As of: February 7, 2024, 7:43 a.m
By: Natalie Hull-Deichsel
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For the interview, many applicants prepare for potential questions and the best answers.
It is also crucial to ask important questions yourself.
You have every reason to be happy because your dream employer has invited you to an interview!
Now it's time to prepare in good time and think carefully about the best answers to the common questions.
But what are common questions asked by HR managers and potential supervisors in job interviews these days?
And are there any questions you should dare to ask yourself?
One question in particular can provide you with information about the long-term importance of your position in the company.
Interview: What questions you should prepare for as an applicant
As an applicant, asking critical questions during the interview can help you better understand your future position in the company.
© AndreyPopov/Imago
It may be that you have already applied for a new job at several companies and have been invited to an interview, and yet you realize that every interview is different, even if the usual questions are often asked.
On the one hand, this is due to the types of people the company conducts the interview, and on the other hand, it is due to the company culture and the values with which the applicant should fit.
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The typical interview questions asked by HR managers and potential supervisors include:
“Why do you want to work for our company?”
“What do you bring to the table that other applicants don’t bring to the table?”
“What are your strengths and weaknesses?”
“What has been your biggest aha moment so far in your professional career?”
“If we asked one of your former bosses about you, what would he or she tell us?”
“How do you deal with criticism?”
“If a (former) colleague of yours were to describe you, what would he or she say?”
“What has been your greatest success so far and what has been your greatest failure?”
“Tell us three outstanding qualities about you.”
The range of possible questions from employers is almost endless, so it is definitely advisable to prepare good and clever answers.
But what many candidates forget: The introductory interview also allows the potential employee to ask questions of the HR manager and the future boss - including critical questions.
This can sometimes even be seen as positive.
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“Do you have any questions?” is a statement that is often used near the end of the interview.
You should never answer this moment with “No, I don’t have any questions,” but rather use it to highlight points that are important to you.
Don't think that asking questions is a sign of weakness - quite the opposite.
Questions emphasize your fundamental interest and can possibly provide insight into your background knowledge and value system.
Of course, you should think about your points in advance: “What exactly does your company do?” certainly doesn’t reflect well on you as an interested candidate.
See your questions and the answers to them as an opportunity to find out more about the company and the vacant position, as
kununu
, the portal for independent company evaluation, also takes up.
A selection of questions you might ask HR managers and employers could be:
“What do you expect from an ideal candidate for this position?”
“From your perspective: What is the biggest challenge in this position?”
“How closely will the role to be filled be aligned with the company’s core functions, tasks and goals and will I be working on projects that are mission critical?”
“Why do YOU like working for the company?”
“What does communication between departments look like?”
“Who would be my direct supervisor?”
“How many people would my team or the team in which I work consist of?”
“How much time is planned for the induction phase?”
“Is there an official home office policy?”
“Are there training programs for employees?”
In particular, you should ask the third question, “How closely will the role to be filled be aligned with the company’s core functions, tasks and goals and will I be working on projects that are mission-critical?”
The answer can be crucial for your decision as to whether the job and the company is even an option for you.
This should show what priorities the company currently has and how closely the advertised position corresponds to these goals.
If the role is embedded in a newer, experimental team or in a department that is struggling, that could be a red flag.
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What often happens in reality is that whenever things get tough and business leaders are under increased pressure to hit their sales targets, they will do everything they can to retain the employees who will help them hit those numbers.
Also pay attention to how a hiring manager approaches you during the application process and interview: Do they seem like they're excited to bring you on board, or is recruiting for this position more of a chore for them?
Does the HR manager get back to you in a timely manner or do you have to follow up three times before you get an answer?
Tendencies that can already be recognized in advance or during the first interviews.
If you ultimately feel that the development is less positive, you should also question the position and the company yourself - because not only should you be a good fit for the company, but also the company should be a good employer for you.