Say you’ve successfully made it to the end of an interview and your interviewer asks you, “Do you have any questions for me?” You say, “Honestly, I don’t have any,” in hopes that your answer demonstrates a deep understanding of the role and company. This is the wrong approach and a missed opportunity.
When preparing for interviews, it’s easy to get lost in curating the perfect STAR (situation, task, action, result) method anecdotes to answer tough questions thrown at you and forget to create a list of questions to ask the hiring manager in return. But the questions you ask throughout the interview are arguably the most important part of the process.
Proposing thoughtful questions illustrates to your interviewer that you’ve thoroughly researched the company and helps you gather insights that can steer you toward the company where your priorities align and talents will grow. For women and nonbinary job seekers, specific questions are especially important: According to InHerSight research, people of marginalized genders say that the most important factor when assessing prospective employers is whether a company offers benefits that support their needs and lifestyle (33 percent of respondents who self-describe their gender; 22 percent of women; 6 percent of men). Follow-up questions allow them to explore what a company really has to offer.
Our Ask an Employer series aims to improve transparency in the job search process, from the application to the interviews. We asked nine hiring and people experts at our employer partners to share the interview questions they wish they’d get from women job seekers. Their answers shed light on the importance of taking advantage of the two-way street during interviews and finding your right match.
Read more: What Not to Say in an Interview: These Answers Reveal Red Flags
During the interview process, women should ask about…
1. The availability of employee resource groups (ERGs)
“I wish more women would ask about our ERGs and how they can get involved. We are always looking for strong women leaders, and I think this would help them stand out.” —Alex Stock, Recruiter, Ping Identity
2. Typical employee career development
“As a recruiter and someone who has experienced significant career growth with the support of nurturing leaders, I understand the importance of companies that prioritize employee development. I’m continually impressed when candidates inquire about the company's approach to career advancement, the availability of training programs, and the potential for growth within the organization. After all, your career trajectory should be as significant to the company as it is to you.” —Liz Leach, Senior Recruiter, KinderCare Learning Companies
3. Leadership and communication styles
“As we focus on inclusivity and diversity of thought in the workplace, I would like to see more interview questions about leadership and communication styles and how a person adapts their styles to different generations, genders, and situations. Leadership and communication styles are not one-size-fits-all, and leaders (not just women) must adapt to be successful.” —Vicky Gibson, Head of Talent Acquisition, Sunbelt Rentals
4. Corporate social responsibility programs
“By inquiring about a company's sustainability commitment, candidates showcase their dedication to the organization's mission and awareness of the increasing emphasis on corporate sustainability. For example, someone could ask, ‘How does (company) prioritize sustainability and corporate responsibility in its mission and company culture?’ In addition, asking about a company’s support for women in careers signals a candidate's interest in an organization that invests in employees, reducing turnover and boosting satisfaction. You could ask, ‘What initiatives support women's advancement in their careers here?’ —Rebecca Hoeffler, Director of Corporate Social Responsibility, Mediaocean
Read more: 11 Companies with Corporate Social Responsibility Initiatives That Matter
5. Diversity, equity, and inclusion initiatives
“One question I wish I would get from women is, ‘What are some of the most effective ways your company promotes diversity and inclusion in the workplace, particularly regarding gender equality?’ VTS has a ton of ERGs, benefits, initiatives, and mentorship programs that help to support all of our employees, but we do have some specific ones that are geared towards those who identify as women!” —Lindsay Cohen, Senior Lead, Talent Acquisition & Operations, VTS
6. Work-life effectiveness and balance
“Ask about work-life balance in regards to company culture and career pathing. Employees who are able to place focus on their life outside of work tend to be happier and perform better while at work. While some companies do not embrace work-life balance, others will prioritize this value. It is important to know what your career path can look like upfront. This will help you set realistic goals and timelines for career moves within a company.” —Alex Mitchell, National Talent Acquisitions Manager, Mill Creek Residential Trust
Read more: 50+ Questions to Ask the Interviewer About Company Culture
7. The company’s current challenges
“I wish people would ask me, ‘What challenges does Taulia face internally and externally, and how do you feel working here?’ I've only gotten this a few times, but this question (and its answer) can offer insight into whether Taulia feels like the right place for women personally. Finding psychological safety while interviewing is important, and I think this question is a way of beginning to broach that topic.” —AJ Heil, Talent and People Lead, Taulia
8. Open career growth opportunities
“At Northwestern Mutual, we encourage women to ask questions about career growth and development opportunities during interviews. Inquiring about the potential for growth in the role, available development resources, and success indicators demonstrates a commitment to personal and professional advancement. By expressing a desire to stretch beyond the immediate role while finding success within it, candidates showcase ambition and confidence. We encourage women to advocate for the current opportunity available and for their future career goals.” —Corrie Tanous, Assistant Director, Talent Acquisition, Northwestern Mutual
9. The history of the role they’re interviewing for
“I believe that many women have been taught to prioritize being likable over anything else, which can really make your interview quality suffer if you’re not willing to push into hard conversations—which can absolutely still be done with tact, kindness, and professionalism. Remember, you’re interviewing a company as much as they’re interviewing you! I love getting questions about why the position is vacant—the interviewer’s answer can teach you a lot about the company’s and team’s culture, challenges, self-awareness, and transparency.” —Jennifer Murphy, Vice President of Global Rewards, Bandwidth
Read more: Post-Interview Self-Evaluation: How to Conduct an Interview Autopsy
