Would you hire your future manager?

And when you hear, “Do you have any questions?” at the end of the interview, that’s a chance to ask something intelligent and find out something important.

“If you’ve defined what it is that you value, as an employee, then you need to ask questions around those things that say, ‘Hey, I need to know these things about you too’.”

Two-way street

Times have changed since the days of employers grilling candidates and having all the power. It’s a two-way street these days. “There’s a whole shift going on in HR and recruitment” Ferguson says. “Things are changing rapidly.”

The idea of a candidate interviewing – or asking about – their future boss fits in with the concept of individual value proposition.

Whereas once businesses were content to provide an employee value proposition – a list of reasons why their business is a good place to work, for people in general – an individual value proposition digs deeper by focusing on a manager’s leadership style, values, past experience and reputation.

Employers are increasingly happy to engage with candidates in this way, Ferguson says.

“It’s evolving. Some employers do it really well. And some employers are starting to do it, and some employers aren’t doing it yet.”

For those employers who do welcome this kind of two-way questioning, it’s win-win. Not only does everyone get to find out beforehand whether different team members’ working styles are going to be compatible, but businesses get the kind of new employees that can propel them forwards.

“I’m happy for people to ask questions that put me a little bit on the back foot and make me think,” Ferguson says. “Because that’s what they’re going to do for me and my team. I don’t want a yes person. Yes people don’t drive a business.”

To learn more about how to prepare for your next interview, visit SEEK Career Advice.