- Alright, today we're gonna talk about
four powerful questions that you can ask in an interview
that mostly no one asks.
I can pretty much guarantee you,
no one asks these questions.
So, stay tuned.
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Questions that you ask in an interview,
I find are very underrated.
Most of the time people are just taught
to prepare three questions so that you can sound smart,
and ask them at the end when they ask you,
"Do you have any questions for us?"
Right?
So, in this video I'm gonna propose that
that is not enough.
And you asking the questions to them
is a strategy that you should have in mind,
so that you can really get into this interview
in a way that no other candidate does.
So, I'm gonna give you the questions that you need to ask,
but I'm also gonna give you
the entire strategy behind why you need to ask questions.
So the first thing is,
asking questions really intentionally, and being like,
okay, what do I actually wanna know?
Like what would I need to know
in order to do this job really successfully?
So say the job was already yours,
they'd already hired you, let's say hypothetically.
Then what questions would you need to ask
to be successful at the job?
What would you need to do to blow their mind
once you get in there and start working?
Start thinking from that place
and see what questions you'd want to ask them.
So, intentional questions.
Really asking yourself, what would I need to know
to be really successful at this job?
What would I need to know about the job?
What would I need to know about the challenges?
What would I need to know that they wanna do?
What would I need to know if this job was already mine
and I just needed to know what I needed to know
as the expert to succeed and deliver the results
that they are hoping for.
Alright, so most people think that you need to wait
till the end of the interview to ask the questions.
We just kind of assume that the structure
of the interview is just gonna be like,
they ask you, answer, they ask you, answer,
they ask you, answer.
And then at the end they say,
"Do you have any questions for us?"
Right?
And that's how most interviews are.
So I totally understand that you would assume
that that's the structure of an interview.
However, there are no question police
in the interview, right?
And if the interviewer is kind of questioning police-y,
then you can go with that.
But normally, they're not.
And I've been on a ton of interviews,
and if you can have a conversation
that's more back and forth,
that is going to involve you asking some questions
throughout as well.
So if the interview, let's say,
is a conversation and it's more casual,
and it's more relaxed, and it's more organic, then it means
that you will be asking some questions throughout.
Imagine if you went to a bar, or a club, or something,
and you're having a conversation with somebody,
and you're just the one asking all the questions.
They would feel like interviewed
and it would be weird, right?
But in the formal interview process,
that's how we seem to think it needs to go, but it doesn't.
I invite you to ask questions throughout.
So say if they ask you something, and then you answer,
and then you're like,
oh, yeah, that brings up something else.
I'm wondering about this, right?
So, no question police.
You can ask questions at any time during the interview.
And then if they tell you like,
"Oh, please hold your questions till the end."
That says something about their culture and their structure,
and that's fine, you can follow their rules.
But just keep in mind, is that where you wanna be?
Do you like that?
All good, you can ask them at the end.
But we still wanna be asking very intentional questions,
and 99% of the time,
that's not how it goes from my own experience.
And it depends what industry you are in.
However, I would go with, you need to ask some questions
as if you were the expert,
as if you were already in the job.
What would you need to know in order to blow them away
and create the results that they want in this role?
So, the only reason that they don't hire you
is because they don't feel certain in your ability.
They don't feel certain in you as a person.
They don't feel certainty, right?
So, the thing they need the most to hire you
instead of anyone else,
is they need to feel the feeling of certainty.
So the way that you can generate that
is by asking them those questions
that somebody would ask them
if they were already thinking in the way
of being successful in the role.
If you are interviewing for a role,
and you go in there with the mindset of,
this role is already mine.
I have already been thinking about what I'm going to do
to make this successful.
Maybe you even prepare a PowerPoint deck
to show them what your plan is.
I've had clients do this, like not even asked to do it.
They just decided, if this role was mine,
this is what I would.
And they go in, and then they present the deck,
and then they ask questions like,
"The only thing I wasn't sure of was this.
I wasn't sure if you guys did this or this,
or what kind of tools you use for this."
Right?
Like very intentionally focused on getting them the results.
So, the only other thing you'd be missing
is more information about what's important to them
in that situation, right?
So, what do they actually want to achieve?
What are their biggest, most important goals?
What have they struggled with?
What do they need?
How are you that person to do it?
And that's where you wanna focus all of your brainpower
completely onto their results.
When you do that, you generate a feeling of certainty
within them that you are that person.
You're the person who has put time and energy
into thinking about what's important to them,
and they will find that the most interesting
out of any other candidate.
Because most other candidates are going to be sitting there
answering the question, then waiting to get another one.
Answering the question, waiting to get another one.
And then waiting until the end where they get to ask
their three questions that they've prepared, right?
So, we want you thinking outside the box.
Thinking, okay, if the role is mine,
what do I need to ask?
What would I already know?
What would I do?
How would I think if the role was already mind, right?
And asking questions from that place.
The questions that you ask them
actually help you position yourself
for the exact person that they want for the role.
They help you position yourself as their ideal candidate.
Because when you ask them a really good question
that they're not used to hearing,
and I'll get into what the exact questions are
that I recommend are,
you inspire new thinking in them, right?
You create new thinking for them and expand their mind,
and maybe they hadn't even gone there yet.
And that's the most beautiful, most powerful thing
you can do, right?
So when you do that, you are essentially aligning yourself
as not only the ideal person, but the no-brainer person
for the role.
Because you're even thinking steps ahead of them.
And then when you ask the right questions to them,
or you ask questions that make them think,
then they start to feel differently towards you, right?
So the questions that you can ask them,
actually makes them feel differently towards you.
They will think, oh, wow!
That person's asking really good questions.
That's really interesting.
I haven't been asked that before.
So for example, if you ask them,
what's the most important thing in the person
that you are going to hire for this role?
And let's say they say, "Well, we really need somebody
who is a self starter, somebody who doesn't need
step by step direction on everything,
but we'll just kind of take initiative and go for it."
Then you can use that information for how you respond.
So you can very consciously tell a story
of a time you've done that before, right?
Of a time when you saw something that needed to be done,
nobody asked you to do it,
and then you just went and did it, right?
You can actually tailor your answers
to what they say they need.
Now, you can do this
when you have your six stories prepared.
So, I have another video.
It's called 6 Stories To Nail An Interview.
That's the beginning where I start you off.
In my coaching program we go through your stories,
and you will want to make sure
that you include these fundamental things
that they are saying they need in your responses.
And you can do that when you ask the questions earlier on
and when it's a more natural, organic discussion.
If you wait until the end,
and ask them three questions.
Then it's kind of over,
and you don't really have any opportunity
to do anything with those questions.
And it seems kind of too late.
You're like, oh, yeah, I do that.
Yeah, I do that.
So instead of that, we wanna strategically coordinate
your questions so that you can ask them earlier on,
and really get a feel for what they need,
for what they're about, for what they want,
for who they are, and why you are the best person
to help them out.
And when they answer that question like they do,
like in the example when they say,
"Well, we want someone who's a self starter,
who can take initiative, who will figure out the answers."
Then you can use that as fuel for yourself to be like,
okay, I am really resourceful.
I have figured out lots of things before.
I know how to figure things out
that I didn't know how to do.
And then you can use those examples
in your stories as well, right?
And you can use those answers as fuel
to interview more powerfully and help them see
how they need to hear it, why you are the best person
for that role.
Don't waste your questions.
So, a lot of people will waste their questions
by asking about benefits, or asking about salary,
or asking about things that are not the time and place
to ask about yet.
In the initial interview, you wanna be focused
on finding the right fit for you and the right fit for them.
And you honestly wanna make sure that this is a fit.
The way that you do that is to determine whether or not
you are going to be able to help them.
Whether or not you're the person to deliver what they need.
Now, you might have some doubt about that for yourself,
and that's in another video where I can talk to you
about how to overcome your self doubt.
If you desire the job and you have confidence
that you can figure out how to do it,
then you are totally the right person for it.
That comes down to you and managing yourself doubt.
So check out my videos on that topic
for more help with that.
Then I want you to ask yourself,
why are you asking that particular question?
You wanna know that you're asking the question for a reason
and asking it really intentionally.
If you ask a question, you're gonna know that
the answer is gonna tell you something about the company,
about their culture, about the way
that they do things, right?
It's also gonna give you the fuel that you need
in order to answer in your stories
and answer in the best way that you can.
But you wanna ask questions intentionally,
because that gives you the information that you need, right?
And you are also interviewing them.
Now we forget this, but you wanna be
in a position of power as well.
You wanna feel like you are a highly in demand candidate.
And you have the perfect authority there
to ask them questions too.
You wanna ask them questions
in the expert energy of how they are progressing
in their business, how they are doing,
what strategies they're taking?
And then you wanna add to that with what you can contribute.
The questions in the initial interviews
should be focused completely on them.
So these questions should be about them not about you.
So a big mistake that people make
is they're very focused on themselves
when they're interviewing.
They're focusing on the fact that they want the job,
they need the job, it would be good experience for them,
it would benefit them, and these are all the ways
that would be good for them, right?
So what we wanna do, is shift your energy and focus
on to the company, right?
And the interviewers, the individuals in that room
talking to you.
You wanna focus your focus completely onto them,
and your questions in the initial stages
should be completely on them.
And when you ask those questions, you are still
gonna get answers that are gonna tell you whether or not
you are going to be a fit or not.
When they answer they will give you very good information
about whether or not you are the person to helped them.
And how we know if it's the right fit or not,
is if you are confident that you are the person
to help them.
And you will get those answers
when you ask the right questions.
So without further ado, I'm going to give you
the four powerful questions to ask.
And these questions are going to create
the certainty that you need in order to land a job.
Question number one, what would absolutely blow your mind
for somebody to come in and do in this position?
Question number two, what is your dream come true person
look like in this role?
Three, what is the number one most important thing
in the person that you hire for this role?
Four, what are your top three priorities for this quarter?
And there you have it, the winning strategy
for asking questions in an interview.
Now, I do have a 35 question cheat sheet
that you can download.
The link is below.
You'll have the 35 questions all on one sheet.
Now I want you to pick out the ones that are focused
on the organization, not on you.
Those ones can be asked after you get the offer.
So I wanna make sure that you are in,
that you do find the right fit for you,
and you only accept the offer if you really believe
that is the right fit for you.
So don't ignore red flags,
these questions are going to help you identify that.
Click the link below to get my 35 question cheat sheet
that other candidates will not think to ask.
I'm Natalie Fisher, you can find me at www.nataliefisher.ca.
I'm a career mindset coach, thank you for watching.
Give me a thumbs up if you liked the video.
Thumbs down if you didn't like the video.
Subscribe to the channel, and I will be back here next week
with another video.
Oh, and I forgot to ask.
Leave a comment because that's just really fun.
It's just a really fun part of YouTube that we can interact
through the comments.
So wherever you are in the world, let me know.
I am in Canada, Victoria, British Columbia.
So talk to me.
I will see you next week, bye.
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