For PR Pros, Turning the Tables During Job Interviews Is Key

Walking into an interview for a PR job is a lot like walking into the unknown. What will the process be? What will my inquisitors be like? But, what perhaps creates the most angst is: What questions will they ask me?

Extensive research and practice goes a long way to feeling confident in how you’ll handle interviewers’ questions. But there’s an additional way to combat interview fatigue. To wit, have some intelligent questions of your own to ask interviewers.

At some point in the process, interviewers will invariably ask if you have any questions for them. This is prime time to get off your heels and get the interviewers to talk a bit about themselves and their organizations.

Stumped on what to ask? PR News recently conducted a poll on Twitter and Facebook, asking our readers what questions they would ask during an interview.

Here’s a sampling: 

  • What's your favorite brand and why? (@taniavenn)

  • What do you like about this company? (amrkgmind)

  • What are your performance measures and how do you envision this position ensuring you reach them? (Patrick Fortner)

  • What's your company’s culture and identity, and what do you project for future growth? (@ancris19)

  • Describe a typical day—arrival time in office, frequency of meetings, number of client accounts per employee? (Becky Quinlan)

  • What drew you to work for this company? (JenCrowePR)

Good questions all. Do you have any you would like to add?

Follow Scott Van Camp: @svancamp01

On the job hunt? Be sure to visit PR News' Job Board. 


  • Donna Ramer

    It’s also good to ask how long the person has been in her/his current job and why. This may uncover a corp-wide focus on hiring from outside rather than promoting from within.

  • Chrsitine at WriteRe

    One I like (which my resume and CV clients have had good luck with) is: “Historically speaking, what are the (3) biggest challenges to carrying out this role for [Company Name]?

    It levels the playing field a bit, causing the interviewers to reflect on what doesn’t function at 100% in their own organization.

    It also provides an opportunity for candidates to point out entries on their CVs or resumes which show skill in one or more of those areas.