Early in my career, I had an absolutely terrifying interview moment. After confidently answering the question with detailed answers and poignant examples, I nervously said, anticipating that terrifying moment: “Is there anything you would like to ask me?”
Silence fills the air. I panicked trying to remember an insightful question in a Harvard Business Review article before stumbling upon a question about how a team’s work contributes to organizational goals.
I wasted that precious opportunity. If I hadn’t convinced the interviewer that I was competent and thoughtful, I wouldn’t have secured the job with the Hail Mary question. In recent years, I have changed my approach. The last few minutes are not for the interviewer to decide whether or not to hire me. They decide whether I want to work for the organization.
These are some questions I asked in the interview.
Q: How would you describe the culture of your team?
- I love open-ended questions. When I ask managers specifically how they are working to create a diverse, fair, and inclusive team environment, I find that I am steering them in a specific direction. Leaving the questions open allows you to hear what’s really on your mind most.
- Is the team collaborative? Is it inclusive? Are you supportive? Do team members get along well with each other? Do they celebrate birthdays or have fun traditions? In short, I want to know the atmosphere.
Q: Can you tell us a little about your team?
- This question is similar to the first one, but when you ask this question, you want to know how managers describe their team members. Do they speak enthusiastically and positively, or do they give an impersonal overview of the org chart?
- I value strong relationships, so I’m looking for managers who care about their team members as individuals and as seasoned professionals.
Q: Are there inclusion networks such as the Pride Network? Do I know what kind of activities they host?
- I value being part of a community at work. I still remember how happy I felt at Agriculture, Agriculture and Food Canada when I signed up for a virtual Pride event at the beginning of the pandemic. And to my surprise, the network mailed me a Pride kit containing stickers, buttons, and postcards featuring Canadian 2SLGBTQIA+ activists. .
- Green flags are potential managers as well as know about different things in the department inclusion We enthusiastically encourage not only networking but also participation in networking.
Q: What does success look like in this role? How do you define and measure performance?
- I work best when I have goals to strive for. I want to know if I’m doing a good job. We want to receive constructive feedback when we need it and recognition when we deserve it.
- This question is an opportunity to see if you have clear work goals and if your manager believes in providing feedback throughout the year, not just during formal performance management cycles.
These questions evolve and differ from person to person. It comes down to what you value and what you want from your job, your team, and your manager at that moment.
The important point is that the interview is a two-way street. Make the most of your time, trust your instincts, and make informed decisions for success.
This article is republished from Apolitical.
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6 questions to answer for a successful job interview