14 Best Questions to Ask at the End of Interview
Interviews are not dialogues and are generally meant to be one way traffic but you may as interviewee get an opportunity to turn the tables and ask a couple of questions from your side of the table. Preparation is the key to acing an interview and you do your research on your employer beforehand to get yourself ready for the question/answer session. In an interview when you are done with answering questions, typically interviewers will ask you if you have any questions about them. When you see the floor opening for you, don’t find yourself being caught off guard. It is important to do well in this segment of interview and make the most of the opportunity to ask HR managers/interviewers thoughtful questions. Asking insightful questions at the end of an interview can demonstrate your interest in the role and help you assess whether the company is the right fit for you. Also, by asking genuine questions, you will convey to your employer that you may be making up your mind to engage with them. But what types of questions should be worth-asking? And are there any that should be avoided? Thinking up questions to ask at the end of the interview is key. It is important that you have prepared at least two or three questions that show you have done your homework about the company and are interested in working with them if an offer lands. So, what makes a good question? Here is Here are 14 thoughtful questions to consider: Indeed, a meaningful question and even better if asked with respect to current employees. This also shows your interest in growth and sets you out as a high achiever candidate who thinks clearly as an ambitious candidate hoping for positive outcomes. Understanding the challenges can give you a sense of the current priorities and potential obstacles. Asking about challenges can tell you about the current industry trends where you can channelize your skills properly. This helps clarify expectations and performance metrics for the role. The question also shows the interviewer that you want to know how the company assesses the performance of their employee at this position. It sheds light on whether the organization has clearly defined the role for you with set goals. A 30/60/90 plan is typically what new employees are given by their managers. The recruiters already have some goals for you and are expecting you to ace your probation. This gives you an insight into how performance reviews are conducted and what metrics are used. So, it is never a bad idea to ask this question. 4. Can you provide more details about the team I would be working with? It is important to have insights on the pecking order of the organization specially if you have multiple bosses. Companies are run by teams and teams are made of team members. If you are going to be working for several people or are engaging with multiple departments you should lay the internal land. Getting to know the potential colleagues and team dynamics can help you gauge if you’ll fit in well. This question gives you insights into the company’s values and work atmosphere and guides you to have a broad view on the corporate Philosophy and work culture of the organization. By inquiring about the work culture of the company the prospective employee determines whether his/her potential employer prioritizes employee happiness. Understanding opportunities for learning and advancement is key to planning your future with the company. This question shows that you are willing to learn, work hard and have a growth-oriented mindset. This helps you understand what you would be working on right away and the expectations for the first few months. Knowing the particular projects or campaigns you will be immediately going to get involved in is important and allows you to make necessary preparations before landing on the work desk. Overwork kills! It’s important to know how the company addresses work-life balance and employee well-being. Protecting one’s resources from burn out is mandatory and one of the core values of the modern corporate culture. A smooth onboarding process indicates the company’s commitment to integrating and supporting new employees. If you are getting hired for a remote role, ask specifically about how remote employees are integrated into the company culture. Make sure to ask this question so you will know about the timeline and post-interview steps. You can also use the opportunity to inform them about any time-sensitive matters they should know about such as if you are considering other offers or if you need to assess your relocation plans or need time for necessary arrangements. This demonstrates your eagerness and helps you understand the timeline for decision-making. This shows that you’re thinking about how broader company dynamics could affect your position. Assessing your long-term relationship with the employer is important. Asking this question can provide you with a personal perspective on the company’s work environment. People like to talk about themselves and the person sitting on the other side of the desk, in this case, the interviewer is also no exception. Probing interviewers about their personal experience with the organization develops a certain type of rapport and a personalized interaction with the recruiters while also giving you an opportunity to have a firsthand insight into the benefits and drawbacks of the workplace. This might appear tough to ask but once your conversation ball starts to roll you will have not much problem asking these types of questions. It is helpful to know whether the last person left the job because he/she was promoted or quit the job. If it is a newly created position then this is a sign that the business is growing or the company may be making a small pivot. These types of questions show that you are being smart and analytical by wanting to know the reason behind your hiring as a new source or replacement. Another genuine question is asking about the post-interview call. This question tells the recruiters that you are interested in the role and looking forward to hearing from them. Knowing the company's timeline and how and when to follow up are important. Asking these questions can help you gain a deeper understanding of the role, the company, and whether it aligns with your career goals and values.
Do you really want to work there?
Questions to ask at the end of interview
1. What have past employees done to fulfill this role successfully?
2. What are the biggest challenges currently facing the team or department?
3. How do you evaluate success for this position?
5. How would you describe the company culture and work environment?
6. How does the company support professional development and career growth?
7. What are the most immediate projects or tasks that need attention in this role?
8. How do you support work-life balance for your employees?
9. Can you tell me about the onboarding process for new hires?
10. What are the next steps in the interview process?
11. Are there any recent changes or upcoming changes within the company that might impact this role?
12. What do you enjoy most about working here?
13. Is this a new position?
14. What’s your timeline for making a decision and when can I expect to hear back from you?”
