals.
Is this a new role?
Why it's great:
If you’ve ever wanted to understand what happened to the previous person in this role, this is a great opening question.
If the answer the interviewer gives is that it’s a new role, then this means the organisation is growing which is great news. You can follow up and ask what has caused the growth to understand more about how the company grows and the value this role brings.
If the answer is the previous person is in another role in the company and the hiring manager is backfilling, then you know there are internal career progression opportunities. You can ask more about what role they’ve moved to, how long they were in this role before moving, to get a feel for how long it takes to achieve that career progression as well as if it’s an up or sideways move.
If the answer is that the previous person has left the organisation, you can ask how long they were with the organisation and where they went. They may have moved to an external promotion, changed careers or something else. This helps you understand again, a little of what the company culture may be like.
What are some of the challenges that this role will need to manage? What would success look like for this role in the first six months?
Why it's great:
The answer to this question allows you to go into the role with your eyes wide open. There is no perfect place. Knowing the challenges that you’ll need to manage allows you to think through strategies and approaches to them. Even ask yourself if you’re prepared to meet those challenges or what support you may need.
Aside from showing your eagerness to hit the ground running and your proactive attitude towards problem-solving, understanding these challenges and the expectations for success can help you gauge whether your skills align with the company’s needs.
Are there any reservations you have about my fit for this role that I could address?
Why it's great:
This direct approach may catch them by surprise, but it also shows that you’re confident and direct. That you’re open to having hard conversations and open to feedback (open to growth). This allows the interviewer an opportunity to express any concerns they might have and gives you a chance to respond immediately, rather than them having the gaps conversation without you. It allows for self awareness and addressing gaps that turns you from the wrong candidate to the candidate who is proactively improving and closing gaps.
If the new hire was to achieve one thing that would blow your mind, what would it be?
Why it's great:
This question encourages the interviewer to get creative with you and think beyond the role descriptions and standard expectations. Sharing a vision for what extraordinary success could look like.
It reveals where there is a painful problem in the organisation, a gap, where they wish they could achieve something but have fallen short. Or it could speak to the hiring managers personal motivations and what would be amazing success for this role.
The answer is revealing in that it not only highlights what the company values most but also sets a benchmark for what exceptional performance could look like in this role.
Follow up questions may be, why hasn’t this been achieved before? Or Has anyone achieved this before at the company? What would it take to achieve this? (see Ben Franklin effect above).
I hope this helps you on your job interviewing journey. You may only have time for 1 or 2 of these questions, so choose wisely. Also make sure you tailor the question to the conversation.
Remember they are being interviewed as much as you are. The interview process is as much about learning about them as it is about them learning about you.
Once you’ve got the job, make sure to plan your success with A Guide to Product Management Success: Your First 90 Days at a New Company
👇What questions have you asked in interviews?
Comment Below.
Are you new to Product Management and want to learn from me?
I created a Course. For people new to Product Management.
Aligned it with the Learning Outcomes created by Product greats like Jeff Patton and others. Had it certified by the globally recognised ICAgile.
Choose to spend 2 days learning from me - either face to face or via Zoom - with ICAgile Certified Professional in Product Management (ICP-PDM).
And if you’re looking for a sneaky discount, send me an email at irene@phronesisadvisory.com
If you’ve found this valuable, please share to someone who needs this.