​The best questions to ask at the end of an Interview.

The questions you ask in an interview are very telling. Here are some top tips from our consultant, Ben Garner…

In order to make an informed decision about whether this is the right move for you there are a range of questions you can ask. You will have your own expectations on what you’re looking for; be it career progression, a better work/life balance or a strong interest in the charity so always tailor your questions to your own aspirations.

Here are some suggestions:

Can you tell me how the role relates to the overall structure of the organisation?

This questions shows you’re thinking beyond simply your role which is an attractive approach. Through gaining an understanding into the size and structure of the organisation and team you can identify who you’ll be working alongside and learn how the team works. You’ll get a better sense of where you would fit in and how your contribution would affect the rest of the charity.

How would you describe the working culture here?

We all want to work in a positive environment where we can operate at optimum level. Identify whether the work will be collaborative or whether you’ll be working on your own and how that fits with your personal preference.

What are the greatest challenges that the charity is facing?

It’s not just the job you’re interested in, but the structural and business challenges that the organisation faces. You’ve done your research into the organisation so this is your chance to hear their side of the story.

What would you expect the successful candidate to achieve in the first 30 days/ 3 months/ 6 months?

One of the best questions a candidate can ask. It sets the scene for allowing your interviewer to talk about what you’ll be doing Monday to Friday. If they mention a specific duty which you hadn’t covered in your earlier answer you can flip it back and say, “ah yes, I’ve managed those types of campaigns before at CHARITY X”

What will be the first project I’ll be working on?

An interviewer will have a specific list of duties required (usually written in the job description) but it is a great idea to investigate a live project so that you can talk them through how you would approach it.

Is there a chance for career development in the future? What is your commitment to training your staff?

We are all looking to move forward in our careers and by asking this question you will gain a sense of the importance they place on helping staff with their career progression and whether they recruit from within, and they will understand your determination to make long-term progress.

How has this vacancy come about?

This is a great way to find out a little more on the charity and its culture. It also allows you to gather some background information.

How would you describe your management style?

This is so important as conflicting management styles often cause issues and it will also show you how self-aware your prospective line manager is.

Is there anything you would like to improve in your department and how could I help?

You’re showing an interest in being part of the team and you’re looking at contributing to the goals of the department. Employers love this display of interest.

Do you think I am well suited to this position?

This question takes courage. You’re trying to suggest from the outset that you’re open to constructive criticism and willing to learn from experience and feedback. It also gives you a chance to defend yourself from any misconceptions your interviewers may have gained and restate why you think you’re the right person for the job.

I am very keen on the role and would love to progress. When will you be looking to make a decision?

This is a great question to end an interview on. It states your position that you feel you’ve shown how you’d do the job and you would love to move forward in the process.