At the end of an interview, you should ask some questions about the job you are applying for. Imagine you are in a room with the person who can give you the job. This information will help you make a great impression.
Good Questions for the End of an Interview
Before accepting a job, know what you will do every day, now and later. This helps you decide wisely and avoids surprises. Here are some questions to ask during an interview:
- What’s a typical day or week like in this job?
- What are the most urgent projects right now?
- Can you show me past projects I’d work on?
- What skills and experience do you want in an ideal candidate?
- What traits make someone succeed in this role?
- What skills is the team missing, and how can I fill that gap?
- What challenges does this job present?
- What’s the budget I’ll handle?
- Is this a new role or a replacement?
- How does this job help the company?
- Will this role change in the next 6-12 months?
Key Inquiries About Training and Career Growth
You need to ask about training and learning. Here are some questions to help:
- See each new job as a step toward success. Will this job help you reach your goals?
- How do you help new employees get started?
- What chances do employees have for learning and growing?
- Can I try new things and learn in this job?
- Can I move up in the company?
- Can I represent the company at events?
- Where did past employees in this role go next?
- Questions about how they’ll measure your success
- Knowing how your new boss measures success helps understand their style and what’s important to the team.
- What should I achieve in my first 30, 60, and 90 days?
- What’s expected in the first year?
- How do performance reviews work? How often will I get one?
- What will they use to judge my work?
Intelligent Queries About the Interviewer
Asking these questions demonstrates your interest in getting to know your interviewer as a person, which can help establish a good connection with a potential colleague. Asking these questions demonstrates your interest in getting to know your interviewer as a person, which can help establish a good connection with a potential colleague.
- How long have you worked here?
- Has your job changed since you started?
- What did you do before this job?
- Why did you choose to work here?
- What do you like most about your job?
- What’s a challenge you face at work?
- What are you looking forward to in your job?
- Are there any upcoming projects you’re excited about?
Top Queries About the Company
Why not find out about your potential workplace? A job is not just about daily tasks. It’s better to work for a company that shares your values and goals.
- I have read about the company’s start, but can you share more about [another significant company event]?
- Where do you see the company going in the next few years?
- Can you tell me about any new products or plans for growth?
- What are the current company goals, and how does the team work together to achieve them?
- What really excites you about the company’s future?
- What are the company’s key values? (Note: Make sure these aren’t easy to find online!)
- How does the company make sure it sticks to its values?
Intelligent Inquiries About the Team
The people you work with every day can significantly impact your work life. Therefore you must ask questions to figure out if it’s the right team for you.
- Tell me about the team I will join?
- Who will I work closest with?
- Who will be my direct boss?
- Tell me about my team members.
- What’s the team really good at, and where do they struggle?
- Are you hiring more in this department soon?
- What other departments collaborate with this one and how?
Innovative Inquiries About the Culture
If you do not drink or have to get back to your kids, you do not want to work at a company where everyone only cares about themselves. Similarly, if you do well in a teamwork environment, avoid such a place. So, when it comes to company culture, ask about what’s important to you.
- Is the work environment here more about working together or working alone?
- How does the team build strong connections?
- Can you share the latest team event you had?
- What’s your favorite office custom?
- What’s the team’s typical lunch routine?
- Do folks from work hang out outside the office?
- Do you partner with other companies or departments for events?
- What sets this workplace apart from your previous ones?
- How has the company changed since you started?
- How has the company handled remote work challenges?
- How does the company ensure equal opportunities and standards for remote and in-office workers?
Top Queries About What Comes Next
Before you finish, make sure the interviewer has all they need and that you know what’s coming next. (But do not start with this question!
- What comes next in the interview process?
- Do you need anything else from me?
- Any last questions I can help with?
Sample Questions, and Why You Should also Ask them?
Scroll down below to see some example questions and why you should inquire about them. If you are a full-time employee of the company, remember that flexibility in where you work does not necessarily translate to flexibility in when you work—so ask about your team’s schedule and the expectations around yours.
It’s a common misconception that if you are working remotely, you get to pick and choose your own hours—and it’s quite the opposite,” says Ashlee Anderson, a certified professional career coach at Work From Home Happiness.
In many cases, you will have to maintain some sort of consistent and regular office hours, and those hours will depend on your team’s schedule.
If the team is fully distributed meaning everyone is remote Anderson also recommends asking the recruiter or your potential manager how the team collaborates across time zones.
That way, you will discover if working outside of 9-to-5 office hours will be a requirement of your role.
1. Is the Team Completely Remote? How Many Team Members Work Remotely?
You can ask these questions about the team’s composition, whether you are talking to HR or the hiring manager. These questions help you see if remote work is a normal part of the company culture.
It’s perfectly okay to ask, Am I the only remote worker, or are there others? advises Anderson. This can help you understand if remote work is fully embraced in the company, or if you will need to advocate for yourself to stay connected and not miss opportunities because you work remotely.
Even if remote workers are a small part of the team or new to the company, don’t dismiss it just for that reason. What’s more crucial is whether the team is actively considering solutions for remote employees. As Klimkiewicz points out, if they say, We have got that covered, you are in good shape. If they tell you they regularly assess remote workers’ experiences and make improvements, that’s also a positive sign.
2. What’s the Team’s Communication Style? Which Collaboration Tools Are Utilized?
During an interview, it’s wise to inquire about your supervisor’s leadership style and the team’s dynamics. This becomes even more crucial for remote work.
In a remote setting, you can not have quick in-person updates, spontaneous brainstorming, or impromptu explanations about work approaches. So, you’ll need to make extra efforts to ensure everyone stays on the same page.
Remote work also affects your chances of connecting with your manager, coworkers, or even the CEO. Therefore, ask questions about how you can have face-to-face interactions within the company.
You should have the same access to these people as you would in an office, advises Anderson. Ask about Zoom meetings frequency and remote worker access to their manager.” Find out if your boss schedules regular one-on-one meetings with their team members.
Are there team meetings where you can get to know your colleagues better?
Do company-wide meetings or email updates exist to keep you informed about other teams’ projects and the long-term company vision?
The tools the team uses also reveal how they collaborate daily. It could be Zoom, Slack, Skype, or real-time collaboration tools like Trello, according to Anderson.
Neither choice is inherently bad, but you might have personal preferences and seek a team that aligns with your preferences.
3. How Do You Usually Provide Feedback to Remote Team Members?
Managers often give feedback casually in an office—you might receive praise for a job well done or learn about project expectations during a quick chat.
However, remote employees also need feedback to advance in their careers. Yet, as Anderson notes, it can be overlooked. People can feel left out while working remotely, she says.
The best way to find out about feedback practices is to ask your potential boss how they provide feedback and how comfortable they are with it.
If they do not have a plan, suggest one that matches your ideal situation and see how they respond. For instance, you could propose biweekly meetings to discuss goals and get constructive feedback.
If they seem uncomfortable or resistant and do not offer an alternative, it suggests they may not be willing to support a remote employee’s growth as you should hope.
4. Are There Any Regular Team or Department Social Events?
The kinds of social events and team-building activities, as well as how often they occur, provide insights into how well remote workers are integrated into the company culture. Do these events make remote workers feel included?
The team’s composition, whether remote or on-site, plays a significant role. Socializing can be challenging if you are the only remote person, notes Klimkiewicz.
If you are looking for workplace camaraderie, this situation may not be suitable for you. However, if there’s a deliberate effort to include remote employees in events, or if spending informal time with your team is not a top priority for you, this role might be a good match.
Pay attention to the types of events your interviewer mentions. If they focus solely on in-person gatherings like happy hours and lunches, the team may not be well-prepared to welcome a remote member into social activities.
But if they bring up virtual trivia and remote coffee meet-ups, even if these are in the planning stages, it suggests their willingness to involve remote workers in bonding activities.
It’s not realistic to expect a company to create a flawless remote work setup instantly.
However, you can anticipate that your future colleagues, managers, and company leaders will acknowledge and address challenges, whether they’re related to remote work or the projects you’re involved in.
If an interviewer openly discusses difficulties and the meaningful steps the team has taken to adapt, it’s a positive sign of how they handle problems in the future.
When asking these questions to your potential manager, it’s about how you phrase it. Keep a positive tone. You will learn about ongoing issues, but ask in a way that shows you are not judging, but rather, you are part of the team, suggests Klimkiewicz.
5. How Did the Company Address Remote Work Challenges?
It’s not realistic to expect a company to establish a perfect remote work setup instantly.
However, you can anticipate that your future colleagues, managers, and company leaders will acknowledge and address challenges, whether related to remote work or your projects.
If an interviewer openly discusses difficulties and the meaningful steps the team has taken to adapt, it’s a positive sign of how they handle problems in the future.
When asking this questions in an interview, maintain a positive tone. You will learn about ongoing issues, but ask in a way that shows you are not judging, but rather, you are part of the team, suggests Klimkiewicz.
6. Are There Opportunities for Advancement in This Position?
This question serves two purposes. Firstly, it helps you find out if the company values your growth as an employee, even if you’re not in the office every day. Secondly, it reveals how the company views its remote employees.
Can you take on leadership roles while working remotely? Can you handle significant projects while off-site?
If you plan to stay in your current role for a while or hope to advance your career within the company, it’s essential to know if these opportunities are open to remote workers. If advancement is office-based only, it’s a crucial factor to consider.
Questions to Help You Find the Ideal Remote Job
As remote work becomes more widespread, it’s your responsibility to assess whether the job you’re interviewing for is the right remote fit. Make the most of the interview process to gauge if the company’s remote work culture aligns with your career and preferences.
1. Is this a Vacancy, or a New Position (and, if It’s a Vacancy, What’s Up)?
I recently worked with a client who was in the final stages of interviewing for a VP of Sales & Marketing position at a well-regarded and profitable company. He was optimistic about receiving an offer, but then he discovered something concerning.
Within just three years, this company had gone through three different leaders in the same role – they were about to hire their fourth VP of Sales & Marketing since 2013. This revelation posed a dilemma for my client. He had been enthusiastic about the opportunity and pleased to progress in the interview process. However, the high turnover rate in this position gave him pause, and rightfully so. Such frequent changes in leadership often indicate deeper issues within the organization, likely stemming from the top.
During the earlier interview stages, my client has not asked why the position was vacant. In hindsight, he should have. It’s a perfectly valid question, and even if not fully answered, the interviewer’s reaction can often reveal whether there’s more to the story.
Ultimately, my client did receive the job offer but chose to decline it. Today, he leads the sales team at a smaller company with supportive and inclusive leadership. Remarkably, turnover at his current organization is nearly non-existent.
2. What Is the Turnover Rate on the Team (or, at This Organization)?
Addressing turnover during an interview is entirely reasonable. If you ask this question confidently and without coming across as accusatory, it showcases your strategic decision-making and thoughtful approach. A reputable employer will appreciate this quality in you.
If, in response to your question, you discover that turnover rates are alarmingly high, you can follow up (again, in a non-confrontational manner) with inquiries like, What do you think contributes to this turnover? and Does the organization have any strategies in place to address this issue?
Elevated turnover, even in industries accustomed to some degree of staff movement, may indicate problems with management, an excessively stressful work environment, a lack of employee recognition, inadequate salary increases, or a combination of these issues.
3. Do Team Members Typically Go Out for Lunch, or Do They Eat at Their Desks?
Inquiring about lunch breaks is not an unusual question, and you can frame it as an effort to gauge the team’s camaraderie, the overall environment, or the level of relaxation within the company.
Assuming the interviewer provides an honest response, you can also glean insights into whether the team is overburdened to the point where they can not take proper breaks, including lunch. Additionally, you can assess if your future manager expects you to adopt the same work style.
Teams that do not take breaks often tend to be fatigued and dissatisfied. Investigate this aspect, especially if you prefer not to be tethered to your desk for extended periods every day.
4. How Is the Company Doing (From a Financial Perspective)?
I have worked with countless clients who lost their jobs abruptly, sometimes shortly after accepting an offer, due to falling profits, losing a major client, or sudden bankruptcy – all of which they had no prior knowledge of before joining the company.
It’s perfectly acceptable (is a good idea) to inquire about the company’s financial situation as you progress through the interview process, even if it’s a privately held or small business. This is particularly important if you can not easily find the company’s financial information through a Google search.
The last thing you want is to unknowingly become the “Hail Mary hire,” brought in as a last-ditch effort to rescue the company from a dire situation.
Certainly, you may decide that it’s a challenge (and risk) worth taking. However, it’s important to have a sense of the company’s financial health before making a commitment.
5. After This Conversation, Do You Have Any Hesitations About My Qualifications?
While this question may be intimidating for many, it holds significant importance. People often fear that the answer might be yes.
However, it’s crucial to ask these questions because if the interviewer has any reservations about you, the interview is the best opportunity to address and alleviate those concerns.
If you are hesitant about posing this question, think of it this way: If something about you is causing the interviewer to hesitate, and you don’t inquire about it, they will likely factor those concerns into their hiring decision.
In most cases, asking these questions in an interview is a proactive step that can benefit you more than harm you.
Conclusion these Questions for an Interview
In conclusion, asking intelligent questions during an interview is not just a formality; it’s a strategic approach to finding the right job fit. These questions allow you to gain valuable insights into the company’s culture, work environment, and potential challenges. Moreover, they demonstrate your proactive and thoughtful nature as a candidate.
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