What Questions to Ask in an Interview

Everyone expects to be questioned during an interview, but not everyone realizes that they should be asking questions as well.

It’s important for candidates to ask questions because it shows that they are interested and prepared. If a candidate doesn’t ask questions during an interview, the interviewer may come to one of several conclusions, including the candidate:

• Did not care enough to prepare questions beforehand.
• Did not take the time to think about what they are looking for in the job.
• Is not committed to the position they are applying for.
  

Some swear that three is the golden number because it saves time. Others say that you should ask more than three to show you are committed and care about the job.

The real answer is — it depends.

When asking questions, context is everything. Let’s take a look at some factors that affect the number of questions you should ask:

Does the interviewer seem fidgety? Have they mentioned they are short on time today? If so, it’s probably wise to ask only the most important questions you have and save the rest for another day.

While a candidate applying for a high-level position might need to ask several questions about workplace infrastructure, this could be overkill for a candidate who is applying for an entry-level position. Stick to questions that are relevant to you and the position you’re applying for.

If you and your interviewer are getting along well, asking a few informal questions such as, “What do you like best about working here?” may be appropriate. However, if you are short on time or the interviewer is keeping things strictly about the interview, asking more pertinent questions will leave a better impression.

The stage of the interviewing process you are on matters. Typically, only asking 2 to 4 questions during a first or phone interview is appropriate. However, the further along in the interviewing process you get, the more questions interviewers will expect you to ask.

Be wary of interviewers who expect you to accept a job offer without answering all of your questions. No good employer will want you to take on a job you aren’t fully committed to or informed about.

Not all questions are created equal. A great question will:

Asking questions that demonstrate an understanding of the company shows the interviewer that you have kept up with what they are doing in the world and are motivated to understand the way they work.

Asking interviewers questions that highlight your positive attributes will help call their attention to where you excel. This will help them get a better idea of who you are and how you will fit into the position they are filling.

By asking questions with a long-term relationship in mind, you will be better able to communicate to the interviewer that you are willing to invest yourself in the right job.

Interviewers talk to hundreds of applicants. Use this time as an opportunity to stand out and ask questions that make the interviewer remember you.

As a job-seeker, it’s important for you to find a job that is a good match for your skills and disposition. Learning more about the position you’re applying for and what it entails helps both you and the interviewer make informed decisions.

While the above qualities are essential factors of a great question, context matters here as well. Understand who is interviewing you. Is it an overworked director? A laid-back recruiter? Your questioning strategy should be tailored toward who is interviewing you.

Also, take into account what round of interviews you are on. Asking about a company’s organizational infrastructure may be appropriate for someone who has progressed to the second or third round of the interview, but it is usually overkill during the first round of the interview. Take into account where you are in the interviewing process and adjust your questions accordingly.

Finding out as much information as you can about these factors before going into your interview will help you strategize which questions you should ask.

Now that we know what makes a great question, you may be wondering if there is such a thing as a bad question. The answer is YES.

Bad questions can raise red flags for an interviewer and drastically reduce your chance of getting the job you’re interviewing for. Bad questions are subtle, and candidates don’t often even realize these questions are hurting their chances.

Here are some bad question types to avoid:

Salary information is typically handled by the HR department. Asking a hiring manager questions about your salary can lead to an uncomfortable situation because they may not have all of the information on hand. Instead, save these questions for when you’ve received an offer.

Asking the interviewer any kind of question about references or background checks is likely to raise a red flag. It makes it seem as though you have something to hide. When going into an interview, always assume that you will be required to produce references or submit to a background check. If you left your prior workplace on bad terms or have a criminal record, be prepared to talk about it but don’t bring it up unless the interviewer does first.

Asking questions about promotions can make you seem arrogant. The interviewer may be thinking, “You haven’t even gotten the job yet; you shouldn’t be worried about getting a promotion.” However, this doesn’t mean you can’t ask about what career advancement is like within the company! You can put forward the question tastefully by framing it within the context of the company rather than yourself. For example, you can ask, “What opportunities are there for career advancement within the company?”

Refraining from asking bad questions can be difficult because they are often the questions you are most interested in. However, there is a time and a place for everything. If you make it through the interview process, you will get your answers in due time.

Now that you know more about the difference between a great question and a bad one, let’s take a look at some great question examples and why you should ask them.

Here are similar questions you can ask, separated by topic:

• What are the top priorities to accomplish in this role?
• What would you expect a successful candidate to achieve or deliver in the first 3-6 months here?
• Do you expect the responsibilities of this role to change in the near future?
• How is success measured in this position?
• What sets excellent employees in this department apart from average employees?
• What improvements or changes do you hope the new hire will bring to this position?
• What tasks or projects are going to define success in this position?
• When and how is feedback given to employees?
• What are some of the challenges you expect the person in this position to face?
  

• Can you share a little bit about the culture of this company?
• What type of people really thrive in this company’s environment?
• What are the company’s values?
• What characteristics do you look for in employees to help you represent those values?
• How does the company promote work-life balance?
• How transparent is the company about operations, revenue, and future plans?
• What is the most unique aspect about working for this company?
• What are the company’s plans for growth and development?
• How would I contribute to that if I am hired?
• What are the biggest opportunities facing the company/department right now?
• What is a challenge facing the company/department right now that I can contribute to solving?
• Who is the company’s biggest competitor, and what is one key difference between that company and this one?
• Where would you like this company/department to be in the next five years?
• Who are your typical customers/partners, and why do they choose to do business with this company?
  

• In your opinion, what is the best part about working for this company?
• What led you to pursue a career in this industry?
• Why did you join the company?
• What do you wish you had known before joining the company?
• What excites you most about this company’s future?
• What have you found to be the biggest challenge in working here?
• In what ways has the company changed since you joined?
  

• What kind of leadership/management style do you promote in the company?
• How is employee feedback incorporated in day-to-day operations?
  
• In your opinion, would you say management is open to ideas and suggestions?
• How are performance reviews administered?
• What are some steps you take to reward employees for good work to keep them motivated?

• If I were hired for the position, what would be the ideal starting date?
• Are there opportunities for applicants to job shadow before accepting an offer?
• What is the next step in the interview process?
• What is the general timeline of your recruitment process?
• Do you have any reservations about my qualifications?
• What can I clarify for you about my qualifications?
• Is there anything else I can tell you about myself that would help you with your decision?
  

• What are the prospects for growth and advancement?
• What kinds of opportunities for professional development or continuing education are offered to employees?
• What is the typical career path for someone in this role?
• Do you see the role expanding in the future?
• I was interested in learning more about_____________. What type of training and development is offered to learn more in this space?
  

• What is the onboarding process like for new hires?
• How much travel is expected in this role?
• Is overtime allowed or expected?
• How would you describe a typical day or week in this position?
• What does this role look like during the busiest times?
• How does this position fit in relation to the rest of the organization?
  

• What has been your team’s greatest accomplishment?
• What are some of the team’s recent success stories?
• Who will I be working most closely with in this role?
• Is the work on this team more collaborative or independent?
• Are there any skills missing on the current team that you’re hoping this position will fill?
• Would it be possible to meet some of the team members that I would be working with?
• What kind of processes and technology do you use to work collaboratively?
  

• Will I have the opportunity to work with any cutting-edge tools, technologies, or methods?
• What tools are used to share information across departments?
  

Typically, the interview draws to a close after the question portion of the process is completed. When exiting the interview, there are a few things you should do:

A firm handshake is a great way to build trust and familiarity with the interviewer. It’s always a good idea to offer a handshake when entering and exiting an interview.

Now that we’ve gone over what questions to ask and which ones you should absolutely stay away from, stay tuned for the next part of our exclusive training program:

The Interview Checklist, where we’ll go over interview essentials such as:

• How to dress according to company culture. 
• What you need to bring to an interview.
• How to write a thank-you note.