Job Interview Red Flags: Should You Ask The Interviewer If They Have Any?
One complaint that job seekers often have about the hiring process is that they don’t often get feedback from their interviews. If rejected, they rarely hear why; if they do, it is often a vague statement that others are more qualified. Without specific feedback, candidates are left wondering if they could have said something different in an interview to change the interviewer’s mind.
Simply put, many interviewers are not incentivized to be forthcoming to job seekers. The hiring process is often controlled by HR or Talent Acquisition, who is responsible for communicating with the job seekers. To avoid possible legal issues and, frankly, to avoid conflict with job seekers, HR has, over the years, become less and less forthcoming about why someone is not hired. Rare today is the HR person that will give detailed feedback to a candidate. It is mainly an auto-generated email letting the individual know they won’t be moving forward. And many candidates do not even get that.
So, one of the few ways to get feedback is to ask for some at the end of an interview.
Should you do this, though? There are varied opinions about whether this is a good idea.
Pros
With you in front of the person or on the phone or Zoom call, it may be harder for the interviewer to dodge this question. If there are any red flags, interviewers may not feel comfortable outright lying to you and saying there is none. You are more likely to hear something about what the interviewer is finding concerning, even if the feedback is incomplete or the interviewer hedges a bit. In this case, something could be better than nothing.
You get an opportunity to provide more information that could be helpful in the interviewer's decision-making process. Let’s say that the interviewer is concerned that you do not have a specific technical skill. Once it is brought up, you could discuss how you do have it, but you did not put it on your resume, or you have a similar skill that would be transferable or how you would learn that skill. This may or may not change the interviewer’s mind, but even if it doesn’t, you now have additional information to help you in your job search.
Asking this question may give a positive impression of your character, which could sway an interviewer. If you show openness to feedback, this could be a plus for you in an organization that believes receiving feedback is essential for its team members.
Suppose you are interviewing for a sales role. In that case, it may indicate your ability to understand how you learn about a prospect’s objections and overcome them.
Cons
The questions could put off some interviewers. They may feel that it is too forward and be upset that they are put on the spot.
The interviewer may not be able to answer the question. The HR team may have yet to talk to all candidates to know how you compare to them or may need more information from the hiring manager to understand what they may judge as a red flag. Other interviewers may be only asked to assess you on one aspect, so they do not know if you have red flags in different aspects, or they would only want to say something once they have a chance to debrief with other members of the hiring committee.
You may not get honest feedback. If you are too chatty for the hiring manager, the hiring manager is unlikely to come out and say that you have off-putting communication skills.
How to Ask This Question
Asking an interviewer if there is anything that makes the person hesitant to move you forward is something that would be good to know. So what are some best ways to ask?
Is anything about what we discussed today prompting some concern that I might be a fit for the role?
Or
Do you have any concerns about my ability to do this job?
I would avoid asking specifically about your background or skills, as that asks for specific feedback in those areas. The issue may be something other than your background or skill but something completely different, such as your location or salary requirements. Some people may be more comfortable asking:
Is there anything I could further elaborate on in my work history or experiences that would provide additional insight into your decision?
If you ask this, do not be surprised if the interviewer says no, as they should have already asked all the questions they needed to assess your fit for a role.
What To Do If You Get Honest Feedback
You need to be prepared for honest feedback when asking for honest feedback. I gave feedback to a candidate about how he came across in the interview and my concerns with him in a client-facing role. This candidate lashed out at me, arguing this was not so, and then wrote scathing emails to the CEO. This was not an appropriate response to receiving feedback and frankly, proved my point.
If there appears to have been any miscommunication, now is the time to provide corrected information or explain what you meant to say. Once you have heard what was said, it is perfectly okay to ask for clarification or specific examples if you need help understanding how the interviewer came up with their conclusions. The interviewer may still judge you for your communication skills, but at least the hiring decision will not be made with erroneous information.
If there is no miscommunication but the feedback is that you do not meet a requirement of the job or lack specific experience, do not argue about whether the interviewer is right. It is the employer's prerogative to use any legal criteria for deciding whether someone is qualified for the role. Suppose you have similar experiences or transferable skills that were not discussed in the interview. In that case, you can mention them to the interviewer but never argue with the interviewer about what they feel is important. Also, please know what you lack for this employer may not be true for all employers looking for someone in this role.
Always thank the interviewer for the feedback. The more interviewers hear people express thanks for the feedback, the more likely they will give it to others.
Lastly, you should express that you hope that while there may be an issue of concern for the interviewer, you continue to be interested in the role. If the feedback indicates that you will not be moving forward in the process, you can say that you would be interested in other positions that the interviewer feels you may be more qualified for now or in the future.
Many different red flags in the interview process are important for you to know. Check out more about them here.
Shelley Piedmont is a job search coach. She wants to help job seekers put their best foot forward by providing the tools for a successful job search. If you need career coaching, resume preparation, interview skills assessment, or LinkedIn profile assistance, she can help. Schedule a 15-minute no-obligation consultation.
