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A former Google recruiter says one simple interview question can instantly set candidates apart by showing they already understand what the company needs from the role
She believes it reveals far more than technical skills. (representational image)
A former Google recruiter has shared the one interview question that she believes can leave a strong impression on hiring managers. According to her, the best candidates are the ones who think beyond getting the job and try to understand what the company really needs.
She said many applicants spend the last few minutes of an interview asking common questions about salary, promotions or office culture. But by then, recruiters usually already know whether a candidate has the skills for the role.
She Wants To Know How Candidates Think
Farah Sharghi, who has worked as a recruiter for Google, Uber and The New York Times, said the final part of an interview is a chance for candidates to show how they think.
“At this point, I want to understand how you think,” Sharghi wrote in a CNBC article. She explained that candidates should focus on the reason why the company is hiring instead of asking only about benefits or perks.
One Question Stood Out To Her
Sharghi said every job opening exists because a company has a problem that needs to be solved. “Companies are not creating roles for fun,” she said. “Someone has an issue that they need handled, and they want someone who can take care of it without a lot of oversight.”
The question she recommends asking is: “What’s actually broken right now that you want this person to fix?” According to her, candidates who ask this question with real interest stand out from others.
“If you show me that you’re already thinking this way, it transforms you from one applicant in a sea of many to someone I want to hire on the spot,” she wrote.
She Also Suggested Three More Questions
Sharghi shared three other questions that can help candidates better understand the role and the company’s expectations. “A year from now, what will make you say that this hire worked out?”
“Who is the person on your team you wish you could clone?” “What’s the part of this job people underestimate?”
She said these questions help applicants learn how success is measured, what makes someone a strong employee, and which parts of the job may be more difficult than they first appear.
Sharghi also encouraged candidates to stop seeing interviews only as a chance to prove themselves. Instead, she said they should use the conversation to understand the company’s challenges and how they can help solve them.
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