15 Powerful “Interview the Interviewer” Job Interview Questions to Ask

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Good hiring managers realize the importance of touching on topics that focus on the purpose of a role, career growth, company culture, and team collaboration. But, we all know that these thoughts might not cross the minds of every manager.

Use this article as a guide to help you keep your potential employers and company on their toes. 

3 Keys to Successfully “Interview the Interviewer”

Before you use The Breakroom Buddha, “Interview the Interviewer” Cheat Sheet, make sure you keep these 3 keys in mind!

KEY 1: COME PREPARED

Scour the internet and find everything that you possibly can about the company, team, and the hiring manager that you’re connecting with. You want to make sure that you’re not asking questions that are clearly posted on the internet! Find this information by checking:

• The company’s website
• The company’s social media profiles (and pay attention to how they respond/interact with their followers)
• The company’s employees (hint: check LinkedIn and connect with them too!)
• Google News
• Glassdoor, Blind, and The Muse. Get the inside scoop on the company
• Their competitors (research them well!)
• The hiring manager (Do a super deep dive! Find out as much as you can about their background, this could be key during the interview)

By the end of your research session, you should be able to answer the questions below. If you’re unable to find all of the answers, or, if you want the no-fluff answers, then try your hand at asking them deliberate questions during your interview!

• What are the company’s values, mission, and overall culture? (and does it align with your own?)
• What does the company do/make, and how do they make money? (and do you believe in it?)
• Who are their customers?
• How are they doing in their industry, and who are their biggest competitors?
• What makes the company different?
• What kind of people work for the company, and what type of skills/career backgrounds do they have? (bonus: how does this make them valuable!)

KEY 2: READ THE ROOM

When I say “Read The Room,” I really mean, “Know Your Audience.” Go into the interview knowing who you’re going to be talking to because they’ll each have different reasons for talking to you. They will also each leave different clues on how you could succeed in the role.

Here’s a list of the potential people you might be talking to during an interview:

Human Resource Specialists / Company Recruiters:

They’re the ones who’ve picked your resume from the stack or have received your name through a recommendation. Their main goal is to size you up. So in their mind, they’re asking questions like “what qualifies this candidate for this role based on past experience,” and “what kind of value will this candidate bring to the team.”

While they might be knowledgeable on the role and team, most of the time they know more about the technicalities surrounding a role, team, or company. Stick to questions that are in these categories:

• team hours
• company culture
• relocation benefits
• salary expectations (but only inquire if they prompt it)
• the team make-up
• career growth opportunities

Example Question: Are there company workshops, personal development resources, or employee resource groups available to employees?

Hiring Manager and/or Potential Team Members:

This is where things get interesting! You’ll come face-to-face with your future manager and/or team members. Make sure you’re paying close attention to what kind of questions they’re asking. This will give you major clues as to what they deem important for their team, and how they get their jobs done. Ask lots of questions about team dynamics, onboarding, and career growth opportunities, as well.

Example Question: How does the team handle mistakes and the learning curve that happens with new team members?

Executives:

Executives are usually not involved in the nitty-gritty of getting the job done. They have the bigger picture on their mind and want to ensure that you’re going to be of value to them as they attempt to achieve that larger goal. So it’s important to ask executive team members “bigger picture” questions.

Example Question: What are the biggest challenges facing the company/department right now, and how will this role help assuage them?

Make sure you’re strategically asking these questions, fully listening to the answers that they give, and also asking follow-up questions if the opportunity presents itself.

KEY 3: HAVE ALL YOUR DUCKS IN A ROW

Have you ever heard this statement? If you’re going to dish it, you have to be prepared to take it! Make sure that if you ask a question, you’re prepared to answer any follow-up questions from the interviewer. In general, it’s good to have:

• Your Elevator Pitch / Brand Statement fleshed out
• A clear idea of how you’re looking to grow in your career
• What you’re willing to do for a role/the experience (i.e. are you willing to take a pay cut or accept a lower position?)
• Where you’re willing to go for a role (i.e. are you willing to move for a role?)
• What your ideal salary looks like (only if the question comes up! Use Glassdoor to find out the median salary for the location, company, and industry)

The Top 5 Questions to Ask While You “Interview the Interviewer”

If you absolutely have no time and you need questions immediately, make sure you ask at least these 5 questions while you Interview the Interviewer. They’ll help you get clarity on your potential role responsibilities, your team, and your future company. Download the full list of questions below!

• What can you tell me about the role apart from what was in the role description?
  
• What are the biggest challenges facing the company/department right now? How has this changed due to the pandemic? How will this role help assuage that?
  
• What are the top goals that someone in this role should look to accomplish over the next 30, 60, and 90 days?
  
• Personally, I’m looking to grow in [your professional concentration]. Can you give any insight into how this role will help me achieve these goals?
  
• Are there company workshops, personal development resources, or employee resource groups available to employees?

*BONUS* Are there any concerns or obstacles detailed on my resume that would prohibit me from moving forward in this process? I’d be happy to clarify them for you.

Even More Interview Questions to Ask Hiring Mangers/Recruiters

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Featured Image by Christina