As someone who’s been an interviewer approximately 50X more often than I’ve been interviewed, I have come to love the “any questions for me?” part of the interview.
I have progressively reserved more and more time for it, particularly for candidates who are already making a strong impression. And for candidates who are otherwise hard to read or on the boundary, it’s been a great opportunity for clarifying discussion.
Would strongly recommend leaving 30-50% of the interview for candidate-driven topics.
Same. I want candidates to ask me questions. If they don't, I prompt them. If they still don't have any questions, that usually counts against them.
Of course, that's because I cultivate teams where I want people to think for themselves, even if that means dissent or arguing with me. I'm not trying to hire a bunch of "yes people" who just make me feel good. And I'm aware that it takes a lot of courage to ask questions or challenge an interviewer, but that's a similar trait that I'm after in the roles I'm usually filling.
That just opens up questions for a third-party perspective. If the team you are interviewing for is hated, that is a red flag because usually teams need to collaborate with other teams.
I have progressively reserved more and more time for it, particularly for candidates who are already making a strong impression. And for candidates who are otherwise hard to read or on the boundary, it’s been a great opportunity for clarifying discussion.
Would strongly recommend leaving 30-50% of the interview for candidate-driven topics.