Tech Candidates should interview companies, not the other way around

If companies want to find the top talent, they need to be proactive.

The lack of opportunity to get to know the candidate is my main concern with this interview style. Candidates asking good questions force the interviewer to ask thoughtful questions and provide information.

Here's what you need to do to stand out in the interview process.

QUESTIONS CANDIDATES CAN USE IN AN INTERVIEW

What are some ways that the company is retaining a healthy culture through mostly digital collaboration?
What are future goals and when will you achieve them?
Acknowledging public information like websites and using them for questions.
How do you handle work/life balance?
Are there performance evaluations?
Did you have to let any talent go recently?
Was this position filled before? Do you have any tips to be better than the person before?

For the Hiring Manager

As a hiring manager, it's important to create a safe space for your candidates to ask questions. You want to find the ideal candidate, but it's just as important that they qualify (or disqualify) you as a potential employer. You're not the only one who gets to decide the potential fit.

I make sure my intentions are clear from the start of an interview so that the candidate knows my goal is to get to know them as a person. I also let them know that I’m looking forward to hearing any questions they have for me.

As a business owner, I prioritize a candidate’s soft skills. The hard (or technical) skills are important, but employees can learn those on the job. A person’s soft skills — self-awareness, communication, emotional intelligence — tell me who they really are. The best way to evaluate these skills is through asking open-ended questions that challenge the interviewee to communicate with careful consideration. When I start an interview, the first thing I do is ask candidates some basic questions about themselves to help them feel more relaxed and free to express themselves. For example, I might ask them how their weekend was, or what's going on in their world that's exciting right now. Then I ask the candidate what questions they have for me. I want to know if they’ve done their homework. You can learn a lot about someone based on the questions they ask you.

Things i like hearing from applicants:

What is it like to work with international people?
Is the company thriving through the digital collaboration?
What are the companies goals?
Things i don't like hearing from applicants:
What is the vacation policy like?
How much money do I get?
Is it possible to take time off before starting here?

I want to encourage all candidates to be confident, but difficult questions that presume employment and get into compensation and benefits too quickly tend to make it difficult to connect. That said, you can find a more tactful way to approach some of these questions (or ascertain the answers) through genuine conversation.

For the applicant:

You are the important part of the interview. You are the talent and the asset. They need you. Working for them is your choice, not theirs.

If you are bombarded with questions, that's fine. Answer them all calmly. But also bring questions to ask the interviewer.

While the questions may be challenging, they are important ones to ask. If your interviewer is prepared to answer these questions, that should inspire confidence the company is a solid place for professional growth. Asking questions shows that you are confident and value yourself. If the person you are interviewing with does not seem to appreciate this or is bothered by tough questions, then maybe that is all the information you need.