As the 21st-century workforce continues to evolve, there will be significant changes to employee demographics, work types, work arrangements, expectations, measurements, benefits, and much more. However, one must not forget that people and relationships are at the core of any career, business engagement, or opportunity.
So, the ability to deal effectively and appropriately with people will remain in high demand. One of the critical attributes of these people includes their ability to have an engaging conversation, be empathetic, and ask appropriate questions. It is interesting to note that those who ask questions attract more insight and stand a better chance during job interviews.
Job Interviews
Asking the right questions during a job interview is one way to show capability and aptitude. There is evidence that an engaging and prepared candidate leaves a great impression and stands a greater chance of a second interview or getting the job outright. The truth is that asking questions extends the interview conversation and provides the recruiter or interviewer the opportunity to know your capabilities and context.
While there are no ideal questions, specific questions reveal one’s degree of preparedness. The truth about asking questions is that it extends the interview process and provides the recruiter or interviewer the opportunity to know you as a candidate in a broader context. Listed below are five questions to ask during a job interview.
1. Most valuable resource
Start by asking, “What do you call your employees?”
This question goes to the core of identity within the organization, as it seeks to clarify the premium placed on employees. In some organizations, employees are called associates, co-owners, servant leaders or volunteers, or simply employees. Whatever employees are called isn’t necessarily the more significant issue; it is truly about understanding how leadership or management think about their most valuable resources – people.
2. Organizational reward
During your interview, your focus should be on recognition rather than compensation. Be aware that everything you say and do is under evaluation until an offer has been made and you’ve accepted. You mustn’t send a lousy vibe or leave a negative impression on your interviewer(s).
So to ensure there are no surprises, here’s a secret. Inquire about the organization’s outlook on great work. You need to eliminate the ambiguity, so ask what it means to have done a fantastic job. Follow up with these clarifying questions:
What does excellent work look like? What happens to those who have done a great job in the past? Then ask why the organization rewards good work. Before long, you are discussing rewards, money, and compensation. Now isn’t that what you wanted to find out? Exactly!
3. Failure and learning opportunities
Failure is natural and a critical part of the learning process. The “fail forward” philosophy is only as valid as the opportunities available to fail and learn. Organizations often pay lip service to failure and often avoid these uncomfortable discussions.
But then, genuinely great organizations and leaders do not hide from failures. They internalize and appropriately extract learnings from failures. They inevitably fail forward.
So ask how and why people fail and follow up with what the organization does with failures. The answers provide insights into an organization’s risk appetite and approach. These are the great clues that must not be ignored.
4. Decision-making and management
In some organizations, decisions are made promptly; in others, haphazardly. It is essential to understand the core from which decisions are made. Are organizational decisions made by a few, and how and when are those decisions communicated to the others? The answers to this question reveal the dynamics of management as well as the salient attributes of leadership.
5. Leadership matters
A lot is riding on and attributed to leaders. In particular, there is a direct correlation between leadership and individual success in organizations or corporations. So it is imperative to know the leadership style of your immediate boss as well as possible. The insights from this question are critical clues that must not be ignored.
