I asked over 1 million LinkedIn followers their favorite questions to ask potential employers. Want to hire superstars? You better be prepared to answer them.
In many cases, the part of the job interview when you ask the candidate, “Do you have any questions for me?” often feels like a waste of time. To many job candidates, what they ask — and whether it makes them seem smart — is more important than how you answer.
But then there are the job candidates that do care about how you answer, because they’re also interviewing you. They’re superstars. They’re skilled, accomplished, creative, hardworking… in short, they have options.
Which means your interview prep is just as important as the candidate’s.
What kinds of questions should small business owners (or hiring managers) be prepared to answer? I asked my LinkedIn connections for their favorites.
Here are some of the best:
- “What are the three biggest challenges the person landing this role will face in first 90 days, and what must be achieved in those 90 days?” — Karen Cuneo-McDonald
- “Can you tell me about a person you hired that didn’t work out, and why they didn’t work out?” — Michael Spence
- “What does it mean to be a leader at your company?” — Phani Karne
- “Based on your culture, which of the following is your company’s number one priority: Customers, employees, revenue, or brand integrity? If I ask this same question of other employees here, how likely is it they would give the same answer?” — Kevin McDaniel
- “Can you tell me how your company has maneuvered and positioned itself during COVID-19? How has the organization kept morale and engagement up during this time?” — Anna Morgan
- “Can you tell me some of the rituals, ceremonies, or customs at your company that makes it memorable for employees?” — Eytan Dallal
- “What is the highest technical rank a woman holds in your organization?” — Sara Biyabani (Jeff: If a question like this isn’t cause for self-reflection, nothing is.)
- “It’s time for our 12-month review. I’ve been wildly successful in this role and you’re still excited you hired me. What outcomes have I achieved that contribute to your continued excitement for hiring me?” — KC Coe
- “The last person who held this position: How long did they hold it, and why is it now open?” — Maureen Dalton
- “Describe your onboarding process. What is the timeline for when you expect full productivity?” — Kathryn Read