INTERVIEW TIPS SERIES - Part 3: Asking Questions

As Legal Recruiters, one of the most common questions we get is how to prepare for an interview. This blog series will cover some of the interview tips that will help you stand out

Ideally, an interview is a balanced conversation where you not only answer questions yourself, but you ask questions of your interviewer. Ideally, the answers to your questions will help you better understand the organisation and how you will fit in. Unfortunately, this part of the interview process is often overlooked completely or considered as an afterthought at best.

Always have questions ready to ask at an interview. By not asking questions you will come across as someone who was not prepared or is not interested in the role. Most of the time, when people don’t ask questions it may be because their prepared questions were so basic that the interviewer answered them during the course of the interview. This comes down to lazy preparation.

If you have no questions at all, you can always ask a question that verifies some research that you have done even if you likely know the answer. For example, you could say “I read online in an interview by your Managing Partner that the biggest challenge to your firm in the next 5 years is talent retention. Do you still think this is the case?”. The answer most likely is going to be “yes”, but this at least shows you have done some research and it is far better than asking nothing at all.

Also, avoid asking questions that are obvious or that could have easily been answered by doing some simple online research. For example, “When did you join the firm?” If you looked at the interviewer’s LinkedIn profile, then you could have easily seen the date they joined. A better way of phrasing this question would be: “I saw online that you joined the firm in 2018. What was the reason for you joining?”.

The best questions leave an impression with the interviewer and either show off some deep research you have done or require the interviewer to think a little about the answer. Here are some good sample questions to ask:

1.?????WHAT DO YOU EXPECT ME TO ACHIEVE WITHIN THE FIRST 60-90 DAYS? Great candidates want to hit the ground running. You want to spend weeks not months getting to know the organisation. By asking this question, you are communicating that you want to make a difference - right away.

2.?????WHAT ARE THE COMMON CHARACTERISTICS OF YOUR TOP PERFORMER?Great candidates also want to be great long-term employees. Every organisation is different, and so are the key qualities of top performers in those organisations. Maybe top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe it's a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment. By asking this question, you clearly communicate that you want to know if you fit in and if you are a fit to be a top performer.

3.?????HOW DO EMPLOYEES DEVELOP AND LEARN?

By asking how the professional development and continued learning process works at the company, you’ll not only find out if they’re a priority, but you’ll communicate that you want to be challenged and recognised for your work.

?Asking questions should not be taken lightly in an interview. They are a great opportunity to show off the research that you have done so as to separate yourself from the rest of the pack.

If you are looking for more great interview tips and sample questions, feel free to reach out to me. You can reach me on?[email protected]?or 0401 803 700.?