“Do you have any questions?” It's the classic interview closer, and your answer matters. A thoughtful question can be the difference between landing your dream job and watching it go to someone else. This post explores key questions to ask a hiring manager, turning the interview into a two-way conversation and helping you decide if the role is truly right for you.
This is the most-important part of the job interview for potential candidates and if leveraged correctly could make the difference between a job that's beloved and stayed at, and a polite declining of an offer. Today we're diving into not only the essential questions hiring managers should be asked during an interview, but the reason why and how to measure responses.
Key Takeaways
- Ask insightful questions: Understanding the role, company culture, and team dynamics is crucial. Prepare questions beforehand to demonstrate your interest and gather valuable information.
- Evaluate responses carefully: A hiring manager's answers reveal much about the company's values and work environment. Look for clear, specific responses that align with your career goals.
- Determine mutual fit: The interview process helps both you and the hiring manager decide if the role and company are a good match. Assess the work environment and team dynamics to ensure alignment with your values and work style.
1. What Would a Typical Day/Week/Quarter Look Like?
A job description is a bird's eye view of a job, but asking what specific time period holds will provide better insight. Why? Hiring managers should know what the actual work looks like.
A hiring manager who simply reads from or repeats the job description is a red flag. Instead, a potential employer should give a sense of what the job looks like on a micro and macro level. They should be able to say at what points in the quarter there are more meetings or late nights. They should be able to point out when reporting is due.
Most jobs have times that are very busy, and times that are slower. In a company where management style is positive, there are clear expectations for when things happen. If this is missing from the answer, it might not be the ideal work environment.
Something else to consider is whether the working style matches the team and company culture. If a candidate is one to roll with the punches and fly by the seat of their pants, a start-up where things are in flux is fine.
Someone with a more measured approach to their work who is methodical and wants clear expectations and guidelines might not love the team culture at a startup and seek the stability that comes with being established.
2. Is This a New or Established Position?
One of the biggest challenges new hires face is being recruited into a new position. New positions can be exciting, but not every candidate is the ideal candidate to fill a new role.
Can the hiring manager speak to the intricacies of the job? If so, there has been thought put to what the job looks like, the workflows and how it fits into the larger picture. If they cannot, there may be friction between departments and managers over what it should look like.
For many a new hire, filling a position that hasn't been figured out is a cause to exit quickly.
3. Why is This an Open Role?
One way applicants should assess the position based on why it's open. There are great reasons for positions to open, including:
- the company is growing. Adding a position because of growth is an example of a great reason for the vacancy. The job is necessary and there's more than enough work to go around.
- a promotion, lateral move or retirement has left the position vacant. A company that retains employees by allowing them to move, and that retains employees until retirement is a reason to put them on your short list. Chances are staff feel valued and see beneits of staying.
- there's more work than the current staff can manage. This is a great sign and a reason to decide to accept an offer. Management is clearly listening and wants to make sure the work gets done well by adding staff to help existing workers.
Most hiring managers are not going to say, "Company culture is terrible," as a reason for a vacant position, but vague answers or avoiding the question can be a warning sign.
4. What do Your Most Successful Employees Have in Common?
Asking this question will give candidates a better sense of what management values.
Responses that signify green flags include that they are collaborative, listen to each other, and value each others experience and expertise.
If a hiring manager cannot answer this question, that's a red flag. Other red flags include answers like, "They come early and stay late," "they do what they're told," or "they follow our procedures." Nothing is inherently wrong with being an eager beaver and following process, but this answer does not show employees as valued parts of the company and say more about company culture than anything else.
5. What do you Expect the Person in This Role to Accomplish in Their First 90 days?
Hiring managers and other managers should be able to describe specific milestones and goals they expect to see within this timeframe. Similar to asking what a typical quarter looks like, this shows an understanding of the position.
In addition to being able to respond the question, the conversation around the first 90 days should make sense. Candidates should assess whether the goals are reasonable.
6. What Opportunities are There for Career Development in This Role?
This question communicates a lot to hiring managers.
First, it shows that the candidate isn't looking for just a job. Instead, they want to develop their skills and experience. It shows an interest in learning, growing and bringing more to the table.
Second, it doesn't simply focus on compensation and benefits as a perk of a job: this candidate wants to hear from the hiring manager about opportunities for professional development like workshops, classes and even cross training.
7. Describe the Company Culture.
Strong candidates are the ones remembered when it's time for the final hiring decision and question like this remain with hiring managers. After all, it shows an interest in more than the job itself.
This question also tells the candidate what the company values beyond a mission and vision statement. What is the first thing they say? What is the last thing? What do they leave out that aligns with the candidates values?
A hiring manager who cannot answer this question is a red flag. They either don't know or don't care or, worse, the company culture isn't good.
8. What are the Expectations About Managing Workflow?
Candidates should always know the expectations around workflow and also how to bring them up. Especially with a new position, it's possible the workflow is unreasonable.
Asking this question should lead a hiring manager to share internal communication processes, explain their project management software and check-ins that are built into the evaluation process and, preferably, give examples of when workflow management has been brought up and fixed.
Go a step further and discuss any check-ins that are built into the evaluation process and, preferably, give examples of when workflow management has been brought up and fixed.
A hiring manager who is surprised by this question or mentions that the work has to get done may be an indication that this isn't a great place to work.
9. Ask About the Company's Past, Present and Future.
Candidates can learn valuable information by questioning the hiring manager about the story of the company. Is it well-established and agile? Is it new and taking the world by storm? Does the hiring manager mention challenges that have arisen and been overcome?
Listening closely to how a hiring manager tells this story is one of the. most valuable parts of the interview process.
10. What Would the Last Person in This Position say was the Most Challenging Part of the Position?
This is a great question for gaining insight. It may give clues about company culture by sharing a particularly taxing part of the job that people step in to assist with. All jobs have hard parts, and a good candidate expects this.
Good companies, though, have people who will help by picking up other tasks or explaining how expectations change around certain times or tasks.
11. What's Unique About Working Here?
Candidates who want good answers, ask good questions. This is a prime example of that. So often hiring managers and others fall into the habit of saying the same things: competitive pay and benefits, flexible hours, health club memberships, generous family leave.
Those things are great, but what sets them apart from other places?
12. What is the Leadership Structure? How Many People do I Report to? How Many Direct Reports do I Have?
The structure of a position is important. If a position requires reporting to many people, is there a system for this? Does each require a meeting or different report? Or, is communication funneled so that more time can be spent on the work itself?
If a position comes with direct reports, what is the role of the position? Is it getting information only or is there training, supervision and evaluation involved?
Knowing how supervision, training and evaluation is handled, along with reporting, gives candidates a sense of whether the company is in touch with what actually matters (the work!).
Understanding the Hiring Process
The Hiring Manager's Role
Defining Job Requirements and Collaborating with Recruiters
Hiring managers are the team leaders responsible for filling open positions. They're essentially the future boss of the new hire. This means they’re deeply involved in defining the specific skills and experience needed for the role. They often work closely with recruiters, providing crucial insights to help find the perfect fit. Think of it as a partnership: the hiring manager sets the vision for the ideal candidate, and the recruiter uses their expertise to find them.
Interviewing and Assessing Candidates
Once potential candidates are identified, the hiring manager takes the lead in the interview process. They conduct interviews, assess candidates' qualifications, and ultimately make the final hiring decision. This involves evaluating not only hard skills but also soft skills like communication and teamwork. It's a crucial step in ensuring the chosen candidate aligns with the team's dynamics and the company's overall goals. Hiring managers also onboard new employees, setting them up for success from day one. For more information on the hiring manager's role, check out this article from AIHR.
Onboarding New Hires
The hiring manager's responsibility extends beyond the initial hiring decision. They play a vital role in onboarding new hires, ensuring a smooth transition into the team and the company culture. This often includes introductions to team members, explanations of company processes, and setting clear expectations for performance. They also contribute to the ongoing development and performance management of their team members, fostering a supportive and productive work environment.
The Recruiter's Role
Sourcing and Screening Candidates
Recruiters are the talent scouts of the hiring process. They're responsible for finding qualified candidates, often using a variety of sourcing strategies like online job boards and professional networking platforms. They then screen applications, narrowing down the pool to those who best meet the hiring manager's requirements. Recruiters also schedule interviews and often extend job offers, acting as a key liaison throughout the process. Handshake offers a helpful perspective on the recruiter's role in the job search.
Facilitating the Interview Process
Recruiters act as the initial point of contact for candidates, guiding them through the application and interview process. They manage logistics, answer questions, and provide feedback, ensuring a positive candidate experience. They also serve as a bridge between the candidate and the hiring manager, relaying important information and facilitating communication. This helps keep the process organized and efficient, allowing both the candidate and the hiring manager to focus on the substance of the interview.
Managing Candidate Communication
Clear and consistent communication is essential throughout the hiring process, and the recruiter plays a central role in managing this communication. They keep candidates informed about their application status, next steps, and any updates or changes. This proactive approach helps build rapport with candidates and ensures a smooth and transparent experience. Recruiters may work directly for the company or for a third-party agency, but their focus remains on connecting the right talent with the right opportunities.
Building a Strong Hiring Manager-Recruiter Relationship
Keys to Effective Collaboration
A successful hiring process hinges on a strong working relationship between the hiring manager and the recruiter. Open communication, shared understanding of the role requirements, and mutual respect are crucial for finding the best candidates. When hiring managers and recruiters collaborate effectively, the entire process becomes more streamlined and efficient, leading to better outcomes for everyone involved.
Improving the Candidate Experience
A positive candidate experience is paramount in today's competitive job market. When hiring managers and recruiters work well together, they create a more seamless and engaging experience for candidates. This can lead to attracting top talent, reducing employee turnover, and building a stronger employer brand. Effective collaboration also contributes to easier problem-solving during the hiring process, making it more adaptable and responsive to unexpected challenges. This AIHR article provides further insights into the benefits of a strong hiring manager-recruiter relationship.
Making a Great Impression on the Hiring Manager
Showcasing Your Skills and Experience
When you're in the hot seat, it's your time to shine. Clearly articulate how your skills and experience align with the job requirements. Use concrete examples to demonstrate your accomplishments and highlight your unique strengths. The hiring manager is looking for evidence that you can deliver results, so focus on showcasing your past successes and how they translate to the role. Connect your experience to the company's goals and demonstrate your understanding of their business.
Demonstrating Cultural Fit
Cultural fit is a two-way street. While the hiring manager assesses whether you'd be a good fit for their team, you should also evaluate whether the company's culture aligns with your values and work style. Ask questions about the team dynamics, communication styles, and leadership philosophy to get a better sense of the work environment. A hiring manager who can't articulate the company culture might be a red flag, as discussed in our job interview tips post.
Asking Insightful Questions
Asking thoughtful questions is one of the most effective ways to make a lasting impression. It shows your genuine interest in the role, the company, and the team. Prepare a few insightful questions beforehand, focusing on areas where you'd like to learn more. For example, you could ask about the company's growth plans, the team's biggest challenges, or the opportunities for professional development. Asking questions not only provides valuable information but also demonstrates your initiative and critical thinking skills. Our job interview tips offer some great examples of questions to ask, helping you stand out. Consider using a digital business card like Popl to seamlessly and professionally share your contact information with the hiring manager.
Final Tips for Navigating the Hiring Process
The hiring process can be long and, frankly, mysterious. Being armed with solid questions like these and understanding how to use the responds to inform your decision on a job offer is helpful. Here are some other tips.
Manners Matter
Always say please and thank you, even in the most informal interview and not just to the hiring manager. People are watching to see how you treat others, especially at companies that are good to work for!
Respond Confidently
Being prepared to talk about yourself, your experience and why you're a good fit will illustrate confidence and competence.
Don't only have our suggested questions ready but also practice answering common interview questions to avoid stumbling.
Don't Ask About Other Applicants
Traditionally, candidates have asked how many applicants there are. We're here to tell you this doesn't matter. At the end of the day, the right candidate is the one who gets hired.
Related Articles
- 12 Questions to Ask During Your Interview
- Stand Out in Interviews: Key Questions to Ask Hiring Managers
- Acing Your Job Interview: Expert Tips to Make a Lasting Impression
- Pro Tips for Successful Remote Recruitment
- Job Search and Interview Tips for Young Professionals To Set Them Apart
Frequently Asked Questions
Why are these interview questions so important? These questions go beyond surface-level inquiries about salary and benefits. They help you understand the role's realities, the company culture, and potential challenges, allowing you to make an informed decision about whether the job is truly a good fit for you. They also signal to the hiring manager that you're a thoughtful candidate who is genuinely interested in the opportunity and the company's long-term success.
How can I remember all these questions during the interview? Don't feel pressured to ask every single question. Choose a few that resonate most with you and jot down brief notes or keywords to bring with you. Prioritize the questions that address your biggest concerns or uncertainties about the role. It's more important to ask a few well-chosen questions than to rattle off a long list without genuine curiosity.
What if the hiring manager can't answer some of my questions? A hiring manager's inability to answer certain questions, especially about company culture or the role's expectations, can be a warning sign. It might indicate a lack of clarity or potential issues within the company. Use your judgment to determine whether the unanswered questions are deal-breakers for you.
How can I balance asking insightful questions with keeping the interview conversational? Weave your questions naturally into the conversation. Listen attentively to the hiring manager's responses and use them as springboards for relevant follow-up questions. This demonstrates your engagement and creates a more dynamic and less interrogative exchange.
What if I don't get an offer after asking these questions? Not getting an offer doesn't necessarily mean you asked the wrong questions. Sometimes, despite a great interview, the company may choose another candidate whose skills or experience more closely align with their immediate needs. View each interview as a learning opportunity and continue to refine your approach. The right opportunity will come along.
