What to ask on an interview?

Question

What are some good questions to ask on an interview to people who you will be supervising? Thanks!

Lady Pele · Answer

When I was interviewing, I typically asked:
1. What are the day-to-day responsibilities of this role?
2. What will the first deliverable be for the new hire?
3. What does success look like for this position and how do you quantify / measure success?
4. What do you see as the most challenging aspect of this role?
5. If it hadn't come up, I would also ask about how the role related to the department and the company.  Who would I be working with more frequently?

Corina · Answer

Hi Brooke! There are different types of questions you need to ask:

-about the role
-about the department
-about the company culture
-about the company
-about the interview process

Here is a full list of questions:

https://chasingourfinancialfreedom.com/questions-to-ask-an-interviewer/

Mandy Trouten · Answer

I believe the best non-technical questions to ask in an interview are those that are limited to how well the applicant works with teams vs alone, whether s/he is reasonably comfortable with individual scenarios, etc. I dislike personal questions and feel that most of them are irrelevant to the job. Most of my jobs have been in fast food and can't honestly say how much I've had in common with most of my managers--or coworkers for that matter. That didn't stop most of us from getting along well at work, nor did our personal lives have anything to do with our ability to get work done together. I even got along beautifully with some and considered us to be 'work friends'--defined as someone you're great friends with at work, but will probably rarely talk to again after parting ways.

We aren't generally supposed to discuss personal values at work, so why should it be discussed in an interview? As long as that person isn't a raving fan of particular politicians that you can't stand , it shouldn't be a problem--and, really, if s/he is so much of a fan that s/he can't avoid talking about it at work, you'll find out quickly enough after hiring him/her. Likewise, as an applicant, I wouldn't want to work in an office where the manager is a loud and proud fan of said politician; but, as long as his/her views don't cross over into work, we'll likely get along just fine--as most people do when politicians/political parties aren't mentioned. The same goes for talking about who we look up to. It's a massive can of worms, given that most people tend to look up to certain politicians, religious figures, or individual celebrities--any of which has the high potential to clash harshly with the manager's views and none of which is generally supposed to be discussed at work.

As for talking about things we would do over in our pasts, I would hate to answer that question b/c most people get squeamish about hiring someone who grew up being abused and, thus, has nothing from the past that s/he would want to revisit. I like Nicola's last suggestion, though, as that is a fully relevant question. However, I also believe that it should be reserved for after the person has been hired, so that it isn't used as an excuse to not hire him/her. It's no secret that most companies want applicants to have umpteen years of narrow experience and not need help with anything, all while being 25-40 and applying for a junior level, lower-paying job. Talking about ways to best support you in your job is more likely than not to result in you being passed over in favor of someone requiring less support.

Nicola Banks · Answer

I like to ask the following
What are your personal values (see if they're aligned with yours and your team and company)
Who do you look up to and why (can tell you a lot about the personality of the person)
If you could revisit any time in your past and have a free do over what would it be (shows you how they learn and grew from an unsavoury situation)
How will I be able to help you if you land this role to be the best you can be (gives you an idea of the expectation the person will have for you - ie: loads of training, hands off management, loads of direction).
I hope this helps!

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