The One Question You Should Ask In A Job Interview

If you have an upcoming job interview, jitters must be the least of your worries. Interviews are nerve-wracking. Even before going in for it, you are already under much pressure.

You have to impress, be confident, and make your case as the best candidate for the job, and that requires a lot of preparation.

While you must know the inside out of business and everything about yourself, you should also be prepared to ask the right questions in your interview. You should see whether the company and the role fit you, and the best way to get to do that is to ask the one right question in the job interview.

Job Interview as a Courtship

Job interviews are stressful times. Make sure you leave a great first impression. You are prepared for any answers that interviewers will throw your way is harrowing enough, but in doing all that preparing, figuring out which questions you should ask the interviewer often gets neglected. But it’s just as essential to help you find a job that’s the right fit. In most interviews, you will have the opportunity to ask questions (with the occasional exception of initial phone interviews, where you don’t talk to the hiring manager). The best mental model for a job interview isn’t a sales call or an audition but a courtship, during which you need to determine whether this job, this company, and this manager are a good fit for you.

The Most Important Question

Fortunately, there’s a question that can help you determine this. It’s not the only question you should ask, but it’s the one you should ask above all else. When you’re talking to the actual hiring manager—the person who will become your boss—you should ask them the following:

“What’s the thing you enjoy most about this position?”

There will likely be a myriad of answers. Interviewers might mention purpose, company culture, and other values they may think of, but somewhere in their answers, you should look for one key phrase: “Developing people.”

Why “Developing People” Matters

You should look for words like “Developing people,” “growing people,” and “seeing people on my team develop into future leaders.”

If you don’t hear that answer, that’s a pretty obvious clue that your prospective future manager doesn’t care about your development. When they don’t care about your development, do you want to commit to working for this person every week for several years? We know from copious studies—my personal favorites from Tuck business school professor Sydney Finkelstein—that the best managers (what Finkelstein calls “superbosses”) concern themselves immensely with developing the talents of their people…even if it means seeing them move on to a new leadership role or a new company.

If the person sitting across the table from you can’t list in their answer the top things they enjoy about their position, then you’re probably not going to have a delightful time with this manager. Remember, both of you are being interviewed at the moment. If the person you’re interviewing to be your manager isn’t committed to developing you, you should quit before you even start.

Ripple Effect of a Growth-Oriented Manager

Always remember that growth-oriented managers work with the entire team.

When managers are truly invested in helping their teams, you will see a culture of trust, growth, and respect. This is the kind of manager we seek: the one who encourages collaboration gives constructive feedback, and guides every team member to motivate them to perform at their best. When such a person leads a team, it reflects on the team’s performance. They have better communication, a stronger sense of purpose, and empowered employees who are not afraid of taking initiative.

They know one thing for sure: Their managers are behind them and there to support them in their time of need. But it doesn’t mean managers must get into all the details and micromanage everything. They can only create a motivating environment when they allow the employees to make decisions and delegate their responsibilities to them.

Wrap Up

Always remember that it’s not just your interview but the interviewer’s interview. Next time you get an interview call, remember you are gauging the company and the manager just as much as they are gauging your skills. Asking the right questions will show them your priorities, so prepare in advance and listen well. Accept the job only if they are committed to your development and growth for your own peace and progress.