How to Turn Interviews into Two-Way Conversations

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If we think about the hiring process as relationship-building between a candidate and potential employer, it isn’t difficult to think of interviews as a 2-way conversation.

While we cannot deny the power imbalance that often exists in the hiring process where the employer tends to hold more of it, candidates, too, have the agency to opt in/out of a hiring process, accept/decline an offer, and interview the potential employer back (also known as the reverse interview). 

Job seekers are often advised to ask questions at the end of an interview to show interest in the role. However, this can lead to generic and hastily researched questions that might not reflect a candidate’s true concerns. Instead, approach this opportunity with strategy. Ask well-thought-out questions that align with your values and non-negotiables, and assess how the potential job and employer meet your needs.

Drawing from my experience as a job seeker and a Talent Acquisition professional, here is guidance on crafting questions that reflect your priorities and the types of questions relevant at different stages of the hiring process.

Creating Value-Driven Questions for Interviews

Ashley Rizzotto-Davis, one of our Coach Managers (Job Success), emphasized in her TEDx Talk, Mastering the Art of the Interview: “Your non-negotiable list should be the things that wake you up and bring you to work in the morning and should be the things that you look forward to when you leave at the end of the day” (4:58 – 5:08).

Just as employers structure their interview questions around skills and competencies, candidates can take a similar approach by:

• Reflecting on what helps you thrive and succeed in the workplace (and what does not).
• Thinking about your own values and gauging alignment with a potential employer’s values.
• Avoiding close-ended questions that may yield generic or vague responses.
• Practicing active listening and taking note of who responds and says what (or, in some cases, doesn’t).

Here’s how you can tailor your questions to align with your values and priorities:

How To Approach Each Hiring Stage

The hiring process often involves interviewing with a recruiter, hiring manager, group of colleagues, and/or senior leadership. Here’s how to ask relevant questions to the appropriate parties:

• Consider who you are meeting with, their expertise, and their proximity to the position you’re interviewing for. For example, reserve specific questions related to team dynamics or management style for when you meet with the hiring manager rather than a recruiter who likely isn’t working on that same team. It’s okay to ask the same question to multiple people if it’s relevant to them and important to you.
• Stagger the depth of research you do on the organization per hiring stage. For example, knowing the fundamentals of the organization’s mission and the types of services they offer during the initial stages versus more high-level organization-wide impact during the final stages can help spread the research labor involved.
• Leverage readily available content by exploring the organization’s blogs, social media posts, or listening to podcasts and interviews hosting the CEO(s). This can expand your knowledge about the potential employer, leading to additional questions you may want to ask.
• Keep in mind the type and level of the role you’re interviewing for. For example, if you’re interviewing for a fundraising position, you’ll likely want to gain more context around the organization’s sustainability or financial metrics. In contrast, a candidate for a career coach position may not find these questions as relevant.

📌 Related reading: A Guide On Embracing AI in your Job Search

Key Questions to Ask at Each Interview Stage

Initial Interview with a Recruiter

High-level questions about the organization, culture, mission, position, and their own experience as an employee:

• What types of resources, training, or professional development opportunities are provided in the organization to promote continuous growth?
• What excites you most about working at the organization? What are some less exciting things you’d like to change?

Focus Interview with a Hiring Manager

Focused questions about the team dynamic, management style, and goals attached to the job:

• How do you, as a team or a manager, celebrate successes and achievements of your colleagues and direct reports? And how do you address mistakes or missteps?
• How will success be determined and measured for the person in this role? And what system of support is in place to ensure this person is set up for success?

Panel Interview with Multiple Colleagues

Inquiries related to cross-functional collaborations and goals, team dynamics, culture and values, and their own experiences as an employee:

• In your experience, how has the organization ensured that all team members have a voice in collaborative projects and that their ideas are heard and valued?
• Can you provide an example of how the organization’s core values are reflected in daily operations and employee interactions?

Final Interview with Senior Leadership

Questions around vision, strategy, sustainability, and leadership:

• How do you gather and incorporate feedback from employees, clients, and other stakeholders into the organization’s strategic planning? Can you give an example?
• I saw the annual impact report for 2023 and noticed the long-term goal of X. Can you expand on your strategic vision to achieve this outcome? And how do you see the person in this role contributing to meeting that goal?

📌 Related reading: 6 In-Demand Project Management Skills

Gain Interview Confidence with Merit America

With the job market constantly evolving, it can be challenging for job seekers to do it all on their own, including honing the art of interviewing.

Merit America has worked with over 11,000 career changers and job seekers by offering career coaching, technical training, job placement support, health and wellness resources, and peer and community support!

If you’re interested in changing careers and looking for a team to help put you on the fast track to a sustainable, high-growth role in tech: