According to the regular norm, it is the recruiters or the interviewers that ask numerous questions from the candidates. However, we all know an interview is a two-way process. One is, it is a formal session for the employer to understand deep about a candidate’s profile, and the other is, it is a brief session for a candidate to understand about their interested employer’s profile.
After all these years, a vast number of organizations still use the same set of general questions to ask from their candidates. But why?
I have been thinking every procedure, every service, every product, and even every aspect of HR keeps innovating, and modernizing, except this initial compulsory stage’s progress of renovation is quite slow. I’m not going to discuss about questions employers could include during the interview process right now, however I thought of putting down some new questions that popped in to my mind after some thoughtful thinking for us candidates. I know how tensed it is when it comes to hear that you are selected for an interview. It can be celebratory, but also a hectic process of Google searching, grooming, jitters, preparing questions and much more until that big day.
Thus, I got 6 out-of-the-box questions you can ask based on your choice in your next big interview without any hesitation:
1. “How does a typical day of XY role look like in XY company?”
You might be dreaming to work in this particular company you are interviewing. Be it the role, the brand or anything in particular. However, none of us understands the real scenario until we realistically, physically starts the role. Even though it might be the same role you have had before, still it might differ from company to company.
Therefore, I would suggest you to learn more about the below in advance via the aforementioned question:
The schedule? What are the KRAs expected to accomplish each day?
2. “How well the company performed during the Covid-19 pandemic, and the impact it had on the staff?”
You can request the employer to elaborate on:
The pandemic policies? What measures were taken to retain staff and motivate them?
You can even research about the recent economic situations of the country your employer is based in, and inquire questions related to performance, and staff retention. Because these sort of questions help you understand about your interested firm’s recovery methods in the context of disaster management, and how committed they are for their people. In return, the employer understands how this particular candidate’s knowledge on business recovery is, the proactiveness, and about the beyond-the-normal curiosity.
3. “To which sort of industries the company provide XY service? Who are the target audience and why?”
You can develop this question based on the area of expertise your selected company falls in to. Fix the wordings, and prepare an intuitive question to learn more about their target markets, and to learn about their purpose in serving them. This helps you understand if their purpose matches with yours. It also helps you realize if you can follow that purpose. I would also suggest to go through the specific company’s mission, and vision statements, and use them when you ask this to let the employer know that you have already gone through them.
4. “I’d also like to know how diversity is promoted within the company culture?”
We all know how diversity plays an important role in today’s world. Diversity, women empowerment, equality, equity are all world-changing terms that needs a lot of practice. So, this is your chance to find if your preferred organization actually practices them. Ask them how and what measures are and were taken to promote them.
This also provides the employer to understand about your personality, your out-of-the-box thinking pattern.
5. “Is the XY company socially and environmentally responsible? How employees are supposed to contribute for such activities? For example, are there events, educational programs etc.?”
It is obvious companies take a lot from the society, and they also give back. If you would like to know how would you (if selected — luckily) or the existing people contribute to this giving back, then this is your call. You can research more about the sustainability practices the company practices in advance to demonstrate your areas of interest, your proactiveness again, and then develop this question, accordingly. If you are an environmentally concerned person this is your chance!
6. “Does the company prioritize learning and development? How often do you provide training programs?”
Use this question to show your desire in learning and development, career progression and to know back about your interested company’s interest on it.
In a changing, and challenging world, learning new skills, staying up to the trends is of uttermost importance. Henceforth, it is crucial to know if the company you prefer to work in your future promotes this.
These six questions are just six questions that I think are important, but it does not stop from there. You have the ability to develop your own because you are not going to get this life-time opportunity again. It’s now or never, so make the maximum out of it. You can also ask questions about your contract, the perks, and whatever that is professionally relevant.
That brings my alternative, out-of-the-box interview questions for candidates to an end. I hope these might be really helpful , creative, and might boost your confidence (especially for the younger, less/mid experienced, and freshers); including your success level for your next big interview!
Thoughts?
