5 subtle ways to interview your interviewers before making a commitment

Interviewers sometimes ask trick questions to get candidates to reveal their true nature. And, as a candidate, you can do the exact same to find out whether an organization is right for you.

We’ve got five subtle ways to interview your interviewers before making a commitment, below.

1. Know that you can ask questions, too

“I wish more people knew that it is perfectly fine to ask questions, even tough ones, to your interviewers,” says Janelle Owens, HR Director at Test Prep Insight, an online education company in the test prep space.

“So many applicants believe there is a power dynamic in a job interview where, as the one being interviewed, they have to be on the defensive and answer all the questions. The relationship goes both ways though. You are interviewing your prospective company as much as they are interviewing you for the position.”

But just like hiring managers have an idea of what they’re screening for, you need to know what you’re looking to learn when interviewing your interviewers. The most important areas to gather information on are expectations, work-life balance, and culture, according to Owens. You’ll find out about basic information such as compensation and benefits at some point in the process, so you want to focus your questioning on digging deeper.

“You need to learn more about who your coworkers will be, the culture of the office, how flexible work schedules are, what they expect of you, and what you can expect of them,” she says.

“By asking the right questions and probing a little, you should be able to find out details on these topics, which will better enable you to make a decision if you get an offer, as opposed to just knowing what the pay and benefits are like.”

2. Ask questions about the team

Owens says she loves when candidates ask about their prospective coworkers, their working rhythm or any interests they have outside of work. Not only does it show the interviewer you’re interested in team chemistry and are a team player, but it also provides you with more detail around the type of people you’ll be working with daily.

“The response shows how they operate and whether their style will work with yours. Lastly, if the hiring manager you’re interviewing with doesn’t know much about their team on a personal level, it shows they don’t get too close with their employees or know them well. That could be a red flag.”

3. Inquire about feedback and performance reviews

Asking about how the manager and company at large feel about feedback and how often they approach performance reviews can achieve a few information-gathering goals.

“For one, it shows the interviewer you’re interested in professional development by obtaining feedback and constantly improving. Secondly, this is a great means of gathering intel on how much an organization values professional development,” says Owens.

“If the interviewer provides a lackluster response or says they don’t conduct performance reviews frequently, or at all, this could be a red flag. You want to hear that a company is dedicated to providing constructive feedback, continuously if possible.”

4. Make small talk and look for common ground

Instead of using small talk to break the ice, hit two birds with one stone by leveraging the power of innocuous conversation to gather intel.

“Always look for common ground with the interviewer. If they mention that they have two young children and you do as well, mention that fact, then ask them a relevant question. Or if they are a San Francisco Giants fan, mention that you’re a baseball fan as well, along with a follow-up question,” says Owens.

According to her, finding common ground allows you to connect, but it also encourages your interviewers to open up. “This will usually lead to an expanded conversation on important topics like culture, team workflows, and expectations.”

5. Ask your interviewer to expand on a point

Don’t be afraid to ask your interviewers to expand on a point, and use follow-up questions often. It’s a subtle but effective tactic provided you don’t ask anything that erodes your credibility or expertise.

Why? It helps you determine how competent your potential boss is and whether she possesses strong communication skills, which will be important for your working relationship if you were to move forward with the company.

“Even if you know the answer to a question or how a system works, play dumb and ask them to explain something, so long as it doesn’t sacrifice your expertise or experience,” says Owens. “Asking the interviewer to expand will give you a good idea of their substantive expertise as a manager and how good of a communicator they are.”