Questions About the Job Position
Ask about the job to see if it’s a good fit for you. Asking questions about the job responsibilities and necessary skills to have is the best way to see if you’ll succeed in the role and if it aligns with your career goals. As a plus, these questions also demonstrate that you’re interested in the role. “What does a typical day in this role look like?” “Are there additional responsibilities that aren’t mentioned in the job description?” “Can you give me examples of projects I’d work on?” “What separates a good candidate from a great candidate in this role?” “What challenges can I expect to face in this role?” “What skills and qualities are the most important to be successful in this role?” “What should I accomplish in the first 90 days on the job?” “Why are you hiring for this position? Is it a new role or did someone leave? If someone left, why?” “How does this position contribute to the success of the company?” “Can you tell me about the people and departments I’ll be working with?”
Questions About the Company Culture
See if the company prioritizes what’s important to you. A company’s culture can impact your job satisfaction and how well you’ll succeed in your role. Asking these questions can help you evaluate how the company will support you, see if it matches your goals and values, and identify any potential red flags. “How does the company support a healthy work-life balance?” “What activities or events does the company put on to help employees connect? Can you tell me about the last company event?” “How does the company recognize and celebrate its employees?” “Can you describe the work environment at the company?” “What sets this company apart from its competitors?” “In what ways does the company support or give back to the community?” “How does the company support and care for its employees?” “Where do you see the company in the next 5 years?” “How does the company support diversity and inclusion?” “How does the company communicate about its current goals and trajectory? And, what are they?”
Questions About the Team
Learn how the team works together and faces challenges. Whether you’ll be working on a team or managing one, it’s important to understand the group dynamics. These questions help you see how the team communicates, faces challenges, and addresses feedback to gauge whether you’d be a good fit and can do the job well. “Can you tell me about the team I’ll be working with?” “Who will I work closely with? Who will I report to? Who will report to me?” “Will I be joining an existing team or a new one?” “Can you describe how the team communicates?” “What are the biggest strengths and weaknesses of the team?” “How does the team come together and respond to challenges or problems?” “How does the team handle conflicts?” “What are some skills missing from the team that you want the candidate to bring to this role?” “Do you expect to hire more people to the team in the next 6 months?” “How does the team recognize and celebrate members?”
Questions About Management
Ask how your supervisors will support you and provide feedback. Your boss’ and supervisor’s management styles also influence your job satisfaction and success in the role. Learning how you can expect them to guide you and evaluate your performance can help you determine if they’ll mesh with your work style and benefit your growth. “How would you describe your management style?” “How do you offer feedback? How do you like to receive feedback?” “How often do you check in with your employees/provide feedback?” “How do you resolve issues or conflicts within your team?” “How do you support and assist employees who need help? What are some examples?” “How do you support and encourage employee retention?” “How do you communicate with your employees?” “How do you motivate your team? What are some examples?” “What are your performance expectations for this role/your employees?” “How long have you been in a management position?”
Questions About Onboarding and Training
Learn what to expect in the first few months of accepting the job. Asking questions about the onboarding process helps cement your seriousness and eagerness to begin the job. These questions also help you understand what the first few days and months on the job will be like and how you can succeed at them. “What does the onboarding process and first day look like?” “How long does onboarding last?” “How quickly do you expect new hires to get up to speed?” “What do new hires find surprising when they first start?” “What might be challenging about the onboarding process?” “What training can I expect to receive for this role?” “Is there a probation period for this role? How long does it last?” “Can new hires shadow other employees?” “What kind of support and assistance can I expect as a new hire?” “How have other new employees progressed since being hired?”
Questions About Growth and Development
See if the role aligns with your long-term goals. Asking questions about professional development, job training, and promotion opportunities will help you determine if you can thrive and grow in the position. They also demonstrate to the interviewer that you are committed to learning and progressing in your field. “What professional development will I have access to in this role?” “How does the company support learning, skill development, and ongoing education?” “Are there opportunities for growth in this position? What are they?” “What is the typical career path for someone in this role?” “When was the last time someone on the team was promoted? What did it take and why?” “What have successful people in this role gone on to do?” “Are there opportunities to attend industry conferences?” “What additional training might I need for this role?” “How often do team members and employees complete professional development?” “How often do you review and reassess responsibilities for this role?”
Questions About Performance and Success
Understand what the company expects from you. Understanding how your supervisor and the company measure success and set career goals can help you determine what they value and how you can expect to grow. These questions can also help set you up for success starting on day 1. “How do you measure performance for this role?” “What is the performance review process like?” “How often do you conduct performance reviews?” “How often do you schedule meetings for the team’s overall performance?” “How do you address employees that are underperforming or struggling?” “What things does a candidate have to do to receive “Exceeding expectations” at their performance review?” “Are there opportunities to receive bonuses for great performance?” “How do you collaborate with employees to set performance goals?” “What incentives does the company implement to help boost performance?” “After 1 year on the job, how will you evaluate if I’ve been a successful hire?”
Questions About the Interviewer
Learn what it’s really like to work in the position or at the company. Even if the interviewer has a different job, asking them how long they’ve been in their position and why they like the company can tell you more about the workplace and culture. These questions can also facilitate a more friendly conversation and build a genuine rapport that helps you stand out. “What’s your favorite part about your role/working for the company?” “What’s your least favorite part about your role/working for the company?” “How long have you been in this role/working at the company?” “How has your role/the company changed since you started?” “Can you tell me about the projects you're most excited to work on?” “Can you tell me about any office traditions? What’s your favorite?” “Why did you come to work for this company?” “If you could change or fix one thing about your role/the company, what would it be? Why?” “What’s a typical day like for you in your role?” “When did you last take time off? What did you do/where did you go?”
Questions About Challenges
See what potential obstacles you’ll face if you accept the job. Understanding what challenges you can expect to face in the position, career field, and at the company can help you see if the role is a good fit and growth opportunity for you. You can also use these questions to talk about how you’ve faced similar challenges to show the interviewer you’re experienced and capable of handling the role. “What challenges are the team and department currently facing?” “What challenges is the company currently facing?” “What challenges is the career field currently facing?” “What immediate problems might I need to address in this role?” “Can you tell me about a problem the team recently faced and how they solved it?” “How does the team manage multiple projects and deadlines?” “Are there any upcoming changes that will affect this role?” How does the team/company respond to change and innovation?” “How does the company react and adapt to challenges or setbacks?” “What challenges do you often face in your position?”
Questions About Resources
Find out what tools you’ll use to do your job and manage productivity. Different companies have different ways of handling communication, managing projects, and maintaining efficiency. Understanding what resources and tools the company uses can help you better understand how you’ll do your job. As a plus, telling your interviewer that you have experience with the resources they use can help you stand out from the competition. “What tools or software does the team/company use for communication?” “What does the workflow look like?” “What tools or software does the team/company use for project management?” “What tools or software does the team/company use to track and manage productivity?” “Is there an IT team that helps with technical issues and support?” “What tools or software does the team/company use to share files and information?” “What software/tools/resources do I need to be proficient in to be successful?” “What is the company’s remote work policy? Do they provide technology or a stipend for a home-office setup?”
Questions About Next Steps
See if there are other interviews and when you can expect a decision. Whether this is the phone screener or the second interview, feel free to ask what’s next in the hiring process at the end of the interview. This is a great way to understand the interviewer’s decision timeline, prepare for the next steps, and express your excitement about the job. “What are the next steps in the hiring process?” “When can I expect to hear back about the next steps?” “What is your timeline for hiring someone for this role?” “How quickly do you want the new hire to begin?” “Will there be an opportunity to meet other team members and supervisors?” “How will candidates be notified about the hiring decision?” “Can you tell me about the other candidates I’m up against?” “Is there anything I can provide you?” “Do you have any concerns about my qualifications or background that wouldn’t make me a good fit for this role?” “Do you have any remaining questions for me?”
Advice for Asking Questions at a Job Interview
Select questions to ask based on what’s important to you. Before the interview, think about what you’re curious to know about the job and what information will affect whether you want it. Then, compile a list of 10 to 15 questions. For instance, you might want to ensure that you can grow and expect promotions or know that the company values a healthy work-life balance. You typically only have time to ask 3 to 5 questions at the end of the interview. Compiling a longer list can help you adapt to the information you learn in the interview and ensure you’re getting your most pressing questions answered. Be respectful of the interviewer’s time and limit your questions to avoid going over the scheduled meeting time. You’ll have time to ask additional questions at the next interview or when you get the job offer.
Ask thoughtful questions that provide new information. Asking thoughtful and creative questions is the best way to show the interviewer that you’re invested in the interview and interested in the position. So, make sure the questions you ask aren’t easy to find on the company’s website or have already been answered by the interviewer. Asking engaging questions also helps you stand out from the competition, as it's apparent you’ve done your research on the company and are curious to learn what it’s like to be in the specific role. For instance, avoid asking what the company does or what the basic responsibilities of the job are, as these have likely already been covered. Note: It’s okay to get clarification about certain points the interviewer brought up. Just ensure you expand or build off of their clarification so they’re not just repeating themselves.
Ensure your questions are open-ended. Ask questions that require the interviewer to give you detailed answers rather than a “Yes” or “No.” This helps you get the information you need to make a better decision. Open-ended questions are also a great way to highlight the skills and strengths you’re bringing to the table. Plus, open-ended questions give the interview a more conversational feeling, which can help you relax a little bit. For instance, ask “What skills and experiences do you expect the ideal candidate to have?” rather than “Is it important that I have leadership experience to succeed in this role?” Note: If there’s a specific and direct question you want answered, life and career coach Shannon O’Brien says it’s fine to ask a “Yes” or “No” question.
Tailor your questions to who’s interviewing you. Make sure the person interviewing you can adequately answer your questions. For instance, if you’re doing a phone screening or interviewing with a recruiter, you might want to stick to questions about the job, company, and next steps. If you’re interviewing with a team member or your boss, they’ll have more insight about the group dynamics, management styles, growth opportunities, and onboarding process.
Write down the interviewer’s answers to your questions. Whether you’re interviewing in person or remotely, have something with you to take notes about the interviewer’s answers. This is a simple way to ensure you remember what they said. Plus, it can help you stand out, as it shows that you’re interested and serious about the role. Just write a few, quick words that summarize their answer so the interviewer knows you’re listening. Writing down every word they say can take time away from the interview or even look like you’re not paying attention to them.
Do not ask questions about salary or benefits until you get a job offer. Unless the interviewer brings it up, avoid asking about salary or benefits until you know the company is invested in you or offers you the job. Asking about salary and benefits in the initial interviews can come across like you’re only interested in the compensation. Plus, at this point, you don’t have much power or leverage to negotiate a better salary. During the initial interviews, the interviewers might ask you about your salary requirements. Either ask them what the salary range is for the position, or provide the salary range you’re hoping to receive.
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