Interviewing the Interviewer
By John Putzier
So, you've answered all the interviewer's gut wrenching questions, and now s/he says, "Do you have any questions for me?" Uh-Oh! Now what do you do? Do you just squirm around and say, "Oh nothing." Or do you make something up on the spot?
Here's an idea! What do you think you should want to know about the company and your future job? Instead of just winging it, why not find out some valuable insights. Such as:
What do you think this will tell you? Well, would it make a difference to you if the last three people were fired? Or, if the last three people quit after less than a year? Hmm. Could be a red flag!
Or, what if the position was just newly created? Ask why. This is usually a good sign, since there is no track record to follow, it indicates growth, and it may even allow you to invent the job to some degree.
Or, what it the last person was promoted? That tells you that this position can lead to bigger and better things, hopefully.
Or, what if the last person retired from the position after serving in it for 30 years? That could be pretty much the opposite of the previous example. Doesn't look like much opportunity for advancement here!
So, as you can see, this one little question can open myriads of possibilities.
What do you see as the biggest challenge facing whomever is in this position in the next year?
This is a question to gauge the potential challenges you will be facing. It also gives you a read on your future boss's perspectives on the position. Don't be surprised if s/he cannot easily answer this question, which is actually a good thing, in a way. If you make your future boss think, it shows that you are also thinking. By the same token, if they haven't thought about this already, the answer you get will probably be a candid one, i.e., unscripted.
What would be different a year from now if the person in this job is successful?
Similar to the previous question, this is another way to determine your future boss's priorities and your future objectives. It also tells you what you are going to need to do to be successful. You can't lose on this question. It shows concern, insight, and empathy for your future boss's priorities, while giving you valuable information on success factors before you make a decision.
This one is pretty obvious. It's not something you can pick up in an annual report, or a brochure. And yes, you can sense some of it by observation, but it's even better to hear it from the horse's mouth. Most company loyalists are eager to recite their insider knowledge of the company's culture. Again, it not only gives you valuable information, but it also allows the interviewer to "show off" a little bit. That's a win-win question.
As you can see, there are plenty of questions that you not only should ask, but also should want to ask. They don't need to be trivial, trite or generic. This is your opportunity to interview the interviewer, while impressing him or her at the same time, and getting some real insights that you cannot get anywhere else.
