Got an offer? Reverse interview it.  

Let’s set the scene. You’ve successfully navigated the final interview stage and you have two new job offers on the table. Congratulations! You’re a candidate in demand. So, is this the end of the process? No. Now you need to decide which one to accept and which one to decline.  

In some cases, it may be an instinctive decision. But when there’s little to differentiate between the two offers, you need to delve a little deeper.  

This is where reverse interviewing comes in.  

So, what is a reverse interview?  

Put simply, it’s when the candidate takes on the role of interviewer by asking more detailed questions about the business, the role and the company culture and/or values. You can use the reverse interview approach to ask questions whilst you’re in an interview. Or you can use reverse interviewing to help determine which offer to take when you have more than one option open to you.  

Why should I use reverse interviewing? 

Let’s take a step back. In your interview, you were likely hit with a standardised set of questions, delivered in such a way that the interviewer could compare all candidates on a like-for-like basis. A significant proportion (let’s say 90 per cent) was probably spent with the interviewer asking YOU questions, with the option of some further questions from you at the very end (the remaining 10 per cent, say). Sound familiar? 

Now, during this process (and from any pre-interview company research you carried out) you will have made a series of judgements about the role, the culture, and the company.  

But how accurate are your observations? And do you have enough information to make an informed decision about this role? In some cases, there can exist a huge gap between your perception and the actual reality. This is where reverse interviewing is most effective.  

Reverse interviewing your future manager 

“Hang on” – I hear you say – “I asked questions during the interview process”. Great! But bearing in mind that you were still in ‘interview mode’ at that point (and keen to impress a potential employer), can you honestly say that you didn’t stick solely to ‘safe’ questions?  

Let’s think back to your interview. The type of questions that we see most regularly (reliably backed up by a Google search of ‘what questions should I ask at interview’) are: 

• What is your management style? 

• What is the company culture like? 

• What development opportunities are there? 

These are good questions. But will they tell you what you need to know? Probably not – and here’s why. The likelihood is that you’ll receive a scripted set of answers that are less about providing the information you’re looking for and more about pitching the company favourably to you. Because after all, the interviewer is trying to sell themselves and their opportunity to you, just as much as the other way around.  

So, let’s return to those questions and look at how they can be refined.  

Rather than asking a broad question around developmental opportunities, be more precise. Dig a little deeper. For example, “how has my predecessor progressed within this role/the company?”. Or “for people who have performed well in this role, what has been their greatest challenge?”. 

The same applies to questions around culture. You need to understand how your role fits in the wider business. Consider asking questions such as “how is the team organised?” or “how do you anticipate the team evolving over the next 12 months”. All of these will give you much greater insight into the inner workings of the business before you make a decision on an offer. 

Furthermore, don’t be afraid to ask follow-up questions. And if you don’t receive the information you want, clarify it. Simply saying “can you tell me more about that” or asking for an example is totally acceptable and will enable you to dig that little deeper into the company’s values, processes and suitability.  

Who should I reverse interview? 

This depends on the business. If you’re joining a startup, ask for some time with the founder. In a more established business, reverse interview your future manager and a potential team member. It doesn’t need to be a long process – 30 minutes tops. And be clear that this is not about the offer you’ve received, but more about gaining clarity on progression, strategy, leadership style and the challenges they face.  

Of course, a business with an employment offer on the table to you already might decline this request or ask you to email questions, rather than deliver them in-person or via Teams (if the role is based remotely). But if a prospective employer isn’t willing to give you time at this stage, ask yourself the question – will they give you the support you need to succeed in your role? 

Reverse interviewing isn’t something that you should be fearful of. Quite the opposite. If anything, it paints you as a committed individual who thinks deeply about their career choice.  

What is more of a risk, is making important decisions with missing information. So next time you have an offer (or two!), consider reverse interviewing. Because the information you gain will undoubtedly help you make that next big career decision. 

If you’d like to talk more then drop a line to our Co-founder & CEO, Alan Furley, on alan@isltalent.com or connect with him on LinkedIn.