In March, as part of our recurring Career column, we discussed 20 questions to ask at the end of your sports job or internship interview. It’s been one of our top three most-viewed career-centric articles to date. Consequently, we wanted to provide an additional look at more questions to consider once you’re faced with that dreaded line from a hiring manager at the end of your interview.
Below are 18 more questions to ponder.
As mentioned in the past article, these are somewhat general questions. However, based on who you’re interviewing with and his or her background and experiences, that’ll determine how much more specific you’re able to get.
2) What is the vision for the group/department I’d be working in over the next six months? 12 months? Three years? How do you anticipate this new hire contributing to that vision and overall plan?
3) What is the biggest weakness of the group/department I’d be working in? How do you see that improving?
4) How would you describe the people I’d be interacting with the most on a day-to-day basis?
5) If this is a newly-created position, you could ask, Why was now the right strategic time to create this position and provide additional resources for the group/department?
6) Do you have any hesitations about my qualifications, resume or skill set?
7) Is there a particular reason(s) the organization is looking externally to fill this role?
8) Does the company ever conduct ‘Lunch ‘n Learn’ sessions, cross-functional presentations, monthly seminars, etc. so employees can gain a better understanding of the company as a whole and how different departments operate? If so, do you see this new hire participating in any of that type of programming?
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9) What type of organization is the company trying to strive to be over the next 12 months? Three years? Five years?
10) How do you see our department/group being able to grow the most? Is there a particular area or areas of focus?
11) How much creative freedom do you anticipate me being able to have in this role? Another way to ask that same question, depending on what position you’re actually interviewing for is, how much oversight and structure would I have in this role? Would you anticipate it being fairly regimented or would I have an opportunity to operate more as a self-starter?
12) Bold question, so proceed carefully: why do you think this company is better positioned for success, both short-term and long-term, than competitors?
13) What characteristics about the organization do you most admire and keep you coming back to work, day in and day out?
14) What would this hire’s interaction level be at with senior leadership?
15) How much travel would this role require?
16) How do you anticipate this role evolving in the next six months? Year? Two years? Is there an opportunity for additional responsibilities?
17) Who were one or two individuals who previously excelled in this role? What about them — whether it was their work ethic, work product, hard skills/soft skills, etc. — made them successful?
18) From day one, what are two or three mandates this new hire would be given by his or her manager and senior leadership?
Here are other articles in our Career column, including informational interviews (Part I and Part II), how to leverage Twitter, standing out in sports business, maintaining relationships with professionals and how to receive more ‘yes’ responses to informational interview requests, among others.