Knowledge Hub
  • Questions Candidates Ought to Ask at Interviews

    NRL_Recruitment_Consultants_Knowledge_Hub_Questions_Candidates_Ought_To_Ask_At_Interviews_Banner

    You’ve made it to the interview stage and have prepared for all of the questions you think may come your way, but have you prepared a list of your own questions? An interview is as much about you finding out about your prospective employer as it is about them getting to know you.

    Asking the right questions at interview can put you in good stead as it shows the interviewer that you have an interest in the company and are passionate about the position. It also demonstrates that you have thought carefully about what the role will entail and whether or not the company will be a good match for you.

    Active participation at interview provides you with an opportunity to distinguish yourself from other candidates. It’s a chance to obtain further information regarding the position and the company from an employee’s perspective, which is something you will rarely be able to find through your own research.

    There are four different categories of question you could use. The type of questions you choose to ask will vary depending on what information you want to gather and what stage you are at in the interviewing process.

     

    Basic Questions

    Basic questions should be asked in the early stages of the interviewing process. The answers to these questions will help you understand more about the role and the company so you have a clearer idea of the skills you will want to emphasize in the later stages of the interviewing procedure.

    • What do you see ahead for your company in the next couple of years?

    • What do you consider to be your company’s most important assets?

    • What are the most important elements of this job?

    • How is job performance evaluated and how often do reviews occur?

    • What is it about my CV that most appealed to you?

     

    Job-Related Questions

    Job-related questions allow you to delve deeper into the requirements of the role you are applying for and gain a better understanding of what is expected of you. The answers to these questions will enable you to grasp the types of challenges you will face in your prospective role and what will be expected of you as an employee.

    • What are the main objectives and responsibilities of the position?

    • What are the measures used to judge how successful I am in the role?

    • What can I expect from you in terms of development and support?

    • What aspirations do you have for me at the company?

    • Where will the job fit into the team structure?

     

     Cultural Fit Questions

    Cultural fit questions can help you as a candidate to learn more about your prospective employer, their management style, processes and procedures they have in place aswell as any ethics or values that are important to them. The answers to these questions will help you to establish what your prospective employer is like and whether the culture of the company is appropriate and suitable for you as an individual.

    • What do you like best about working here?

    • How do you build good relationships within teams?

    • What would be the three things that your peers would say you do extremely well?

    • How would you describe the company culture and management style?

    • What opportunities do you make available for professional development and training?

     

    Trial Close Questions

    Trial close questions are usually asked before the final questions as a way to see if you’ve left the interviewer with questions or issues unaddressed. The answers to trial close questions will help a candidate to get a feeling of the interviewer’s overall impression of them. Final questions are then asked at the very end of an interview. These questions are the ones that you must have an answer to as they will help you plan or prepare for what happens next.

    • Are there any reservations you have about my fit for the position that I could try to address?

    • If I’m successful what are the next steps in the interview process?

    • What is your timeline for getting back to candidates about their progression?