A job interview is your best chance to gather the information you need to make a good decision about your next role. Asking questions not only shows you’ve done your homework, it also helps you know if the company is the right fit for you.
Regrettably, too many candidates focus solely on giving the right answers. As such, they miss the opportunity to turn the conversation into a dialogue where they can interact and equally extract key information.
In this article, we will show how to ask the right questions that reveal details about the role, growth opportunities, and potential red flags.
The most important thing to know when interviewing is that your goal isn’t just to get the job. It is to find the right job for you. Every question you ask should help you assess whether the role, the team, and the company align with your values, goals, and work style.
The better your questions, the more you demonstrate curiosity and clarity about what you’re looking for.
Interviews are as much about you evaluating the employer as them evaluating you.
1. What does success look like in this role in the next 6 months?
This question helps you understand how the company measures performance and what the expectations are from the start. It provides insight into how quickly you’ll be expected to ramp up and what outcomes you’ll be held accountable for. All of these are crucial for knowing whether you can meet or exceed those goals.
2. Can you tell me more about the team I’ll be working with?
You won’t just be working for a company. You will be working with people. This question gives you insight into the team’s structure and collaboration style. It can also reveal whether you’re joining a well-established group or helping build something from the ground up.
3. What are the typical challenges someone in this role would face?
It is especially important to ask this question. It helps you understand what might be difficult about the job. It could be tight deadlines or evolving responsibilities. You don’t want to resume and encounter challenges that you didn’t prepare for.
4. How does this role contribute to the company’s overall mission or goals?
Recruiters love candidates who ask this question. The reason is obvious. First, it shows that you care about the company. Secondly, it demonstrates intentionality. Understanding how your work fits into the company’s objectives can also reveal how valued the role is.
5. How do managers here typically give feedback?
How feedback is given directly affects growth and job satisfaction. Asking this question will immediately let you know if feedback is timely, constructive, or unclear. You will see the cues based on how the interviewer frames their answer. Knowing this equally helps you predict if you will receive the support and guidance you need to evolve professionally.
6. How would you describe the company culture?
Not many candidates know that a company’s culture can significantly impact their happiness and long-term engagement at work. So they would typically not ask. However, as a smart candidate, you should ask to have a good perspective on the company’s values and work environment. You also get to see if the company’s stated values align with reality.
7. How do promotions and career advancement typically work here?
Clear, structured paths for growth are a strong indicator of an organisation that invests in its people. A LinkedIn Workplace Learning Report found that 94% of employees said they would stay longer at a company that prioritised their development. So by asking this question, you can tell whether promotions are based on merit, seniority, or visibility. This will help you manage your expectations and plan accordingly.
8. What’s your favourite part about working here?
This makes the conversation more interesting and gives the interviewer a chance to be personal. Their enthusiasm or lack of it can give you real clues about what it’s like to work at the company day to day.
9. How do you support learning and development?
This question reveals whether the company invests in its employees through training, mentoring, and opportunities for advancement. It equally demonstrates that you’re committed to continuous growth. So if you are someone who is committed to lifelong learning, this is your chance to know if you would get support or not in your prospective role.
10. What are the typical working hours here, and is there flexibility?
The aim of this question is to have an understanding of the company’s work-life balance model. Research has shown that work-life balance significantly affects job satisfaction and well-being. So if you want to know whether the company supports flexible working arrangements and respects personal time, this is your opportunity to ask.
View How to Achieve a Healthy Worklife Balance
11. What are the company’s biggest priorities right now?
Asking this question can immediately increase your chances of securing that job during the interview. Employers love candidates who ask questions about the company, and this particular one shows thoughtfulness. You are also at an advantage because it helps you align your role with key objectives.
12. How does the company handle situations where employees disagree with management decisions?
A company that encourages respectful dissent and open dialogue is likely to foster innovation and employee satisfaction. Conversely, environments that discourage questioning may suppress ideas and breed disengagement. This question helps gauge how safe you’ll feel expressing your opinions and whether your voice will be heard.
13. What tools or platforms does the team use?
According to reports, teams using modern collaboration tools such as Slack or MS Teams report up to 30% higher productivity compared to those on outdated systems. This question helps you determine if you’ll be using modern, efficient systems or outdated technology that could hamper your effectiveness. You don't want to end up working with technology and tools that will hamper your productivity and job satisfaction.
14. What are the next steps in the interview process?
While this may seem like a routine closing question, it actually plays a crucial role in shaping your expectations and managing your job search timeline. It signals your professionalism and preparedness, while also providing insight into how structured or disorganised the company’s hiring process is.
View 20 Hiring and Workplace Red Flags to Look Out for
15. Can you describe a typical day or week in this role?
While job descriptions outline responsibilities, this question paints a more vivid picture of daily expectations and workflow dynamics. It helps you assess how your skills will be applied practically and whether the pace and nature of the work suit your preferences and strengths.
16. What are the biggest risks or issues facing the company right now?
Understanding current challenges gives you a realistic picture of the company’s stability and future outlook. It also indicates whether leadership is transparent and honest. This information is vital for weighing job security and your potential role in navigating those risks.
17. What is the average tenure of employees in this department?
High turnover can indicate underlying issues such as poor management, unrealistic expectations, or a lack of career progression. Conversely, long tenure suggests a healthy environment where employees feel valued. So be sure to ask to get a glimpse of what you are signing up for.
18. Are there any upcoming organisational changes or restructuring plans I should be aware of?
Knowing about planned changes allows you to assess job security and how your role might evolve. Restructuring can bring opportunity but also uncertainty. Requesting to be informed demonstrates your forward-thinking approach and lets you prepare accordingly.
19. What are the company’s expectations around overtime or weekend work?
Understanding workload demands and expectations around extra hours is crucial for maintaining work-life balance as well. This question helps you set boundaries and evaluate whether the company respects them.
20. How are goals and objectives set and tracked within the team?
This question helps you understand how performance is managed, how your work will be aligned with broader objectives, and what tools or frameworks like KPIs, are used to measure success. Clarity in this area reduces ambiguity.
21. How does the company measure employee engagement and satisfaction?
22. What kind of support is available for employee mental health and well-being?
23. How does the company handle internal communication and information sharing?
24. How do you celebrate successes and recognise employee contributions?
25. How transparent is leadership about company performance and challenges?
26. What opportunities exist for employees to contribute to community or charitable initiatives?
27. What are the main reasons employees have left the company recently?
28. How do you support employees who want to pursue further education or professional certifications?
29. What’s the company’s stance on internal mobility? Can employees easily apply for different roles within the organisation?
30. What resources or tools are available for employees to improve their productivity?
31. Are there mentorship or coaching programmes available to employees?
32. How often do formal performance reviews take place?
33. What is the process for giving upward feedback to management?
34. What’s the company’s policy on professional development budgets or tuition reimbursement?
35. How does the company approach succession planning?
36. What’s the typical timeline for career progression within this team?
37. How are decisions made within the team? Collaboratively or top-down?
38. What steps does the company take to maintain a positive and safe work environment?
39. How are new ideas and employee suggestions evaluated and implemented?
40. What support is there for employees who want to take on leadership roles?
41. How frequently does the company review compensation and benefits packages?
42. What kind of onboarding and training processes does the company offer for new hires?
43. How accessible are senior leaders to employees at different levels?
44. What are the most important qualities you look for in someone to succeed here?
45. How does the company gather and act on employee feedback?
46. Are there opportunities to work on special projects or initiatives outside the regular job scope?
47. How does the company recognise and reward innovation and creative problem-solving?
48. What are the key performance indicators (KPIs) for this role?
49. What’s the management style like here?
50. What resources does the company provide for remote employees to stay connected?
51. How often do team meetings or check-ins happen?
52. What’s the most recent change the company made based on employee feedback?
53. What qualities have made previous hires in this role successful?
54. What are the expectations for after-hours availability or responsiveness?
55. How are high performers recognised outside of promotions or raises?
56. What type of personalities tend to thrive in this work environment?
57. Are there any employee-led initiatives or committees within the company?
58. What is the leadership team most focused on right now?
59. What’s something about working here that most people don’t expect?
60. If you could change one thing about the company, what would it be?
61. What’s something the team is currently working to improve?
62. What would make someone fail in this role within the first six months?
63. What’s been the company’s proudest achievement in the past year?
64. What systems are in place to help employees set and review personal career goals?
65. Is there anything unique about how my department works compared to others in the company?
66. What professional background have past employees in this role come from?
67. What’s something your best team member does that others don’t?
68. When was the last time the company had to make a difficult decision, and how was it handled?
69. If I joined and things weren’t going well, what would the company do to support me?
70. What do people here tend to get promoted for?
71. What’s one thing you wish candidates would ask about this role but often don’t?
72. What’s a recent example of feedback that led to meaningful change?
73. Who sets the tone for company culture? Employees or management
74. What are some challenges you anticipate for the person in this role in the first 90 days?
75. Are there any unspoken expectations that come with this role?
76. How are introverts and extroverts equally supported here?
77. Are employees safe taking risks or speaking up?
78. If you could describe this company as a person, how would you describe its personality?
79. What are the common career paths that start from this position?
80. How do managers here advocate for their team members?
Never go to an interview without questions. They show how the company works, what growth is possible, and if it is the right fit for you. Asking also proves you are thoughtful and serious about your future.
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