An interview is obviously a time for a prospective employer to assess the suitability and skills of the candidate they are considering hiring but they often forget good candidates are also assessing the employer to make sure it is a good fit for them. If you are a hiring manager, you need to sell your opportunity to prospective employees. Candidates, especially great ones, and with niche skill set will often have multiple options on the table and you need to make yours stand out from the others.
A Job Interview is always a two-way street. The employer is trying to figure out whether the candidate would be a good fit for the company, while the candidate is figuring out whether the company would be a good fit for the day to day.
An interview should be more like a conversation rather than an interrogation. A candidate should be treated with respect and the interviewer should put them to ease to get an accurate interview, and not one distorted by nervousness.
Candidates need to come to the interview prepared with questions that will provide insight into whether or not this is a company and a culture with which you would like to work or day to day.
A few things to consider about asking questions in interviews
Have some questions ready.
Don’t necessarily wait until the end of the interview to ask questions; it will go more naturally if you ask questions as they occur to you.
Remember, if a hiring manager isn’t open to questions that can be a useful red flag that this is not an organization with a culture that welcomes employee feedback or initiative.
Great questions to ask in interviews
What kind of training and development do you offer?
Are there any key skills or qualities you’re looking for that I haven’t shown you?
Can you tell me more about the team/flexible work schedule…?
How would you measure my success in this role, and how will I know if I’m succeeding?
What’s the company culture like?
What technologies are used within the department/team and various projects?
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