Do you sometimes feel like it’s a waste of time when, at the end of a job interview, you’re asked, “So, what questions do you have for us?” hoping that you can just escape without saying anything stupid?
Or do you panic, not sure how to ask at least a marginally intelligent question?
Basic questions aren’t good enough
I used to ask only the typical, basic questions. Things like “Where do you see the company is 5 years?” or “What are the biggest challenges in this role?” These aren’t the worst questions, but they certainly aren’t engaging.
They definitely won’t show the interviewer more about you – that you’ve done your research, that you can engage in conversation. In other words – you won’t stand out.
Most people truly waste this time and opportunity. They see it as ‘filler time’ until they can get out of that room.
If you really want to stand out, you have have to transform not only your questions, but your entire mindset and approach to this portion of the interview.
First, transform your mindset
Several years ago I was given fantastic advice from a mentor on how to completely change my strategy of asking questions at the end of the interview. I’ve received terrific results for myself and countless others over the years and now I want to share it with you.
Here’s the premise – the time at the end of the interview is not (primarily) for you to learn more about the job.
Simple as that. Really?? Yes. Trust me.
For example, don’t ask what the job is like. They’ll be thinking, “How did she just interview for a job she don’t know anything about?”
So what is the point of this question time?
It’s a chance for you to share more about yourself, engage the interviewer in conversation and show them the real you.
Think about it – most of the interview is over. With the hardest, most stressful part behind you, you’re less nervous and starting to relax just a little bit.
This is the time where you have a fighting chance of executing on that ‘advice’ everyone gave you to ‘just be yourself.’
I’ve mentioned in my article “The Top 3 Things Every Hiring Manager is Looking For” that your interviewer is trying to determine 3 things:
- Do you have the skills and competencies they need?
- Are you excited and passionate about the role?
- Do they like you?
The interviewer has already written down their thoughts on your abilities, skills, and competencies (number 1 above). Now it’s time to show them your passion and what it’s like to have more of a real conversation with you (numbers 2 and 3 above) now that you’re less nervous.
Show them the real you
While you’re showing them more of “real you”, it’s also critical to demonstrate that you’ve done your research, you’ve been intentional about your preparation, and that you’re passionate about the role (or organization, industry, etc.).
Step-by-step approach – SHOW them the real you
This is the last impression they’ll have of you, and you’ll be somewhat drained. So here is an easy, step-by-step approach to prepare for these questions you’ll ask.
I call it the S.H.OW. Method ™ – Show them the real you.
S – Share something you’ve learned, read, heard, watched or researched
H – Have an opinion
O – Opinion: get theirs, too!
W – Write and Wonder
Follow these 4 simple steps and you’ll not only stand out from your competition, but you’ll increase your chances of getting the job offer.
S – Share something you’ve learned, read, heard, watched or researched
The key here is to do more than ask a quick, no-brainer question.
So what should you share?
Prior to the interview, you should do some digging on the role, company, industry or interviewers themselves. It’s much simpler now that it was years ago.
Among other options, I recommend searching online through:
- Articles
- Podcasts
- Books
- Research papers
- News stories
- LinkedIn profiles
- The company’s website (e.g. look for their mission, purpose, recent strategy changes, upcoming big initiatives, history, etc.)
The bottom line is: look for topics that give you something to discuss.
For example, if you’re interviewing for a teaching position, you could identify a new trend in teaching methodology. If it’s a role in the automotive industry, you may share an article you found in the Wall Street Journal commenting on the company’s shift in strategy due to competition.
What could this sound like?
Let’s say you’re interviewing for a teaching job and you were just asked what questions you have. Your ‘question’ could start with:
“Sure, I have some questions for you. In fact, I love learning and I regularly listen to great podcasts. The other day I heard a fascinating interview sharing the pros and cons of the emerging trend of XYZ Teaching Methodology. The basic points are…”
H – Have an opinion
Once you’ve shared the research, give your own opinion on that topic.
The best approach is to not only give an opinion on the facts, but provide your thoughts on how the story, article, or research could impact the company or role you’re applying to.
What could this sound like?
Continuing from the example above: “… so those are the highlights of this emerging trend. Personally, from what I’ve learned about the mission of this school/organization, I don’t think this new methodology would be appropriate for the students because…”.
O – Opinion: get theirs, too!
Now you can’t just talk – you still need to ask a question!
So this is where you turn everything into a conversation. The best way to have a robust conversation and get the interviewer to think is to ask for their own opinion.
After you’ve shared what you learned and shared your own opinion, it’s time to get theirs.
What could this sound like?
Continuing from the example above: “While that’s my perspective, I’m really curious to hear your thoughts on this trend and if you would ever consider implementing it in this environment?”
You know you’ve asked a great question if they sit back and have to think for a minute. Either way, you’re aiming for them to share their thoughts, whether they’re already familiar with the topic or not.
W – Write and Wonder
Why write and wonder? Because now it’s time for you to actively listen and engage.
As someone who interviews others frequently, few things are more irritating than getting asked a question and watching the interviewee just sit there, clearly ignoring everything I’m saying, waiting for me to stop talking so he can ‘get credit’ for asking another question.
Don’t be that person.
Actively listen and engage with the interviewer.
How do you do this?
Write down notes – key words, phrases, resources, opinions – that the interviewer shares. This goes a long way to demonstrate your engagement. You don’t need to capture everything they say, just the key points. This shows you are engaged in the conversation.
What about wonder? It’s just one example, but it’s a great way to continue the conversation after the hiring manager provides his or her own opinion.
Be curious – i.e. wonder – about what they said. Why is that their opinion? What else should I know? Dig in to their response.
What could this sound like?
Continuing from the example above: “Wow, that’s really fascinating. So you’re saying that you actually tried this new methodology. I wonder what results we would see if we changed the approach in the future and tried again. What do you think?”
Conclusion
If you want to stand out and confidently ask questions that lead to a great conversation with the hiring manager, you need to transform your entire approach to asking questions at the end of your interview.
Don’t waste this time – it’s your golden opportunity to show the hiring manager they want to work with you. Show them the real you through engaging conversation rather than by asking questions everyone else asks.
The S.H.O.W. Method ™ is best suited for interviews with the hiring manager or those you’ll be working with vs. a recruiter. I recommend preparing at least 2-3 really solid, robust questions using this method.
Side note – I recognize that you may actually need to ask some simple, ‘fact-finding’ questions if you weren’t able to learn something about the role in your research. Definitely don’t let me hold you back. But you should err on the side of conversation and tailoring wherever possible.
Bonus Points
I want to share another quick tip that I’ve found helpful over the years.
Use this ‘questions’ time at the end for anything you may have forgotten to say during the earlier portion of the interview.
Did you have a really great story you wanted to share, but couldn’t find a way to bring it up? Do you have a unique skill that they must know about, but you forgot to mention it?
Be purposeful to use this time of ‘interview questions’ for whatever you need to share. Follow the 4-step method above to work it into a conversation.
Discussion Question
I’d love to hear from you! Join the conversation with the Equipped Community – we’re in this together! In the comments section below, share your thoughts on the following question.
You likely have your own great questions that work – and we’d all love to hear them! What is your one go-to question that leads to great conversation in the interview?
