When you’re getting ready to interview potential job candidates, you’ll likely spend some time reviewing and planning what questions to ask. This is an important step in preparing for interviews, but it’s vital to remember that your questions aren’t the only ones that matter. You should also prepare for any questions candidates may have about the role or the company as a whole.
While you can’t predict every question a candidate might ask, you can prepare to answer common questions to the best of your ability. Here are some of the top questions candidates ask at the end of an interview.
Role-Specific Questions
1. What does a typical day in this role look like?
This gives candidates a better idea of what to expect the job to look like day-to-day. Is every day mostly the same or does it vary? If there are daily, weekly or monthly meetings make sure to mention these. Give a breakdown on which tasks tend to take up more time, if possible. If the department manager is in the interview, they can give a high level overview of how the department functions in a day-to-day capacity. If there is flexible scheduling and telecommuting, you can explain how this affects day-to-day work.
2. Is this a new position with the company?
Candidates are often curious if a role is new to the company as it indicates that the company is growing. They will get a better sense of the department’s capability for growth as well. They may also ask this if they’re curious how long prior employees were in this role and want to know if the company has a high turnover rate. The candidate could also be looking to see how structured the position will be.
3. How do you evaluate success for this position?
This shows that candidates are invested in succeeding in the role. It can give insight to the key components of the role that are considered to be top priority. If you do career development, coaching or training relative to evaluating success of an employee within their role, you could explain how that works. Be sure to explain any other bonus incentives tied to goals.
4. What are the biggest challenges of this role?
This question acknowledges that no job is without its challenges and that the candidate is willing to be proactive in facing these challenges. Just make sure you explain the support system that is in place to help employees face these challenges. If employees know they will be supported through challenges then they will feel more secure in this potential job opportunity.
5. Who would I be reporting to?
This gives candidates a better idea of the company’s structure and team dynamics. Are they reporting to the head of the company or a supervisor who oversees a specific department? If possible, have a trainer and a manager from the department in the interview so they can meet who would oversee them.
Company-Specific Questions
1. What do you like most about working at this company?
This helps the candidate get to know you and the company a little bit more and gives more detail on why this would be a good company to work for. This is a good place to highlight flexible schedules, incentives, the culture and benefits. It is recommended that all company employees sitting in on the interview add to this question for consistency and cohesion.
2. How would you describe the company’s culture?
Candidates are often interested in both the company’s values as well as what day-to-day life looks like and culture covers both of those. It helps candidates see if they’re a good fit for the company. Does the company’s mission statements, values and goals line up with the candidates? Is the company culture more or less casual than what they’re looking for? How does the company culture show through actions of the company?
3. How do you see the company growing or evolving in the coming years?
Candidates want to know that there are opportunities for growth and that the role isn’t just a dead-end job. When they interview for a lower-level position, you can go over the levels of advancement within that job and department. If there are public plans of expansion into other states or cities, you could also share that information while answering this question. If there is a particular industry that your company plans to expand into, you can also use that to show the company’s future evolution.
4. How does the company help its staff grow professionally?
This is an opportunity for candidates to show that they’re not only interested in growing professionally, but they’re interested in doing so at your company and staying there long-term. Does your company have yearly professional development opportunities? Is there a program for continuing education that possibly includes tuition assistance or reimbursement? Make sure to mention both big and small development and coaching opportunities in the company.
5. How many employees currently work for the company?
Gives candidates a better idea of the company’s structure, how many people work on their team, how many locations the company has, etc. When they are interviewing, make sure to mention the make-up of the team they would work on. Is there an executive, a manager, a trainer, and how many employees report to the managers? By sharing the dynamic of the team, the candidate can get a better idea of what their role would be and where they would fit in.
Follow-up Questions
1. Have I answered all your questions?
This can serve as a pulse check for the candidate to get some immediate feedback from the interviewer to make sure they’ve sufficiently answered the questions thus far. If any question needs additional information or more clarity this would be a good time to voice that. Additionally, use this opportunity to ask for any clarifications about their resume if needed.
2. Is there anything else I can provide that will help you make your decision?
This is an opportunity for candidates to offer any work samples or references, even if not required. If you have any doubts about hiring a candidate this could help you get enough information to make an informed decision.
3. What are your next steps in the hiring process?
Candidates want to know if there are additional rounds of interviews and who they would be meeting with for future interviews. You should have the next steps outlined and be able to communicate some of those details to the candidate.
4. When can I expect to hear back from you?
Give candidates a timeframe so they have a better idea of when to check in if they haven’t heard anything back from you. Knowing your schedule and any potential delays before the interview can help keep communication open and keep the candidate open to the potential opportunity. Make sure to keep to the timeframe or communicate if there is a delay in being able to deliver an answer. No candidate wants to feel like they’ve been ghosted by a company.
The questions candidates ask can be just as important as the ones you prepare in determining if someone is the right fit for a role. Click here to learn more about careers at Society Insurance.
Related Reading:
- 10 Interview Tips to Ensure a Smooth Hiring Process
- Attracting and Maintaining a Modern Workforce
- 6 Creative Ways to Recruit Employees
- Finding Employees: 4 Interview Questions for Millennials and Gen Z