13 of the Smartest Questions to Ask a Hiring Manager

13 of the Smartest Questions to Ask a Hiring Manager

There is a common misconception that an interview is like an exam. It is necessary to answer the employer's questions and, “having passed the exam,” run home or to work. In fact, any employer is waiting for counter questions from the applicant and he also assesses you on their basis. Therefore, even if you successfully coped with the main part of the interview, you need to effectively complete the meeting with unique interview questions to ask employer. We will give you 13 questions that you definitely need to ask your employer.

Why 13 or How Many Questions to Ask Hiring Manager?

As a rule, there is no clear "limit" of questions to ask hiring manager during the interview. It all depends on the nature of the interview, however, there are at least three questions to think ahead. Of course, there may be more, but there is not always enough time for this stage of the interview.

Therefore, it is important to always focus on key issues. It is important to learn how to prioritize questions depending on the situation. At the first interview, questions to ask employer may be general, at subsequent stages, when you already have basic information, you can move on to questions that require deeper answers. Since interviews can be conducted by HR managers, technical specialists or managers, plan individual questions for each interviewee. When asking questions, put those that have priority for you in the first place. And remember that both a completely apathetic and overly curious candidate may cause suspicion of HR-specialist. So, here is the list of best questions to ask in an interview.

1)The question about objectives and results

Questions about the tasks to be solved in this position are recommended to be asked by all managers without exception. In addition, the applicant should use the best interview questions to ask in order to prove that a person understands the work and realize what is important for its success. Such narrow-specialized questions should immediately show that a person has a professional grasp.

2)The question about functionality

Recruiters also believe that a job seeker who is genuinely interested in finding a job should ask first of all about his job responsibilities at a future position. It always attracts when the candidate asks clarifying questions on the functionality that he is to perform. Such questions indicate the interest of the applicant in the work and allow him to emphasize the presence of special knowledge.

3) What difficulties can an employee in this position face?

This is one of the best interview questions to ask employer because with the answer you get two things to think about. When the manager tells you about potential difficulties, you, first, can once again present yourself in this position and sensibly assess your strengths and abilities. If difficulties do not frighten, but only motivate you, then, waiting for an answer, you can already develop a plan to overcome them. Agree, this is not a reason to worry, when you know about what awaits you and how to solve it.

4) The question about the reasons for opening this vacancy

The answer to this question may give you information to think about. If the vacancy is new, it means that you have to draw up a work schedule yourself and discuss in detail the responsibilities and strategic goals with the director and personnel manager. You will also have to think about the means to achieve these goals - because the vacancy is new, and this work has not been done before.

If the position exists in the company long ago, pay attention to the reasons for the dismissal of the previous employee. Of course, they can be very different - the specialist found a more interesting job, did not cope with duties, went on shildcare leave, or was even discharged for unethical behavior.

It’s not a fact that the recruitment manager will give you reliable information on such a sensitive issue, but it’s worth it to ask and reflect. If five people have left the position that interests you in a year, you should look for additional information about the company and the atmosphere in the team.

5) The question of the organization of labor

At this stage, the conversation may relate to organizational issues - such as work schedules, workplace, and other nuances. Moreover, even if something does not suit you, you should not declare it publicly - it means that this is not your place of work. Questions in the style “Why do you not pay for mobile communication?” will not add you credibility and will not change the employer's approach to employee motivation. But correctly asked questions will help determine that, for example, work from 9 to 18 in this team is impossible.

6) Describe the first day of a newcomer to the company. What results do you expect from me during the trial period?

Such questions show that the candidate is focused on results and is ready to work from the very first working day. Agree, it is much more effective to understand the direction of work, its features, than to spend precious working time on getting acquainted with the company.

Be sure to ask what will be your first working days. Does a company plan an introductory briefing or training? Will you have a mentor who can be contacted on any issue? What are the criteria by which the success of the probationary period will be evaluated?

7) What directions in the company are most effective? What services need to be developed? What is the priority?

A successful candidate wants to develop and show his effectiveness. In any company there are usually several directions: some give a good return now, and some only require development. A job seeker will surely clarify priority areas and, possibly, during the interview will suggest some measures to increase efficiency.

8) What are the main requirements of the CEO? How can you characterize the working qualities of your superiors?

This is absolutely the right position of a candidate who wants to find a permanent job and develop in the future. According to the HR specialist’s response, the applicant will be able to understand the key performance indicators of the management in the organization.

Effective future employees are interested in the bosses and always check the compliance of their views on business development and the possibility of career growth.

9) How to quickly join the team?

This question is especially important if the work will be for you in something new. For example, if earlier you worked in a small firm, and now you have come to an international corporation. Or if you were engaged in PR in the field of retail, and now - in the restaurant business. Ask for a short talk about each member of the team and determine your place among them.

10) The question of career growth

If career growth was mentioned at the meeting, it's time to ask what success stories there were in the company, where you can grow in this position, under what conditions and in what time frame. Even if you are upset by the answer, do not show your emotions.


11) The question of the "life" of the company

If you have reached this issue, it would be appropriate to combine hobbies or non-working interests with a new activity. By the way, a correctly asked question can give you an advantage over other candidates. Let's imagine the situation from real life. For example, at the interview, the assistant manager said that at the previous place of work she was the organizer and coordinator of the project “Let's Talk in Italian” - she led meetings and film shows where she and her colleagues spoke exclusively in a foreign language. And clarified whether there is such a project in the company-employer. She said that she would gladly repeat this experience. She got the job thanks to her enthusiasm.

12) Does the company have a favorite informal tradition? How did it appear? What official corporate traditions exist?

Corporate traditions are different. Some companies continue to organize banal nature trips or sports events, but there are also companies that call black humor and obscene jokes part of their corporate culture. And this does not prevent them from working successfully. Think about the fact that for you this also should not be an obstacle to successful work and comfortable well-being in a team.

13) The question about the next steps

Well, if you have already discussed the salary, then the last question should concern further communication - who will notify you about the decision, at what time, etc. This is important because in some companies the personnel manager is in charge of selection and communication, sometimes the head of the department, sometimes even the owner of the company. In order not to be trapped, it is better to find out at the interview what lies behind the impersonal phrase “We will contact you”. For example, you can clarify how long a decision will be made on a particular stage of the interview and, having learned the approximate time, say that you are ready to call back / write a letter a day after the date specified by the employer to find out a decision on a vacancy. It will save you time and nerves.

Summary of the Best Interview Questions to Ask Employer

By clarifying or asking for examples, you will prove to the interviewer that this position is important to you and the development and improvement of the company are of concern to you. Also during the interview, you can use a notebook, writing down keywords and phrases in it, but do not get too carried away by writing down each word of the HR manager.

But, of course, it all depends on the situation. If the interviewer reads questions from a sheet of paper, then it is better not to interrupt him and wait for the classic “Do you have any questions?”. If the communication takes place in a more relaxed atmosphere, then asking your questions in the course of the meeting will be very helpful.

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