3 Great Questions to Ask at an Interview

Introduction

If you have made it to the interview, it’s usually fair to assume you have the skills to do the job, your CV would have indicated that to the panel. Now you need to show why you’re the best or most promising candidate for the job. This article will focus on an area of the interview process, which is often not optimised by the interviewee, the classic ‘Do you have any questions for us?’ posed by the panel and the end of your interview.

The Interview

At the most basic level, the panel NEED to know that you can implement the required skills in that specific environment.  But, to separate yourself from the other candidates and leave the panel with no questions about your ability to do the job, the panel WANT to know that you can think independently, take control of stressful situations, and convey your ideas clearly and concisely under pressure.

Usually, an interview will begin with a range of competency-based questions (strengths, weaknesses, describe a difficult situation and what you did to overcome it, a time when you have failed and bounced back, these sorts of questions) or technical questions (Can you describe the energy system development you would implement within this sport? Please describe in detail the fundamental requirements of power development and how you would implement these in season?).

Here you will get the opportunity to put your best foot forward, but there is another opportunity to sell yourself. The questions which you get to ask the panel about the role.

When you come to the end of your interview, often you will be offered the opportunity to ask the interview panel any questions. If you aren’t given this opportunity, which would be rare, then politely request to ask a couple of questions before you leave. Don’t leave without taking the chance to sell yourself just that little bit more.

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The Questions

Here are 3 great questions you can ask at an interview and what they say to the panel.

1. Can you describe the culture of the organisation?

What it tells the panel:

This applicant wants to know what is important to the organisation, suggests that they will be an advocate for the culture

This applicant understands club/corporate identity and its importance

This applicant is trying to establish whether their personal philosophy aligns with the organisation’s culture

2. Can you describe the progression opportunities that would be available to me after proving myself?

What it tells the panel:

It is important to this applicant that they can grow and evolve

This applicant is ambitious and can be challenged to progress in their role and the organisation

This applicant could be groomed for promotion/progression within the organisation

3. What would a successful 6 months look like in this role?

What it tells the panel:

This applicant is focused, and goal-driven

This applicant wants to know specifically what the expectations are. Suggests they form a plan to deliver on the expectations

This applicant is keen to hit the ground running and prioritise the issues/challenges the organisation is having

Wild Card

‘Based on this interview and the role, is there anything I have said today which doesn’t make you 100% confident that I am the right person for the job? Can I elaborate or clarify any of my points for you?
What it tells the panel:

This is not a shy, reserved candidate

They are someone who won’t shrink in difficult situations

They can think on their feet and are willing to take feedback immediately and adapt to it

It also shows that this candidate really want this job and do not want to leave anything unsaid

This question isn’t for everyone. It can come across quite pushy, but you can soften it up by bookending the question with a statement such as

‘I want to thank you all for your time…..insert wild card’

‘Insert wild card…..I ask you guys this because I really to be sure I have put my best foot forward and not leave anything unsaid’

‘Thank you for the opportunity to interview, this role means a lot to me, if possible, I would like to ask you a couple of questions……insert wild card’.

Of course, there are many questions you can ask the panel, the 3 questions here and the wild card options have been put together based on advice taken from heads of departments who have collectively employed hundreds of coaches and feedback from senior management at a large multi-national recruitment firm.

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