One of the easiest ways to differentiate yourself as the person that a company should hire is ask great questions at the end of your interview. And the reason is most people don't do a good job here. They don't ask great questions. And when you actually do, you can definitely impress the hiring manager and extract great information.
And this is no different at Lowe's. At Lowe's, if you want to give yourself an advantage, the last thing you need to do on this playlist here is you need to ask great questions at the end of your interview to the person interviewing you. And we're going to cover that today.
Now, this is video four of a four-part series on how to get a job with Lowe's. And if it's the first video you're seeing, make sure you go to the playlist and watch the rest of the videos. They're very instructive and should help you have a massive advantage when it comes to landing a job with Lowe's.
But make sure you stay to the end of this video because the last question is probably the most important. And right after that, I'm going to give you an interview hack that is going to help you secure the job in six minutes. All right, with that being said, let's get into the video.
Now, the first question that I want you to ask during your Lowe's interview is, is what does this person need to accomplish in the first 90 days in order for you to consider the hire to be a success? This is a great question because it frames the entire interview moving forward about success, right? Like, what do I need to do to be successful here?
And it allows them to articulate what are the most important things, which is great, right? So they might say, well, if we hire you, one of the things we're going to want you to do is blank. And them referencing you. Is good right when they start talking about you as an employee.
Well, that is a great thing It's also really important to like listen to this and understand like do they have a good plan? Do they know what success looks like or do they not when I'm listening to someone answer this question as a candidate and they have a really concise Well thought out success plan for what a person needs to accomplish I feel good about that when they can't articulate it and they're like, oh, I don't know. I guess you know, they just, you know, learn about working here.
That's not inspiring. And it also makes me concerned. What kind of leader is this person going to be if in an interview, they can't explain to me what success looks like?
Either way, it's a great question for you because it positions you as someone who is forward thinking and is concerned and motivated by succeeding early in a role, which is a great thing. And it also extracts great information. The next question is, what does onboarding and training look like for someone who joins your team?
This is another great question because it allows you to understand, like, do they have a good plan for this person? And again, if they're able to articulate it in a thorough manner, that's great. I feel good about that. When they're not, I feel concerned about the plan they have for me.
Are they going to be a good leader? Is this going to be a good experience, right? Retention starts at onboarding.
So they should have a good onboarding plan if they're hoping to retain their employees. But if they don't do a good job at this historically, this person is probably going to struggle to answer this question. Either way, as a candidate, I want to know this information. But again, it's also a question that makes you look highly professional and success oriented because you're asking about onboarding. about starting, about learning, because you're asking because you want to ramp up and be a successful employee.
That's the impression it gives. So it's a great question to ask in your interview. The next question is, how would you describe your team's culture? This is a really great question to ask because it gives you insight into like what the environment's going to be like. I think it's also really important to see how the hiring manager reacts to this.
Do they have passion around their team's culture? Do they have enthusiasm around their team's culture? Or rather, are they...
uninspired here? That's important to me. I want to know about the environment I'm coming in. So this is a great question to ask. Another really good question to ask is what initially attracted you to Lowe's and what keeps you here as an employee?
This is an opportunity for them to talk about themselves. It's an opportunity for them to share, you know, what they love about working here and what's passionate. This should be a layup for them if they enjoy their job.
But if they don't enjoy their job, it might be hard for them to answer. That's important to me. I want that information.
Another thing that's really good here is when you ask this question, what attracted you to the organization? This is great information that you can put in a thank you email. If you want to send them a thank you email after the interview, having this information that you can reference is really powerful. You know, you could say something along the lines of, hey, Ben, thank you so much for taking the time to interview me today.
I really appreciate you taking time out of your day to connect. I also really enjoyed when you mentioned blank. This is when you mentioned their answer and how that was what initially attracted you to Lowe's.
I found that to be really inspiring and made it so I'm even more interested in pursuing this opportunity. If you have any questions, please feel free to reach out. I'm very excited about next step. Thanks, Ben. That is an easy thank you email that is meaningful because you're actually referencing what they said in the interview.
The next question is, what are some of the skills and behaviors of the most effective members of your team? This is a great question because it gets them thinking about the most effective members of their team. employees and then talking about what skills, characteristics, behaviors do they exhibit. When they do this, you can listen, smile, nod, and, you know, then at the end when they're done talking, you can reinforce that you also exhibit some of those behaviors or characteristics. For example, if they go, well, the thing that probably separates the best employees on my team is those who take initiative, you know, and they answer the question.
You can go, oh, you know, that was this. That was really helpful. Thank you for sharing that. You know, I think one of the things you mentioned really resonated with me. That was about taking initiative.
I think that's one of the things that I've been able to do in previous roles that have also allowed me to succeed. I know that my manager is busy. So understanding the things that need to get done and being able to do that without always being directed, I think that's really allowed me to be successful in past roles.
Something like that. It basically... helps you understand what are they looking for, like what is really important to them, and then it allows you to reinforce that you are that person. Now the next question I want you to ask is a closing question, and you ask this at the very end of your interview, and it goes, do you have any questions or concerns about my ability to do the job? And you're asking, asking this for two reasons.
One, if they don't have any concerns, you want to reinforce your interest in the role. So they go, no, I think you'd be a great employee. You go, oh, great.
Well, thank you so much. You know, I'm really interested in the role and I'm very interested in next steps. And it's just letting them know, oh, you have no concerns.
Good. Well, I'm also still very interested in your role. Every hiring manager wants to hire someone who wants their role. So it's a good thing to do that. The other thing that could happen, and the second reason you asked this question, is they could go, well, yeah, I do have some concern.
You know, we didn't really talk about your DIY experience in the interview, and I'm just not sure you have that kind of background. Whatever the concern is, this is your opportunity to counter it in a polite and accepting way. So you want to make sure you're not defensive. If you're defensive, that kind of ruins the entirety of asking this question. It's not going to help you.
But you can go, you know what, thank you so much. I appreciate you sharing that with me. And I totally understand your... your concern. I don't think I did as good of a job as I could in the interview actually articulating my experience working and doing DIY projects.
It's actually a passion of mine. In fact, some of the DIY projects I've done at my house are... and you can go through and actually mention some of them. And that gives you the opportunity, again, to non-defensively counter their concern and set yourself up for success. If you don't ask this question, you'll never get an opportunity to actually address their doubts about you as an employee.
But if you do ask it, well, this gives you the opportunity to like fix it. I've had people in the past say, well, Ben, you don't wanna bring this up. You don't want them to get them thinking negatively.
The reality is whether or not they're gonna be able to get this right You ask this question, they're going to have your thought. You know, they're going to have a thought about you as an employee. But it's up to you to actually address it and fix it.
So, I'm a huge fan of asking the closing question. And I think it can completely set you up for success. next thing you want to do is you want to be able to make a really great impression in your interview. You also want to close strong.
It's why I made this video here. This video here is how to get a job in six minutes. And I want you to go watch this video because it covers the make or break minutes in an interview and shows you how to ace them. So I'm done here, but I will see you over there.