How to Answer the Interview Question: "Do You Have Any Questions?"
This is a common interview question that can be considered universal, whether you are looking for a job abroad or in your home country. Typically, as the interview nears its end, no matter how pleasant or routine the preceding conversation has been, the interviewer will, at approximately the same time, glance at their watch and ask you with a smile, "Do you have any questions for us?" In most cases, behind this opportunity for you to ask questions, there is a deeper level of evaluation. Many students, because they either don't ask questions or ask the wrong ones, end up damaging the positive impression they've built up until that point. They eagerly await the opportunity, only to stumble in their response.
Whether you pass or fail an interview, many candidates feel it in that moment of completion. I've had the experience of interviewing many candidates, and for me, interviewing a candidate is about continually searching for reasons to hire them, to make them part of the team. During this process, once they provide sufficient reasons, the focus of our conversation shifts. Instead of me asking questions and them responding, it becomes a consideration of what kind of questions can elicit more genuine thoughts from them. Questions that can highlight more aspects that would interest them, make the position seem exciting, and showcase its value, making it worthy of their choice. This is the subtle emotional flow of an interview.
This emotional flow reaches its peak as the interview nears its conclusion. At this point, there is a transition of roles, where the interviewer hands the initiative over to the interviewee, allowing them to ask questions.
Purpose of Asking Interviewer Questions
By transferring the initiative to the applicant, you can understand their needs and questions about the company in more depth, making it more attractive to them.
It assesses the applicant's proactiveness and interest, showing whether they have done their homework in advance and can ask meaningful questions. (Imagine when two candidates have similar qualifications, but one is highly motivated and takes the opportunity seriously, while the other is indifferent. As an interviewer, whom would you choose?)
For applicants who appeared uncertain during the interview, it offers them another chance to demonstrate their enthusiasm and abilities.
How to Ask the Interviewer Questions
The three purposes mentioned above correspond to the areas of questions that the interviewer wants to hear. In summary, they can be broken down into the following sections:
Ask Specific Tasks Related to The Position
Asking Interviewer for More Detailed Information About the Position, Team, and Company: Inquire about specific tasks related to the position, the values of the leadership, job goals, and the current state of affairs.
Examples:
1. "After listening to your introduction, I'm still very interested in this position on your team. Can you tell me more about the short-term and long-term goals for this position?"
2. "What are the day-to-day responsibilities of this role? What qualities are you looking for in a candidate?"
3. "I'd like to understand the current team culture and its status. How many colleagues would I be working with?"
Questions like these allow the recruiter to provide more insights into the position and team, while also demonstrating your intent to gain a deeper understanding of the role and the company. This approach can leave a positive impression.
Additionally, depending on the interviewer's attitude, you can gauge whether they are willing to share more information with you. If the interviewer is enthusiastic about sharing, it likely means they view you favorably. However, remember not to just ask questions; after the interviewer's response, engage in further conversation based on their answers. Share more about your relevant experiences and showcase your fit for the role. This may provide an opportunity for a turnaround.
Ask About Business Development or Company Strategy
If you are an experienced candidate or have significant knowledge in the industry, asking questions in this category can help you gain deeper insights into the background and development stage of the product or project, allowing you to assess the value of the position. It can also showcase your expertise.
Examples:
1. "There are similar products or projects like XX and XX in the market. Can you tell me about the background and advantages of our project?"
2. "The company's XX product and XX project have had a significant impact in the past. Can you explain how the team's current strategy is set?"
When asking interviewers such questions, it's important not to approach them with a skeptical or challenging attitude. Avoid asking for sensitive information as it might come across as unprofessional. Be well-prepared and have knowledge about the company, its products, and competitors before asking interviewers these questions.
After the interviewer shares information, make sure to steer the conversation back to you. Refine the information provided by the interviewer, and ideally, offer your own insights and comments (but avoid coming across as overly self-assured, as it could backfire).
Asking Interviewers for Personal Experience Sharing or Feedback
If you are relatively inexperienced, you can ask the interviewer, as a senior in the industry, to share insights on career development or provide advice. Alternatively, you can ask for their evaluation of your interview performance.
Examples:
1. "You have extensive experience in this industry. Would you be willing to share your insights on career development in this field or offer some advice for my career?"
2. "Thank you for your time today. Could you please provide some feedback on my interview performance?"
Caution: Never Ask the Interviewer These Questions
Firstly, many candidates may not be aware that interviews consist of multiple rounds, and different interviewers play different roles:
For instance, a technical interviewer, who might be your future supervisor, primarily evaluates your technical skills, motivation, and team fit. Meanwhile, HR interviews are more focused on understanding your salary expectations, career plans, and non-technical skills. The questioning phase also differs accordingly.
Pitfalls When Asking Interviewer Questions
Salary-related Questions
Asking salary-related questions right at the beginning may create an unprofessional and opportunistic impression. Most companies have a policy of not disclosing specific salary figures during interviews, except when they state it's "open for discussion." Salary negotiations typically occur toward the end of the interview process, with the interviewer collecting information from you and assessing your expectations based on your qualifications. Asking about salary prematurely is generally not advisable.
Repetitive Questions
Avoid asking interviewer questions that were already provided in the job description or that were thoroughly discussed during the interview. It can make the interviewer think that you didn't pay attention to the job description or that you weren't listening during the interview. For instance, if you ask, "I don't quite understand the role. Can you explain it to me again?" at the end of the interview when the job description was already explained, it may give the impression that you weren't attentive.
Excessive Questions About Benefits and Promotion
While it's acceptable to inquire about benefits and promotions, it's not advisable to do so at this stage. Questions about holidays, benefits, insurance, clocking in and out, and overtime policies are better suited for HR interviews.
Asking Interviewers Sensitive Business Information
This may not typically occur with entry-level candidates, but occasionally, candidates ask questions about the team's sales figures or the number of candidates for the position. These inquiries are generally considered impolite and overly forward. Asking interviewers for highly sensitive business information or specifics about the competition may not be well-received.
