"It's my first phone screen with HR, what should I ask about?"
"It's my final round with the managing director I'm SO nervous! What should I talk to her about?!"
"I just passed the first round and have another round with a Senior Consultant next, should I ask him about his day-to-day?"
QUESTIONS FOR HR:
- If this is a backfill position, may I ask why this position is vacant and how long was it vacant for?
- What is the orientation process for new hires?
- What training and development programs are offered?
- What is the timetable for advising applicants of their status?
QUESTIONS FOR PEERS:
- If you think of a peer you enjoy working with, what characteristics does he or she possess?
- What is a typical workday like for you?
- Have you seen opportunity for professional and personal growth?
- What are the greatest challenges you face on the job?
- What do you like best about working for this company?
QUESTIONS FOR MANAGERS:
- What is the most high impact project that's going on right now? Where would I fit into that?
- What are some of the characteristics of strong performers on your team?
- What is the top priority for the next 3 months for me if I land the position?
💡 Why this matters
In one word? Relevance.
In this oversimplified example, the hiring manager wants to know if the candidate can ramp up fast without much hand-holding. The peer wants to know whether the candidate is dependable and collaborative.
Your questions should therefore address some of these implicit concerns they have. Furthermore, if let's say you ask a senior manager an operational question they don't know how to answer, you risk making them look and feel "stupid" and they may hold that against you.
Hope this helps!