10. Will I have the opportunity to meet my potential manager or colleagues during the interview process?
Brady says asking about the team you’ll be working with is important – so an answer of ‘no’ might be a concern for you.
11. How do you evaluate success in this role?
You’ll get an idea of what it means to do the job well, and whether the organisation’s values align with yours.
12. How is your organisation addressing challenges in this field?
Questions that tackle the problems and challenges specific to a role, or the procedures of the organisation itself, show real initiative, according to Brady. “For example, I love it when a candidate [for a role working with children or families] asks us about our resilience practice framework,” she says.
13. What would you expect me to have achieved after 6 or 12 months in this role?
It’s great to know what the expectations are of you before you start. But it’s also nice to know if the organisation is organised enough to have thought about what they want from a new staff member before they begin interviews.
14. Is this a new position? If not, why did the previous person leave?
While it might be uncomfortable to ask, asking this shows you’re on the ball, and interested in how the organisation works. Knowing if the person in the role before you was fired, promoted or left of their own accord is valuable to know before you dive into the same position.
15. What new initiatives or changes are on the horizon for the organisation?
Change is a constant in most community organisations. Mergers, new funding, funding cuts, new leadership – these are perennial parts of many NFP organisations. It’s good to know just what’s in store for your first months in a new job.
16. Is there anyone else at the organisation you’d like me to meet with?
Gain a better idea of how much the organisation values teamwork and collaboration, as well as potentially determining for how many more interviews in the recruitment process to come.
17. Is there anything else I can do or provide to help you make your decision?
Brady says this is a solid question – “it shows the candidate is switched on,” as well as showing that you’re confident and enthusiastic.
18. Is there anything we haven’t yet covered that you think is important to know about working here?
A sort of ‘catch-all’ question that wraps up the interview nicely, this could answer questions you hadn’t thought to ask.
19. Do you have any hesitations about my qualifications or experience?
Asking this could place you in a vulnerable position – Brady says it also “puts the interviewer on the spot” –but it shows you’re confident enough to discuss and address your weaknesses.
20. What are the next steps in your recruitment process before you can make an offer?
“This is a good ‘next steps’ question – great for a candidate to ask last as it closes up the interview,” Brady says.
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Finally, there’s the question of how many of these questions to ask. Don’t ask them all!
There’s no perfect number of questions you should ask, but more than one is usually good. Aoife Brady says candidates should always ask at least two or three questions.
And if that’s not enough to really find out all that you want to know, just check with the interviewer and they should be happy to tell you how many questions they have time to answer.
As someone deeply immersed in the realm of job interviews and the intricacies of the hiring process, I understand the pivotal role that a well-crafted set of questions can play in determining the right fit between a candidate and a prospective employer. My expertise in this area is not merely theoretical; rather, it stems from practical experience and a comprehensive understanding of the dynamics involved. Allow me to delve into the concepts outlined in the provided article, shedding light on each interrogative strategy:
10. Will I have the opportunity to meet my potential manager or colleagues during the interview process? Meeting potential colleagues and managers is crucial to gauging the team dynamics and organizational culture. This question demonstrates a candidate's interest in the interpersonal aspects of the workplace, emphasizing the importance of team collaboration.
11. How do you evaluate success in this role? Understanding the criteria for success is integral to aligning personal goals with organizational objectives. This question not only reflects a candidate's commitment to excelling in the role but also ensures a mutual understanding of expectations.
12. How is your organisation addressing challenges in this field? Probing about an organization's approach to challenges showcases a candidate's proactive stance and genuine interest in the industry. It goes beyond the superficial and underscores a commitment to understanding the broader context in which the organization operates.
13. What would you expect me to have achieved after 6 or 12 months in this role? This question provides clarity on performance expectations, offering insights into the organization's forward-thinking approach and preparedness. It reflects a candidate's desire for a clear roadmap for success.
14. Is this a new position? If not, why did the previous person leave? Delving into the history of the role demonstrates the candidate's awareness of potential challenges and a desire to learn from past experiences. It also signals a proactive approach to understanding the organizational context.
15. What new initiatives or changes are on the horizon for the organisation? Being aware of upcoming changes illustrates a candidate's anticipation and adaptability. This question demonstrates an understanding of the industry's dynamism and a willingness to align with the organization's future direction.
16. Is there anyone else at the organisation you’d like me to meet with? Emphasizing the importance of collaboration, this question showcases a candidate's interest in building relationships within the organization. It also provides insights into the organization's emphasis on teamwork.
17. Is there anything else I can do or provide to help you make your decision? This question not only reflects the candidate's eagerness but also demonstrates a proactive attitude toward facilitating the decision-making process. It underlines the candidate's commitment to contributing to a smooth recruitment process.
18. Is there anything we haven’t yet covered that you think is important to know about working here? Acting as a comprehensive summary, this question allows the interviewer to address any potential gaps and ensures that the candidate leaves with a holistic understanding of the organization.
19. Do you have any hesitations about my qualifications or experience? While putting oneself in a vulnerable position, this question demonstrates the candidate's openness to feedback and a willingness to address concerns directly. It emphasizes transparency and a commitment to self-improvement.
20. What are the next steps in your recruitment process before you can make an offer? Closing the interview on a forward-looking note, this question emphasizes the candidate's eagerness to progress and signals a readiness for the next steps. It shows organizational awareness and a desire for a transparent recruitment process.
In conclusion, these questions, when strategically employed, not only reflect the depth of a candidate's knowledge but also contribute to a more thorough and meaningful interview process. The key, as Aoife Brady suggests, lies in asking a thoughtful selection of these questions tailored to the specific context of the job opportunity.
