Three Questions to Ask Prospective Employers
Job interviews are supposed to be a two-way street. While the company is assessing whether the job candidate has the needed qualifications, the candidate should be evaluating the company as potential employer. As a job candidate, I typically ask each member of the interview committee these three questions to get a better feel for the company, the role, and the people I'd be working with.
1. What is the skill or quality most critical to success in this role, if you had to choose just one?
Understanding the most critical strength needed for the role helps you do several things. First off, it's an opportunity for reflection. Is this one of your greatest strengths? If not, then maybe this job is not a place where you can truly shine. It's better to know that early in the interview process. If the hiring manager mentions a skill or quality that is a particular strength of yours, then you can know use that knowledge to better position yourself as the ideal candidate for the job. What accomplishments can you share that spotlight this strength?
I also like to evaluate the interviewer's reaction to this question. If the person has difficulty narrowing their ideal candidate's qualifications down to a defining strength, then I make a mental note that prioritization may be an area of challenge--or that the role may not yet be clearly defined in their mind. If the interviewer says something vague like "flexible," or "results-oriented," then I would ask them to provide examples of those characteristics in action.
As a job candidate, hearing "culture fit" at this stage of the process would give me pause. A culture is a system of beliefs and behaviors. While I certainly understand not wanting to hire someone arrogant or careless, prioritizing "culture fit" suggests the company values conformity over complementary strengths.
2. What is your biggest challenge in the next six to twelve months?
Do I understand this challenge, do I have direct experience with it, does it interest me, and would I want to help solve it? We all have tasks we enjoy and find energizing, and others we consider a chore. The answer to this question gives me a sense of where the focus of the role is likely to be for the next year, based on the company's and hiring manager's goals. Plus, once I know what the interviewer's challenge is, I also have a better sense of how I could help them be successful in their role.
3. What are you most excited about in the next six to twelve months?
This is almost a "how they say it" versus "what they say" question. Does this person enjoy their work? While most of us do work to pay the bills, it's certainly more enjoyable working alongside people who derive some satisfaction from their working hours. The answer to this question may also provide clues as to the company's growth trajectory, upcoming changes, and what the interviewer values. If the hiring manager says they are most excited about hiring for this particular role, is it because they feel the right candidate will bring considerable value to the team, or is it because they feel overwhelmed and want to delegate more of their work?