1. What should the successful candidate achieve within the first six to twelve months?
Asking what the successful candidate is expected to achieve within the first six to twelve months shifts the conversation towards outcomes and expectations. It demonstrates that you are already thinking about how you can contribute to the role, while helping to clarify priorities and key objectives from the very beginning.
2. What are the immediate priorities for this position?
This response suggests that you have approached the challenge that they have set with a measured and practical approach. It indicates that you have given real thought to how you would make a positive and tangible contribution from the outset. It may also give some indication of the nature of the work, e.g. whether it is focused on delivering on specific deliverables, achieving key milestones or as part of a wider transformation agenda.
3. How is success measured within the team?
This question allows the team leader to determine how you personally view and relate to measurement of performance. By asking this question the team leader will begin to form a picture in respect of key performance indicators and accountability for the objectives, standards and targets which may have been set for your role. This question also provides you with an opportunity to show the team leader how you intend to plan and deliver the objectives, targets and standards which may have been set by the company.
4. How is the team structured and who would I report to?
This is really just to give you a bit of a sense of what the team will look like and who you’ll be reporting to, so we can sort out any details later. We’d like you to give some thought to how you’d interact with others in this team, how you’d communicate and how you might contribute to the work of a department/team within the wider organisation with clear management and leadership.
5. How does this role contribute to wider business objectives?
The fact you have even asked this question suggests to me that you have a degree of commercial awareness and have given some thought to the wider business and its strategy. Clearly there is more to life than just getting on and doing your job or simply focusing on the key tasks associated with your role or job title. You have to try and see the world from the businesses perspective and understand the role your work plays in helping the business to achieve its objectives.
6. What does the onboarding process look like?
Another easy one to overlook, but onboarding is something you can plan for the future. Imagine welcoming new employees and thinking about how IT, HR and other systems will handle their arrival. Planning this now will help you get a feel for what the first few months as an employee might look like for a new hire.
7. Are there opportunities for training or professional development?
Thinking ahead for the future, developing skills and training for the future is an important consideration here. It’s less about progression opportunities in the short term and more about thinking ahead, developing your ability to learn, the skills you need to equip you for future opportunities and how you can contribute to the business of the future.
8. How would you describe the company culture and working environment?
Company culture and work environment are part of what forms the cultural fit of a workplace. Understanding the everyday workings of a team is important in giving a potential candidate an understanding of whether the workplace environment would be one they would be able to effectively work within. Teamwork and cultural fit questions focus on a candidate’s ability to collaborate, communicate, and act as a leader.
9. What are the next steps in the recruitment process?
This is really important. As mentioned, it’s always important to communicate the next stages of the recruitment process. So, as much as possible, try and give them a sense of the timeline, the number of decisions that are left to be made, and when they can expect to hear from you again. It’s another measure of your competence and the care you’re taking over the recruitment process. It’s a way of assessing the candidate’s attitudes, and in this case, we’re looking for a thoughtful approach, and a confidence in progressing further in the process should they be successful at this stage.
10. Is there anything else I can provide to support your decision?
Closing by asking if there is any further information you require is a very effective way of indicating to the interviewer that you are keen to supply any information they may have not asked but that they require. It also allows the interviewer to voice any late reservations or to address any apparent gaps or inconsistencies in your background or experience that they may have thought of during the course of the interview. This closing question also shows that you are sensitive to the interviewer’s needs towards the end of the interview.
