What killer questions to ask in the Job interview?
The interview should be a two-way street. As much as employers are trying to identify the right person with the required skills, job seekers should focus on the right type of trade as well. You should have a list of questions to ask in an interview, and you should be strategic about when you ask an employer questions during an interview. We advise that you should not wait until your interview is nearing its end to ask questions. Keep your conversations natural and lively to gain the desired information with your questions.
One of the hacks I have used during job interviews is not to wait until the last minute to ask questions. Why wait when you have an option to ask unlimited questions?
There is no rule on how many questions to ask as a candidate but be strategic and mindful of the time.
There is a rush at the end and hiring managers have time allocated for questions. I have interviewed many and this is where they go wrong.
Job seekers don't ask/ they rush to ask at the end/ they ask irrelevant questions.
How to make the interview conversational?
For example: when they ask you to walk you through the core competencies in the previous job, tell me how you met the goals, did you ever fail meeting the deadline, were you performance managed for not meeting the goal etc. Anything related to the performance?
Strategy to make it conversational: I would answer and ask right after "since we are on this topic, could you let me know what are the KPIs for this role, and how the performance is measured"
"Could you tell me what is the highest KPIs score for a high performer" Then the interview becomes conversational!
You can now relax, take off attention, have a glass of water and let them talk. Take a pause to listen and write down the information they provide. I always brought a notebook with me exactly for this reason. Interview time could potentially be shorter because they might not have time to ask planned questions. Stop being an order taker, be in charge and lead the interview strategically. It is possible to overturn the table to employers, it is a two-way street.
And when they ask you a similar question again or why should we hire you type of questions, bring what they told you in to your answer
" As you said your highest performer has the quality score of 75% and my average has been over 85% consistently and here is how I did it, and provide STAR technique example..."
This shows you were listening and now you are using their metrics to measure your performance from the past. You need to hit them with the data and provide evidence that exceeds their expectation. It is only possible to compare the data once you know how the performance is measured at their end. Each employer measures performance differently.
Mistakes- Career professionals ask questions to impress hiring managers. But, this is the time to ask the right questions to determine a few things:
Understand performance metrics/ KPIs
Are you fit for one another?
Who are you competing with internally/ externally?
Get into the hiring manager’s head to understand a bit further about the company
Understand the expectation of your future boss.
What are a few examples of what to ask during a Job Interview?
Why should you ask them these questions?
What are 3 challenging tasks for this role?
This question allows you to get an idea of your boss’s pain and how you could solve it.
What kind of courses or certifications do people in this role take to be successful at day-to-day tasks?
Do you offer in-house or outsource that personal development?
Do you have budgets for personal development? how much?
Companies usually have budgets allocated for internal or external courses, this question helps you understand the career path or courses you could take to be successful as a new hire or internal promotions in future.
For example, in the banking industry, if you are applying to be a teller, and want to go to a financial advisor role in the future, most banks reimburse the fees after you pass. Wait until you get into the role then explore the courses.
What were some new resources and tools that were introduced to the company or department during the COVID-19 pandemic?
This question helps you understand if the company is nimble and doesn’t have too many red tapes. How efficient were they when it came to implementing their tools and resources from virtual onboarding to day-to-day functions?
How long was the current position vacant?
Was it not filled by the expected time?
This question helps you understand how quickly they are going to move on with their proposal to a job offer.
Is this a new role or an existing role?
This question allows you to dictate whether or not the company is growing or if someone went on a type of leave or was promoted to a higher role. If someone went on a type of leave, you have an insight into the role. It is most probably stressful, so be cautious!
If you can confirm that someone is on some type of leave, take note that your role might be impacted when that person returns, so it is best to have a backup plan.
To avoid ghosting ask these questions:
How is feedback being delivered?
Do you provide feedback to everyone?
Experienced hiring managers or human resource workers would be clear about setting the desired expectations. But do not assume that they don’t share a timeline for getting back to you. Ask them about the turnaround time. This question helps you understand when they will get back to you and by when, as this is the best way to avoid being ghosted.
If you haven't heard back from anyone during the committed time, you can follow up with them. This does not make you look weak or desperate, as you are simply just asking for information related to their expectations.
When is the interview being wrapped up
How many others are being interviewed internally or externally?
This question gives you an idea of you how long the turnaround time is, which will help you relax instead of becoming stressed counting the days till you hear back. This question will also give you information on how many candidates you are competing with, as they could end up becoming your biggest competitors.
While you are waiting on a response, you can continue with your job search, since searching for a job never stops until you sign a job offer and officially start working. Avoid ghosting!
How does your training work?
This question gives you an idea of if they have established formal training, or on the fly training where you are expected to learn on your own and make it work. They can also assign training where they assign mentors, modules, and tests. Be careful about training delivery and bad onboarding. The training process can determine your probation and successful journey.
You need to think twice if they want you to learn on your own. Are you capable of taking this role? If you said yes, then you probably already have an action plan ready. Keep in mind that each employer has different tools, regardless of your expertise. A new job would take a few weeks or months to master, so find out what tools you need or have for ongoing support.
One great example of a tool is a type of professional development course that takes place outside or in-house. Good companies offer tons of training before expecting results.
What qualities do you think are most important for this role?
This question helps give an idea about the ideal candidate employers are willing to hire.
What is the most important strength needed for this role to be successful within 60 days?
What is your leadership style or work style?
This question helps you determine what kind of boss you will be working with.
Is remote work available?
This question helps you dictate work-life balance and flexibility. Some companies don’t allow staff to work at home due to security reasons. A handful of bosses won’t allow work from home even if the company allows the WFH option. There is a difference between company policy and micromanaging. So ask yourself, are you working with a micromanager?
Ask about a 30-60-90-day plan for a new hire.
This question helps you figure out your boss's desired expectations. It gives you time to plan for action items and evaluate the budget cost if you are working with the budget or timeline.
Will there be a performance review monthly, quarterly, or yearly?
What are the KPIs and how do you measure the meet and exceed?
What are good metrics and bad metrics?
What kind of metrics your high-performer has?
What kind of metrics your lower-performer has?
This question helps you understand how your results and performance will be measured. We all need goals to set so that we can understand how to be successful at a new job with clear expectations. Are your metrics related directly to your boss’s metrics, team, or the company?
What Is the team demographic like in terms of seniority/tenure/DEI?
This question gives you an idea of if there is someone to go to for expertise. You need to be surrounded by diverse mentors who know the company's tools and systems.
A new job is stressful, so you should gather yourself with a good team of experts. These questions also help you understand the turnover rate if staff are all new (based on how old the department is.) This question will help you understand how a company treats DEI. Ask them to give your the tour to feel a sense of belonging.
Are there any questions you want me to clarify?
This signifies the last straw to answer any missed pieces of information or elaborate on certain questions for interviewers.
What do you like the most about your role or company or department or team?
This final question gives you an idea of what your boss thinks about the company and team. Remember that people leave bosses and toxic company culture or department culture. Give yourself a minute to plan ahead. Your boss is going to make your career or break it.
Top questions to ask for contact center/customer service. Ask these strategic questions during a job interview:
What are the metrics for customer satisfaction?
How long is the in-class and on-job training?
What is the employee turnover rate?
What is the attrition rate?
What is the average wait time?
What is the customer service survey result this year/ past year?
What is the average ACW/AUX time?
Do you measure hold time, and wrap-up time for agents, what are the metrics?
What are the employee engagement metrics?
Call abandonment ratios and metrics?
What are the Average Handling Time guidelines?
What is the absenteeism ratio?
Client acquisition and retention stats
Is there an outbound campaign?
Is there any sort of new project in the pipeline?
What is the company or department budget?
Has there been any major process improvement in a pipeline?
Traffic on the company's website?
Is there a social media campaign?
How many complaints do you get on average?
How are feedback and complaints being handled?
Is there a new system or product launch?
Is there community involvement?
Who are the vendors?
Which services are outsourced?
How much coaching happens in the workplace? Are there metrics?
What do the performance management metrics look like?
How often does the performance appraisal occur, and how is it measured?
How To Spot the Red Flags on the Job Descriptions/ Interview?
Red flags on the job descriptions/ hiring process
We’re like a family
Job descriptions that are either vague or extremely detailed (four pages long)
Unpaid job interview assignments which take lots of research
Too many interviews or hoops to jump through
The same job posting appears routinely
The interviewer is late, rude or doesn’t respect the interviewee
Work under pressure
Work under a minimal supervision
Hit the ground running
Able to wear multiple hats/ multitask
Think outside the box, work independently
Flexible to work long hours/ after hours
Able to travel, must have own vehicle
Able to run/plan events and build relationships/ networks outside the work hours
Unpaid volunteering after hours
Perks disclosed such as junk food, games, happy hours, massage chair
Hiring urgently, willing to start as soon as possible
Unlimited unpaid time off
Job descriptions are not right, for example, the job descriptions of the manager look like the senior manager and the manager is reporting to VP in a bigger company but the pay is not competitive.