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Hi fam!! Schedule an interview if you're interested (;
I'm the lead writer for a series focused on People of Color who work in a creative industry.
I'm looking to interview as many people as possible.
You will receive free promotion of your art, content, or business as well as social media coverage!
All I need from you is a phone number, email, and a picture you would want shared on the blog + social media post about you.
If you are willing here is a link where you can schedule an interview time that will work for you:
https://calendly.com/creativesofcolorinterviews/onehourphoneinterview
Looking forward to connecting soon!
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“What is the progression route in this role?”, “What challenges are the team currently facing?” (So you can see if there’s an opening to show your value here), “What does success look like?” “What attracted you to my application?” (Identifies areas they like that you can potentially dig more into).
Big fan of that last one as well, especially when recruiter / HMs reach out to me. Progression / success are always good indicators of growth, and what team is looking to highlight.
- Is this a replacement role or a growth role on the team?
- What would you say are the traits of your best performers?
- How would you describe the culture within your team? (since people already mentioned a couple ways of getting their opinion on company culture)
- (toward the end) What do the next steps look like in the interview process?
- Based on our conversation so far, does it seem like I could be a fit for the role, or are there any potential concerns you’d have at this point? (hopefully a chance to handle objections about yourself)
This can come off sort of snappy depending on the mood of the room, but I like to ask “what makes a great workplace culture, according to management.” See if the answer reflects attitudes and values or policies and initiatives. (I think you want the former. Great workplace culture comes from the inside.)
Tough to know if they’re actioning on the feedback from the listening. You could ask for an example of when listening to employees lead to a positive change in the company.
Can you talk about the company culture? Is there opportunity for learning and advancement?
“What does this role (the role you’re interviewing for) solve for you?”
“What kind of skills or attributes do you look for in a candidate for this role?”
“How would you describe the company’s culture?”
“How has previous employees been successful in this role?”
(assuming you are interviewing with the hiring manager)
“What are the 3 priorities you are focused on over the next 6-12 months, and how do you see this role contributing to those priorities?”
(so you can share examples of whether you have experience addressing these priorities)
“What are the ‘Start / Stop / Continue’ elements you want your team to do?”
(similar to the above, but they might not be ‘top priorities’ per se)
“What positive themes, as well as areas of improvement, have come up in employee/team survey feedback, related to your management style?”
(so you can see if this manager will be a fit for you too)
My new one, is something along the lines of "How would you describe how necessary your product is to your average customer".
(I like to get an idea of how a product will fair in tougher economic times. )
Also, "What is on the development roadmap".
Seconding roadmap question ^^^
I love all the questions others posted, those are definitely some that I ask as well. Additionally, I always like to ask in the end "Do you have any concerns for me as a candidate?" this can help guage their interest level in you and help you understand if you have any potential weak points in the position you're applying for so they can be improved if further interviews are needed.
If they have been at the company a long time, asking what keeps them coming back every year
If I read anything concerning about company- I’ll ask the interviewer to address it for me (ie: high levels of turnover, lackluster culture or team, product issues, etc). If they show any signs of defensiveness or gloss over the fact, its a red flag for me.
Ask them ‘If I were to take on this role, what will surprise me 6 months after being in the position?’ - this requires critical consideration on their part and can give insight into their challenges.
Ask about the company mission and a few examples of how values are exhibited by the management team.
Way at is average sale length, what is average sale, what did reps do last quarter, are sakes capped, do you have club and how many reps made club, how many reps are on track to make #, what is average tenure of rep, is their upward mobility and if so what does that look like?
If you’re going into sales, end the interview asking “is there any reason you wouldn’t move forward with me today?” THEY LOVE IT!