![]() ![]() If people have left your prospective employer for reasons other than career progression, I’d proceed cautiously. The first is for the interviewer: “What have you learned about your leadership in the exit interviews conducted in the past year?” The second is to ask yourself: “What does this tell me about this organization’s culture?” We are in a job seeker’s market. What Have The Past Year’s Exit Interviews Taught You? Cara Heilmann, International Association of Career Coachesġ3. Instead of asking a question about the expectations of the role upfront, ask it in hindsight: “Imagine that you hired me, and 12 months from now, you turn to me and say, ‘That was an amazing first year’-what did I get done for you?” You’ll hear true pain points that the hiring manager hopes you can resolve. ![]() What Could I Get Done In My First Year That Would Amaze You? Given my demonstrated history of A and B, would you say that C is the approach you’re looking for?” - Jessica Sweet, Wishingwell Coachingġ2. For example, you might say, “I can see that X, Y and Z are your top priorities in this role. You’ll want to ask a question that demonstrates that you’re already thinking about how you can be strategic and successful in the role. Given Your Priorities, Is My Approach On-Target? Lisa Walsh, Beacon Executive Coachingġ1. Then, perhaps, follow up by asking for specific examples. Candidates may listen for and explore answers involving mentoring, skills development, coaching, flexible/hybrid work arrangements and others that resonate with the candidate’s core values. How Do You Support Future Leaders’ Development?Ī question about how the company supports the development of its future leaders has multiple possible responses, any of which will provide valuable insight. For example, “What are the most common struggles your team currently faces?” - Christie Garcia, Mindful Choice, LLC.ġ0. Your ability to gain information and ask tough questions shows how you will add value to the team and bring a new level of wisdom to the organization. The advice I always offer candidates is to make sure you are asking authentic questions that you genuinely don’t know the answers to. What Are The Struggles Your Team Currently Faces?Īll questions are important during an interview. Either way, it can be helpful in assessing whether the job and company are a good fit. If everyone says something different, it suggests a culture that varies by team, department or individual. If everyone gives the same response, it suggests the company has a strong culture built around those values. How Would You Describe The Company Culture?Īsk each person how they would describe the company culture. What skills and behaviors do the company’s most successful people demonstrate? What did the organization do to cultivate this success? - Maureen Metcalf, Innovative Leadership InstituteĨ. I would ask about the skills and behaviors of the company’s most successful people in similar roles. You need to determine if you will be a good fit in advance of taking the job, then quickly demonstrate your fit when you start. Job success often hinges on cultural fit. What Skills Do Your Most Successful People Have? But one that I also recommend-which is a bit rarer-is, “How will this job/position interact with other divisions/areas in the company?” - Ash Varma, Varma & Associatesħ. I usually recommend having several different types of questions in mind regarding the job itself, the company, its culture and the interviewer’s experience. There are a number of great questions that a candidate should ask in their first interview. How Will This Position Interact With Other Departments? The answer can give them insight into the organization’s culture, leadership, team dynamics and employee focus, for example, so they can make their own compelling case for landing the role. ![]() I recall receiving this question about our MVP in an interview and thinking it was a really smart way for the candidate to assess the attributes a company desires in a high achiever. What Attributes Does Your Most Valuable Player Embody? Forbes Coaches Council is an invitation-only community for leading business and career coaches. ![]()
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