Things I wish designers would ask me during interviews
132: The best way to answer the "Do you have any questions for me?" question.
In the last few years, I've been helping Nagarro with the recruitment process, helping to grow the team and attract the best talent.
The recruitment process is quite simple: we usually spend 30 min on the intro call, then do a portfolio review with some of the team members (sometimes two rounds), and then make an offer when there's a match.
During the portfolio review time, I will learn and repeatedly ask about the candidate's process, design approach, and decisions they made on a given project. And then, when it seems to come to an ending, I will ask:
"Do you have any questions for me?"
This is not a triviality and not out of politeness. No matter how much I ask and the answers I get — I usually learn more about a candidate, their maturity, and expectations from their questions to me than anything else.
A candidate that doesn't ask me anything or asks shallow, expected questions is usually a turnoff.
The boring questions
There are some things that you want to know, such as:
Team and structure: How big is the team? Who will I be reporting to? Which tools do you work with? What will be my official title?
All things money: How much does the position pay? Does the team receive a budget for education/research/etc.?
Work environment: Are the developers in-house? Are they located in the same building/country? Who are the stakeholders I will work with on a day-to-day basis?
All things users and data: Which options do you have for researching and accessing users/data? Do you have defined KPIs? Are there precise analytics, recordings, or other data sources to review?
Support from leadership: To what extent do founders or management understand the importance and ROI of good UX? Should I expect to work hard to get a seat on the table?
While the answers to all of these questions are crucial (and you should know them before signing any contract), wasting the limited time we have to ask them can be a significant missed opportunity and make you appear to be "just another one."
These questions are typically answered at any of the earlier or later stages. If not, you will likely get the opportunity to ask them at the proposal stage, when we've spent enough time together to know you would be a valuable asset and the entire organization is ready for you to join.
The smarter questions
To truly stand out, you must catch me by surprise. Make me think and sweat! Remember that you are searching for a job for the next 2-3 years or more, and you should be interviewing me as much as I am interviewing you. Thoughtful questions will not make smart interviewers worry. If your interviewer appears disappointed following an original or complex question, you may not want to work with this individual in the first place.
There are plenty of good questions you may ask your interviewer about management, resources, opportunities, team, job position, or process — but time is usually limited. You must choose what would help you the most (as in any UX process, right?).
To be more exact, here are some of the questions I wish candidates would ask me as an interviewer:
What are the biggest challenges the team faces at the moment? What are the team's strengths and weaknesses?
This question should not surprise an interviewer, but the answer could be quite enlightening for you as a candidate because it could include a range of answers. It's easy for me to brag about the team's accomplishments and capabilities. But, being truthful about our flaws while trying to impress a candidate is more complicated.
It's a plus if the interviewer gives you an honest, genuine, and thoughtful answer about what personally troubles them. I've never encountered a large or small business that didn't suffer with anything. If you can't receive an honest answer, that's a warning sign. And if you do, you may have just discovered a problem where you can provide value, which is a terrific approach to positioning yourself as a new hire.
If you could do magic— what current problem in the product would you solve right away?
Another question that should come as no surprise but is helpful and enlightening. This humorous question leads the interviewer to provide you with a targeted product answer, which can evolve into some fantastic narrative or release some buried frustration — we all like to point out what could and should be done better.
It provides information on the product and its issues and the interviewer's judgment on what is more or less of a priority. Furthermore, it is all about the product, which you will be working on closely and which presumably intrigues or excites you. This is significant because if you join them, these will almost certainly become your problems as well.
Finally, it opens the door to opportunities you can take on or assist the team. If the answer is brief or involves pixel-perfect issues, at least you'll know what to expect.
What traits and skills will make me successful in this position/company?
This question indicates what the company values most in its workers and, to some extent, helps you evaluate culture fit. It's a chance to perform some self-evaluation and determine if, given the response and your understanding of yourself, you'd be a good fit and, most importantly, if the company is a place where you could shine. If you genuinely want to work for this company, you should prepare yourself with these ideals.
You need the facts to make a well-informed choice. There is no such thing as a perfect company, manager, or employee, but this is a method to recognize that this position is where you will grow and bring out your best.
Take note if the company's beliefs about work-life balance, communication, or management style differ from your own. Make sure you don't compromise on things that are a no-no for you, or you'll burn out and become frustrated.
Where is the company going in the next five years?
In startups, things move quickly. Even in large corporations, people relocate, and priorities shift over time. No one can guarantee you a precise long-term outcome.
However, as an interviewer, I could provide insight into potential developments, where I would like it to go, and what could or could not be expected. Depending on the company's nature, the answer will give a better knowledge of the organization's ultimate ambitions.
But, more importantly, it demonstrates to the interviewer that you do not work in a vacuum. As a designer, you should be concerned with how things evolve on a company level and how you and your team can add value to the entire organization.
A designer who is not involved in or aware of business elements will always be lacking in perspective and so will not be the best designer.
What expectations and achievements should I aim for over the first 90 days? What would make you think, "I'm so happy we hired X!"?
This question encourages me to think of you as an existing employee. It also gives you some insight into your first day at the organization. Is the company calm and willing to provide you with time to adjust and learn, or is the workload so high that it will become overwhelming? Consider whether the image "painted" on you excites and makes you joyful or whether it worries you out.
Do you have any doubts or concerns regarding my fit for this position that I can address before we end?
This is scary, but trust me – if you only have time for one question, make it this one. So far, it's a bit like pointing out the enormous elephant in the room (or Zoom) and asking for feedback. It is odd at times, but it is forceful and compelling. After all, you're giving me the chance to:
state how much (or little) I like you so far
dispel any fears or incorrect assumptions I may have regarding your fit or experience
You should get one of these reactions from your interviewer:
The best case scenario: They smile and instantly and enthusiastically state that they were impressed and have no doubts or concerns at this time. They will frequently mention what they liked best about you. Knowing your power positions and traits is valuable when negotiating with this organization.
The interviewer is concerned about something you've worked on that hasn't come out clearly in the process. This is fantastic! Because it allows you to handle this issue immediately. You may have to improvise, but this is better than nothing!
The interviewer is concerned about something you are unfamiliar with. Although this is not an excellent circumstance, it is nevertheless useful because it informs you of the reasons why they may not proceed with you and what you can do to enhance your chances in the future.
The unfortunate scenario: Things become unpleasant, and the interviewer says something along the lines of "no, everything is clear" and claims there isn't anything. But you can tell there is one. This is also useful because it informs you ahead of time that you are unlikely to be a good fit for the role. It also demonstrates that they are not particularly candid or transparent, and they are most likely not the type of individuals you want to deal with.
Interviewing your interviewer is an important component of the job-search process. Consider your long-term goals and make sure the role you accept matches with them.
Don't be afraid to ask questions during the interview process. After all, it's (a significant) part of your job to ask questions. An excellent designer is one who asks smart questions. It has the potential to make or break your career.
Finally, know you've succeeded if you hear, "Wow, I've never been asked that before," or "Great question, let me think about that for a minute."