4 Questions Carla Harris Says Candidates Should Ask in an Interview — and How You Can Respond

“You’re interviewing them as much as they’re interviewing you.” 

This advice is typically given to applicants, rather than recruiters, before an interview. But in today’s candidate-driven market, it’s just as important for recruiters to use the interview process as an opportunity to sell the job — and the company. And as you look for talent amid the Great Reshuffle, remember that many of the professionals you speak with may have spent time reexamining what they want in a job.

In a recent Instagram post, influential speaker and author Carla Harris, the vice chair and managing director at Morgan Stanley, highlighted four smart questions candidates should pose to recruiters during the interview process. The questions are designed to give candidates a better understanding of an organization’s culture and expectations. 

Let’s take a look at why a candidate would ask these questions, what successful answers may look like, and how your response can give your company a competitive edge. 

How do you describe a 'superstar' in this role? What adjectives would you use?

When candidates ask this question, it’s likely because they want to ensure they have a clear understanding of expectations so they can succeed in the role. Your answer, Carla explains, gives candidates insights into your company values before they come on board and demonstrates how individual goals play a role in the broader culture.

It’s also true that even the best candidates can take some time to learn the ropes once they start. Consider reflecting on long-term success and growth at your company, rather than encouraging them to “hit the ground running” from day one. While it may be tempting to base your answer off the wins of more tenured staff, this is an opportunity for you to highlight your company’s growth mindset — which could lead to greater retention and more engaged “superstars” later on.  

What are three words that describe the work culture here? 

Work cultures vary tremendously from place to place. While one office may be relatively informal, another may find its sweet spot with more buttoned-up formalities. 

These differences could be a make-or-break factor for candidates who understand their optimal work style and are looking for an opportunity that will allow them to thrive. As Carla points out, “It doesn’t matter how smart you are or how hard you work, if the culture does not give you the opportunity to do your best work, you will not maximize your success in that organization.”

Since the growth of remote and hybrid workplaces during the pandemic has changed office dynamics — and at times, blurred the lines between work and home — you may have had to rethink the answer to questions pertaining to your work culture. Previously, it may have been one characterized by buzzing office chatter as people collaborated or one where employees are encouraged to work independently. Now, it may focus more on flexibility and prioritizing work-life balance.    

Before your interview, consider thinking of apt culture descriptors that reflect your work environment ahead of time. If, for example, team members regularly troubleshoot by brainstorming and crowdsourcing solutions, you could use collaborative. If you’re always looking for new ideas to evolve office best practices, perhaps nimble or agile are good descriptors. For workplaces that offer flexible schedules and eschew formalities, maybe relaxed or casual is the way to go.  

A candidate asking this question is trying to gauge whether or not your organization is a good fit for them just as much as you’re evaluating what qualities they have that can add to your culture, so it’s an opportunity to share what working at your company is really like. 

What is the most important thing a new hire can do in their first 30 days at the company? 

Starting a new job can be stressful, particularly if you’re onboarding employees in a fully remote environment. The first 30 days in a new role primarily consist of onboarding and getting to know the office culture, and it can take anywhere from six months to a year to feel fully onboarded. Accordingly, most answers here would likely pertain to soft skills — like being prepared, demonstrating a good attitude, and showing a desire to learn. 

As Carla notes in her post, asking this question allows the candidate to show that they’re already thinking of ways they can contribute to the team and make a positive impact right from the start.  

But it also gives you the opportunity to communicate what you and your team will be looking for in their work early on, which is especially helpful to know if there is any sort of employment probationary period. Aligning on these expectations during the interview process can be instrumental for candidates seeking to set personal goals before they begin. 

Your answer to this question can also speak to your organizational culture of internal mobility by showing what you look for in high-performing employees. 

Give me the characteristics of someone who would not do well in this company.  

The hiring process is all about finding the right fit for both the company and the candidate. A candidate should ask this question, Carla says, to gain insights into what qualities employers don’t value while learning what behaviors candidates should avoid as a new employee. 

But since candidates are leading the current job market, try to frame your answer around what your company does value, like flexibility or diversity and inclusion. From the candidate’s perspective, your answer can serve as a litmus test for whether your company will give them what they’re looking for. Genuine, thoughtful answers that truly reflect your company culture can help instill a sense of trust and respect between you and the candidate, whether the role ends up being a good match or not. 

Final thoughts

These sharp questions provide recruiters with an opportunity to give candidates deeper insights into your office culture. If any of the above come up the next time you’re interviewing, it’s a good sign that the candidate is eager to learn more about what it’s really like to work with you. 

By reflecting on the above questions and spending some time thinking about how a candidate can best add to your company culture, you’ll be ready to put your organization’s best foot forward and hire the right candidates for the role.

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