Most candidates know they need to ask questions during interviews, but some questions are just hard to ask. I call these pin questions. They float like invisible balloons in the interview room, and candidates hesitate to ask them.
They worry. Asking these questions may make them appear too direct, confrontational, or threatening. You don’t ask them because, like a sharp pin, they might burst your wonderful floating balloon, and this is a perfect opportunity for you.
We all like to stay in our comfort zone and see the best in everything around us. Unfortunately, that’s not the best strategy when making a life decision, such as making a career change. This is particularly critical when you are currently employed but looking for a better opportunity and are not particularly unhappy. You may be better off staying where you are and patiently waiting for something else to come if you enter a potentially volatile environment.
Some pin interview questions to ask recruiters or hiring authorities are:
What happened to the last person in the role?
What is your turnover like?
How will I know if I’m doing poorly?
When was the last time the company had a layoff?
How would you describe your management style?
As a recruiter and someone who has admittedly less to lose in the conversation, I ask my clients these questions when I begin a relationship with them. And yes, sometimes it's awkward, but these are things that I need to know. I have no interest in proactively recruiting and evaluating high-performing candidates and putting them in a situation that could be less than desirable.
Interviews need to be a dialogue. You need to evaluate your potential employer as they are evaluating you. The last thing you need is a surprise when you start and find out it is not what you expected. I’ve heard many stories like that, and unfortunately, more often than not, it was because they didn’t ask the right questions. Don’t be afraid to burst the balloon. The best decision is an informed one.
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