Top questions to ask an interviewer
As your job interview begins to wrap up, the hiring manager will likely turn the tables on you and ask; “Do you have any employee questions for me?” You should always come equipped with some pre-decided queries – or you risk seeming a little disinterested and unprepared.
Asking the right questions at the end of your interview is a fantastic opportunity to further highlight why you’re the best candidate for the job. It also allows you to get a better idea of whether the company and position are a good fit for you too.
Best employee questions to ask in an interview
Here are some employee questions that you could respond to the interviewer when asked; “What can I answer for you?”
- How would my day-to-day responsibilities look for the role?
- What are the company values here?
- Which characteristics are you looking for in the new hire in order to do the role justice?
- What does a typical day look like in this role?
- What is the management style in the company?
- Who does this position report to? (Also ask if you’ll be able to meet the person managing you during the interview process.)
- How many people work in the team for the available position? How many people work in their office?
- Who will I be working most closely with?
- Why are you hiring for this role?
- Is this a new position? If not, what did the previous employee go on to do?
- Will I be expected to travel? If so, can you tell me more about that?
- What are the hours for a typical work week? Is overtime expected of this role? (Tread carefully with this question, you don’t want to seem as if you’re already trying to wriggle out of work already.)
- What is the typical career path for someone in this role?
- Do you have any examples of a successful career path within the company, beginning with this position?
- What are the growth opportunities?
- Do you provide any professional development training?
- Is there an official onboarding process for new employees?
- What are you expecting to be the biggest challenges of this job?
- What do you feel I should accomplish within the first three months?
- How has the company changed in the most recent years?
- Where do you see the company going in the next five years
- What would you say are the most rewarding aspects of this role? What about working for this company?
- How soon were you hoping the new hire can start in their new position?
- What does success look like in this position? How will you measure it?
- What was the last social event organised for and by the company or team?
Definitely ask: What are the next steps in the interview process? When can I expect to hear from you?
This question will help you gain vital information about the hiring timeline so that you can coordinate your job hunt – you’ll also be set up with an appropriate date to follow up with the hiring manager should you not get an update. Additionally, it shows that you are keen to move forward in the process.
Bonus question: Is there anything about my background or CV that makes you question whether I am a good fit for this role?
Not only does this type of enquiry show you’re invested in the position, but also that you’re keen to understand your potential as a candidate. The question tends to impress interviewers because it demonstrates initiative; you’ve created an opportunity to respond to any potential concerns that may have been the difference between you getting or not getting the job.
What NOT to ask the interviewer
- “Me” questions: By this, we mean questions that put yourself ahead of the employer. For example, questions about salary, health insurance, annual leave allowance etc. Enquiries of this nature are okay to bring up, but further down the hiring process when you’ve been extended an offer.
- Questions only about one subject: You want to ask a variety of topics. Otherwise, the interviewer may deliberate whether there is an issue with your work ethic. For example, only asking questions about the social aspects of the company may result in the interviewer questioning your commitment to company goals.
- More than one question at a time: Ensure you have a specific focal point for each question you ask. If you overwhelm the interviewer, it’s harder to build a rapport with them. Stick with questions that you know will create a positive, flowing dialogue between you both.
- Anything personal: It’s great to build a rapport with an interviewer, but don’t ask them personal questions unless the information is offered up to you. Topics to avoid include anything that isn’t public information, including; family, race, gender and political beliefs.
- “What does this company do?”: Ask this question and you’ll immediately be removed from the hiring process. The interviewer will assume you’re not taking the job opportunity seriously because you haven’t done the appropriate research. If, after having studied the company, you’re still confused by certain aspects of the business then it’s okay to ask for more information – but be specific when you do.
- Questions they’ve already covered in the interview: You may have a list ready, but don’t ask them again. It will appear as if you’re a poor listener with an even worse memory!
- “Did I get the job?”: Be patient. A question like this just makes the interviewer feel uncomfortable and they’ll want to discuss with colleagues first. They’ll let you know when they’ve made a decision.
We suggest picking around 5-8 employee questions that you could ask. It’s likely that some of your questions will be covered during the interview itself so it may be that you only ask three on your list. What’s most important is that you ask the right questions. They should set out to achieve three things: ensuring the interviewer has no concerns about you or your background, demonstrating an interest in the company and finding out if the employer is a good fit for you.
Do you need an ally in your job search? Leonid Group specialises in securing unparalleled job opportunities for candidates in a range of Europe’s fastest-growing employers. To get advice on your job hunt, speak to a consultant today at +44 (0)20 3958 7484 or email firstname.lastname@example.org.