By Jeff Altman, Big Game Hunter
EP 3128 The most important part of a job interview occurs after you think the interview is over. Learn how to pivot to “Do you have a question for us?” for high-impact surveys, ensuring you join a winning team instead of falling into a trap.
Timestamp
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00:00 ——The “secret weapon” hidden at the end of the interview.
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00:50 – Flip the script: go from candidate to investigator.
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01:27 – 30-60-90 Day Roadmap Questions.
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02:01 – Gather intel on your ex.
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03:09 – Decode the team’s actual reputation within the company.
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03:55 – The Manager’s Playbook: Questions About Leadership Roles.
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04:54 – Motivation and Inspiration: The Differences That Define Great Leaders.
When follow-up backfires
Well, what if I told you that the most important part of your next interview actually happens after you think the interview is over? Yes, I’m serious. We’re going to turn this moment into your absolute secret weapon for landing the right role, not just any role. Oh, you know the moment I’m talking about.
We’ve all been there, right? It feels like the interview is almost over. The recruiting manager leans back in his chair and hits you with that classic line. For most people, this is just a one-off moment.
But for you, after this, it will be the highlight. Believe me. Because look, it’s not just about ticking a box to show you’re interested.
never. This is the perfect opportunity for you to pull back the curtain and really peek behind the curtain to see what the job, the team, and the manager are actually like before you commit. It’s all about flipping the interview script.
The core idea here is very simple, but it’s a game changer. You’re going to completely flip the script. From now on, you are no longer just the person being interviewed.
No. You are also the one being interviewed. You are an investigator trying to find out if they are a good fit for you.
Okay, let’s start by decoding your character. How do you discover what you really want to do? Because let’s be honest, job descriptions can be vague, right? They are filled with corporate speeches. Well, the next few questions are designed to cut through all that noise and give you a very clear picture of what you’re actually doing every day.
Okay, let’s start with the first one. It’s so simple, yet so powerful. You’re basically asking for a roadmap.
You don’t just ask, what is a job? What does this work actually look like, you ask? From the moment I walked in the door it was amazing. That’s why this question is so effective. It’s like truth serum for your potential boss.
First, it forces them to define your actual responsibilities, not just some vague list. Second, it lets them tell you exactly how they will measure your success. Third, boom, you’ve provided a solid baseline for every performance review.
No more guessing games. Okay, now we have to put on our detective hats. This is mostly about asking people who have had the job before you.
It sounds simple, but trust me, this question is a master class in subtlety. You can learn a lot from the answers. Check out the returns here.
Just like that, you have a winning script. You’ll learn what to do more of and, just as importantly, what to avoid. This is the most critical.
You can usually tell between the lines if your ex got a promotion. It was a huge green flag. Or, if they run into the hills, that could be a major red flag.
Well, this next one is probably my favorite. I call it the time travel problem. You’re essentially asking the recruiting manager to fast forward a year and tell you what an absolutely stellar home run at the position would look like.
You want them to define what an A+ job really means to them. This is the most critical part. As you sit there and listen to their responses, you may discover some very unrealistic expectations.
Wouldn’t you rather find out that your manager is setting you up to fail before you even take the job? Absolutely. Well, let’s continue reading about the team’s reputation. Now you have a good idea of your role.
It’s time to zoom out a bit. Because you’re not just accepting a job, you’re joining a team. So what is the reputation of this company? How do they really feel? Now, notice a bit of genius in the next question.
LinkedIn’s #opentowork post
You’re not asking for your manager’s opinion. That’s too easy. Instead, you ask them to speak for their customers or users (the people the team is supposed to serve).
This is a very smart way to get honest answers. What does that do? It tells you everything you need to know about your team’s reputation. Are you joining a team where everyone is loved and respected? Or are you going to spend the first six months cleaning up other people’s messes? It really shows you the brush you will be using from the moment you start painting.
Okay, in the final part, let’s take a look at the manager’s playbook. So if you’re interviewing for a leadership position, or any job that requires managing people, listen up. In my opinion, the next few questions are absolutely non-negotiable.
Think of this first mission as your leadership reconnaissance mission. Before you accept the job, you need to gather intelligence. You need to know what’s going on with the team you’re about to inherit.
Who is a rock star? Equally important, where are the potential landmines? Obtaining this information up front is significant. It allows you to prepare your game plan. Maybe you’ll find that the team hasn’t had a real manager for a year and is in desperate need of leadership.
Or you may find that the interim leader is a bit territorial. You must know that everything is premeditated and premeditated. Now for one last question.
This, this is next level. It shows a truly deep understanding of what it means to be a leader. Why? Because most people think motivation and inspiration are basically the same thing.
They are absolutely not. This really breaks it up perfectly. See, motivation, that’s external.
It’s about lighting a fire under someone to get the job done. But inspiration, that’s internal. It’s about lighting a fire inside someone that makes them actually want to do this for themselves.
So when you ask this question, and maybe even briefly explain the difference yourself, you’ll immediately set yourself apart from other candidates. You are not just another manager. You are a strategic leader who understands the true psychology of your team.
So what’s the biggest takeaway from all this? It really is a complete change in your mindset. You no longer just show up to answer questions. You will act as an investigator on a mission to gather the intelligence needed to make the absolute best decision for your career.
So remember, your next interview is not a test. This is a conversation. This is a two-way street.
With these questions in hand, you’re ready to get behind the wheel. The only real question is, are you?
Is your job search routine or consistent?
About Big Game Hunter Jeff Altman
People hire big game hunter Jeff Altman to provide no-nonsense career advice around the world because he’s done so much in people’s careers Easier. These matters may involve job hunting, Recruit more effectively, manage and lead better, career transition, and advice on solving workplace problems.
He is the host of “No BS Job Search Advice Radio,” the #1 job search podcast on iTunes with over 3,100 episodes.
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