10 Questions to Ask in an Interview
As the interview comes to an end, many employers ask one final question:
"Do you have any questions for us?"
It may seem like a simple courtesy, but this part of the interview is more important than many applicants realize.
Some people respond with, "No, I think you've covered everything." Others ask about salary or vacation time immediately because those are the questions they are most interested in.
While compensation and benefits are important, the end of the interview is your opportunity to gather information that cannot easily be found in the job posting. It is also an opportunity to demonstrate curiosity, professionalism, and genuine interest in the position.
Remember, the interview is not only about convincing the employer to hire you. It is also your opportunity to decide whether you want to work there.
So, What Questions Should I Ask?
As discussed in our prior post, You Got the Interview, Now What? having questions prepared for the employer is important to set the tone of your interest, and what you're looking for in a company. In this article, we will be going more in-depth about what questions to ask, and why.
One of the best ways to decide what to ask is to think about information that only someone inside the organization can answer. Avoid asking questions that are clearly answered on the company's website or in the job description unless you need clarification. If it's already something you can Google, it's probably not a good question and it may look like you didn't spend time looking into the role.
Instead focus on questions you can't find answers to anywhere else. Some of those include:
Beyond the job description, what other responsibilities do you expect from an employee?
Job descriptions can be lengthy, but surprisingly, they usually don't include all of the responsibilities of a role. There is an unspoken rule in most businesses that all staff is expected to help pick up slack in some ways, even if it's not part of their overall job description.
That being said, asking this question can help determine if the company is functioning well, and if they are honest about what they expect from their employees.
Green Flag: “There will occasionally be things outside of your normal responsibilities. For example, you may help another team member if they're out or cross train additional skills. If your responsibilities change significantly, we'd discuss that with you.”
This answer sets the expectation that you might have to help out, but its not a regular thing. They also have in place a process to inform you before it happens.
Red Flag: “We're a team here, so everyone needs to be willing to do whatever is necessary. Your job description is really just a guideline. If something needs to get done, we expect our employees to step up and handle it.”
This answer doesn't give you an idea of what will be expected. It also infers that you MUST be willing to do whatever they ask, even if its outside of your job role, with no formal heads-up.
What does long term growth in the company look like?
This question helps you determine if the role you're applying for is long term, or a dead end position. In most cases, an employer with a clear progression plan should be able to explain what growth could look like over the next few years, even if they can't guarantee a promotion.
Green Flag: “We have several employees who started in this position and moved into senior roles, leadership, or other departments. Typically, employees spend a couple of years building experience before moving into those positions.”
This answer gives you an idea of what is realistically available to you if you decide to stay with the company.
Red Flag: “Right now we are looking for staff for this position. If something comes up, we post it as an internal job listing."
This doesn't necessarily mean there are no opportunities, but it does suggest that advancement isn't something the company has clearly defined or actively planned for.
How does advancement work in the company?
Similar to the question above, this gives the employer a chance to explain their progression paths. But it also gives an idea of how to get there. It also sets the tone from the beginning that you are not looking to stay within one position and will seek out opportunities to advance.
Green Flag: “Advancement is based on performance and experience. When positions become available, employees can apply and go through the same process as external candidates. We go through a similar hiring process for fairness but take into consideration you're knowledge of the roles.”
This tells you exactly how advancement works and what you'll need to do to be considered.
Red Flag: “We usually promote people when we feel they're ready.”
This gives you very little information about what actually leads to advancement. Without clear expectations, you could spend years waiting for someone to decide you're ready.
What is the average tenure of an employee within the company?
This is a good way to get an idea of how long people actually stay with the company. A company with employees who have been there for several years may indicate that people are generally satisfied with their jobs. A very short average tenure can be a warning sign, especially if the company is constantly hiring for the same positions.
Green Flag: “Most employees promote from within or have worked their position for a few years now. We have quite a few people who have been here for five, ten, or even fifteen years.”
A long employee tenure doesn't guarantee that the company is great, but it does suggest that people are willing to stay.
Red Flag: “It varies. We have a lot of people who come and go. The good ones have stayed.”
This could be a sign of high turnover, particularly if they're vague about why employees don't stay. Also highlighting "the good ones" infers that employees may have a higher rate of firing.
Are there any certifications or continuing education that would make me more desirable for the role?
This question shows that you're interested in developing your skills and becoming more valuable to the company. It can also uncover qualifications that weren't listed in the job description but could help you compete for future opportunities.
Green Flag: “There are a few certifications that would help. We have employees who have completed them, and we may be able to help with the cost or provide training.”
This tells you the company recognizes the value of continued education and may support employees who want to develop their skills.
Red Flag: “There isn't really anything you need. If you're hired, you'll learn everything you need to know here.”
While training is important, this answer could indicate that the company doesn't put much value on additional qualifications or professional development.
If this role becomes filled, do you have other roles that may be more suitable for me?
This can be particularly useful when you're applying for a company rather than one specific position. It also gives the interviewer an opportunity to tell you about other openings or roles they think may better match your experience.
Green Flag: “Actually, your experience may be a better fit for another position we have open. I'd be happy to tell you more about it.” OR "We don't have other options at this time, but if we have something that fits, we will reach out to you."
This shows that they're paying attention to your qualifications rather than simply deciding whether you fit the position you're currently interviewing for.
Red Flag: “If you're not selected for this position, you'll need to apply for anything else you're interested in.”
This isn't necessarily a bad company policy, but it tells you that the interviewer isn't going to advocate for you or help connect you with another opportunity.
Does this position offer overtime?
Asking about overtime can give you some insight into the workload. Regular overtime may mean the position is consistently busy, while little or no overtime could indicate a more predictable workload.
Green Flag: “Overtime is occasionally available when we're particularly busy, but it's not something we regularly require.”
This gives you an idea that busy periods happen without suggesting that excessive hours are a normal part of the job.
Red Flag: “There's always overtime available., if you're interested in it.”
If overtime is consistently available or expected, it could indicate that the workload is higher than the normal workday can handle.
How often are performance reviews?
Performance reviews can tell you how frequently your work will be evaluated and whether there is a formal process for discussing raises, promotions, or areas for improvement. In some businesses, performance reviews are given as a measure to provide a raise, up the cap hourly rate/ salary rate for the position.
Green Flag: “We conduct reviews annually, and those reviews are used to discuss performance, goals, and potential raises.”
This gives you a clear idea of when your performance will be evaluated and whether compensation is part of that conversation.
Red Flag: “We do performance reviews regularly."
Without a direct answer, there is not a clear idea of when these reviews occur, Once a year, once a month?
What is something about the company you feel makes it a great place to work?
This question gives the interviewer a chance to talk about the company from their own perspective rather than repeating the benefits and talking points already listed in the job posting.
Green Flag: “The people are great. We have a lot of employees who have been here for years, and there's a real sense of teamwork between departments. I love that we also have team meetings to keep everyone on the same page.”
A specific answer that focuses on actual employees, culture, or working conditions is much more useful than a generic list of benefits.
Red Flag: “We have competitive pay, great benefits, and we're a growing company.”
Those things may be true, but they're also the same things almost every company claims. If they can't name something specific about what makes the workplace enjoyable, that can tell you something.
What about me makes you apprehensive/uncertain?
This is a bold question, but it can give you an opportunity that most candidates never get. Instead of waiting to find out later why the interviewer isn't convinced, you're asking them directly what concerns they have about hiring you.
Green Flag: “My only concern is that you don't have experience with [specific responsibility]." OR "I am curious why you would apply to this position, when you previously worked a similar position. What made you leave?"
This gives you the opportunity to address the concern before the interview ends. You may be able to explain how your existing experience applies or demonstrate that the missing skill isn't actually a problem.
Red Flag: “I don't really have any concerns.”
This can be a perfectly genuine answer, but if the interviewer gives you a vague response or immediately changes the subject, you may have missed an opportunity to find out what is actually holding them back. Or they may not be willing to proceed, regardless of your answers.
If these ones don't seem like they suit the situation, some other questions can include:
"What does a typical day look like in this position?"
"What would success look like for someone during their first 90 days?"
"What are the biggest challenges someone stepping into this role should expect?"
"Can you tell me about the team I would be working with?"
"How is work typically assigned or prioritized?"
"How would you describe the management style for this department?"
"What does the onboarding process look like?"
"How is training typically handled for someone new to the role?"
"Are there any professional gaps about my experience you'd like to address?"
These questions help you understand what the employer values and what your daily responsibilities may actually look like.
Final Thoughts
The questions you ask during an interview are meant to help you gather the information you need to make an informed decision. An interview should leave both the employer and the applicant with a clear understanding of whether the opportunity is the right fit.
Thoughtful questions demonstrate preparation and professionalism, but they also protect you from accepting a position that may not align with your goals, expectations, or preferred work environment.
Up Next: Before you say a single word in an interview, you've already made a first impression. In the next article, we'll discuss What to Wear to an Interview, including how to dress appropriately for different industries, avoid common mistakes, and present yourself professionally without feeling like you need an entirely new wardrobe.
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