What Question to ask at the end of an interview, by your Enneagram Type
New Enneagram Series! I like to talk to candidates about what they're going to ask at the end of the interview, because it's their chance to evaluate if the company, hiring manager and role are a good fit for them. It can feel awkward, especially if you have a full day of interviews and you want to ask different interviewers unique questions. So, with that in mind, what question might each type want to ask at the end of an interview?
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As 9s ramp up into a new role, it is helpful for them to know what kind of support is available, and what the plan looks like. It's especially important for them to know who they can reach out to for any questions they have, and what to expect regarding initial deadlines. This is a question you would want to ask the hiring manager, and it can be very revealing if they don't have a solid answer. It's a good sign if their response is tailored to what they can already tell you might specifically want or need support with when ramping up.
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Are you a 9 who has asked this in an interview? If you don't know your enneagram number, I recommend learning more about it. I've especially enjoyed @suzannestabile 's podcast and books, as well as The Enneagram of Belonging by @chrisheuertz .
What might Enneagram 1s want to ask at the end of their interview? See my first Enneagram post in this series⠀(Enneagram 9) or sign up for this week's The Hire Circle (link in Bio!) if you want to learn more about why I think asking questions at the end of the interview is so important.
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As a 1 is considering a role or starting one, it's helpful for them to know if the processes they'll be working within are well defined and documented, or if they'll have the ability to make adjustments or even create one from scratch. If the process is firmly in place but flawed, they may feel drained having to uphold it. If they have the opportunity to improve upon what exists, or create something new, that may be a better fit.
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Are you a 1? What have you asked at the end of an interview to help shape your decision?
As an Enneagram 2, what do you usually ask at the end of the interview? When ramping up, it can be helpful to know where to focus and make the most of your relationship building energy. Rather than get to know everyone, strategically focus on those that can help you (and your team) in your new role.⠀This will also make sure you're able to focus on your own onboarding and tasks without becoming too distracted. Resist offering to help with too much early on, until you have a better sense of your time and priorities.
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From a hiring manager's perspective, this is always something helpful to consider for an onboarding plan, no matter your new employee's Enneagram number.
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What else have you found helpful asking as an Enneagram 2?
At the end of the interview, an Enneagram 3 may want to ask about the team's biggest challenges. This may help them picture themselves problem solving or saving the day in the role. Follow up questions can help⠀clarify scope and understand what may be expected of them as part of the team. It's also revealing if a hiring manager is caught off guard without a response or has trouble describing the challenges in detail.
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Have you asked this question at the end of an interview? Is there anything you would add for Enneagram 3?
Before accepting a job offer, an Enneagram 4 is going to want a good sense of a company's culture and if it aligns with their values. Without that alignment, it would be hard for them to fully apply themselves and be successful in a role, so this is a great question for them to ask at the end of their interview. It's also asking the interviewer what they personally value, so it's a way to see if there's compatibility between the candidate and their potential manager or another teammate. It is a yellow or red flag if the interviewer has a hard time answering this question or their examples are in conflict with your values.
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Are you an Enneagram 4? What do you typically ask? Have you ever found yourself in a role within a company with a different culture and values than you expected?
For Enneagram 5, this is less of a question to ask at the end of the interview and more of a reconnaissance mission. It's important for 5s to be able to envision themselves in the role, and make sure they feel comfortable that they could do the job to the best of their ability. I heard a great example on @empoweredenneagram 's podcast about a physical workspace with all glass offices and a 5 worked under the desk so they had some space - that kind of office may be a dealbreaker for you! Or you may just need to strategize with your boss about a solution when you need some space to focus.
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Seeing the physical workspace may not apply during covid-times if your job will be remote, in that case it may be better to ask what types of communication to expect from your manager and team members during the day (slack, check in meetings, etc). If you're constantly interrupted, you may need to make sure you can set some boundaries to complete your tasks.
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Are you a 5? Have you ever been surprised by physical workspace or team members in a new role?
At the end of the interview, an Enneagram 6 may find security by understanding the criteria they will be measured against in their new role and how they will receive feedback. 6s often look outside themselves for validation, so having a formal process they can rely on is helpful. Our formal interview process changed while I was at Amazon and while I know it helped save time for managers, I felt it negatively impacted opportunities for growth for both myself and my colleagues. If the hiring manager doesn't have a good answer about feedback processes, that may be a concern to you- or perhaps, you could help create a process that gets you what you need.
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Are you a 6? Is this important to you? What else have you asked at the end of the interview?
Enneagram 7s may want to know if there is enough variety in store for them, so this is a great question to ask at the end of an interview. Some roles may have lots of opportunity for "extracurricular" work if you're meeting or exceeding expectations for your role, and some may be pretty cut and dry. This question can help determine if you're going to enjoy this potential role or you need a little more than it can offer.
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Hiring managers, think about projects for your new hires that would technically be outside of their day to day role and offer growth opportunities. Be clear with employees if their role doesn't have room for this, or if they need to meet specific targets first.
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Is the answer to this question a potential dealbreaker for you?
Last one in this Enneagram series! At the end of an interview, an 8 will probably want to know which part of their role they will be accountable for, what they will be expected to fully own and control. They will likely also ask other questions trying to get at how much autonomy they will have, and look for signs that their hiring manager is someone who will trust them to get things done. If hiring managers or their team don't have a good answer or sense of this, a tool like a RACI chart can help sort this out and is a great addition to onboarding documentation.
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Are you an 8? What other questions do you ask? Did you like this series? Let me know!