From a speedy 20-minute interview to a six-round marathon, there’s a common denominator that holds strong when it comes to going for a job. Regardless of the role you’ve applied for – or the kind of employer – asking thoughtful, genuine questions is timeless.
Claudia Swinton is a director at Samuels Donegan, a Melbourne-based recruitment agency specifically for human resources professionals. She says what you ask during a job interview can elevate or erode everything else you have talked about so far.
Asking the right questions can help you stand out among hundreds of candidates.Credit: Getty Images
When preparing for an interview, she says it’s important to “zoom out and understand the macro”.
That could include researching what is happening in the broader industry your desired workplace falls under. And if the information is available, try to understand where the role and function sits in the employer’s wider strategy.
Swinton adds that all too often, candidates focus on preparing highly specific questions. If you ask these same questions in interviews for different roles, you run the risk of sounding rigid or like you’re box-ticking.
“Instead, I’d recommend doing enough research that you’re able to have a curious, intelligent conversation,” she says.
Make sure you say something, as asking no questions at all is generally a poor look.
“If you understand the company’s story – historical business performance, background of the current executive team, changes to legislation that will impact the business model or shake up the industry – you can ask tailored questions in real time, shaped by the actual flow of the discussion.”
A candidate’s level of seniority should also be considered when developing questions. For more senior candidates, “any questions relating to governance or operational efficiencies are typically looked upon favourably”.
Swinton says there’s one thing that’s not particularly groundbreaking but gets overlooked and can help you stand out. “Asking the hiring manager about something you noticed in their background or career trajectory.” This is great to speak about, regardless of your experience level.
“It provides some commonality between interviewer and interviewee, and you soon become someone other than the candidate in the 2pm slot.”
What not to ask
However, just as important as knowing what to ask is knowing what not to ask.
“This is going to be unpopular, but I wouldn’t recommend asking about hybrid working, parking or salary in a first interview,” Swinton says.
A recruiter or company HR representative should cover these details with you ahead of your actual interview time. If they don’t, you can ask after the interview.
“I get it, parking is expensive, and we all hate peak hour, but asking during your precious 30-60 minutes of interview time when you’re trying to make an impression is a waste.”
Swinton says asking hiring managers to describe a company’s culture is also over-asked. As is how success in the role will be measured in the first few months.
“Instead, I’d recommend asking something like: What are some common attributes of the top performers at your company?’”
Another thing to be mindful of: different hiring managers will have varying appetites when it comes to sharing certain pieces of organisational information with candidates.
For example, a hiring manager might not want to share more sensitive pieces of information when hiring for a junior role, as those details might not be relevant to the candidate. Try as best you can to gauge someone’s eagerness to share this kind of information in the early stages of the conversation.
But make sure you say something, as asking no questions at all is generally a poor look. “It’s like going to a party, sitting in the corner and expecting people to still remember your name,” Swinton says.
So, you’ve got some questions. When should you actually ask them? Some hiring managers prefer a structure where questions are left to the end. Swinton recommends asking questions and probing when opportunities naturally arise in conversation. As a general rule, it really depends on the nature of the question and if it’s relevant to that point of the conversation.
Swinton adds, “As a jobseeker, you’re conditioned to think the spotlight is on you and the key to getting an offer is about the answers you give. In my experience, the best interviewees control the interview flow by asking great questions, and they are often the ones with an offer at the end.”
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