10 Essential End-of-Interview Questions to Ask Potential Employers
Alla Dortman | April 2nd, 2024
During my long HR career, I have conducted over 1000 interviews for a wide range of IT positions. From a range of IT developers, business analysts, technical leads, system architects, engineering and project managers, CTO and CISO positions. Whether in-office or remote, I’ve encountered both professional candidates and a variety of others. It’s been akin to observing the entire IT spectrum unfold before my eyes. But there is one thing I have noticed that it might be strange to share. I often see the surprise on a candidate’s face when I ask, “Please, can you ask me any questions you’re interested in?”
Tilt, ups, what is that? Candidates don’t prepare for the interview with the interviewer, with their future company. They only focus on how to pass the interview themselves. This is fundamentally the wrong approach.
A well-prepared set of questions will not only satisfy your curiosity. It will also show me, the interviewer, that you are interested in making an informed and considered decision about your future job and career path. My top questions for, the HR interviewer, are:
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“What is a typical day like for someone in this position?”
This question will help you understand what your day will involve and whether it matches your expectations and skills. -
“What does a person in this position need to do to be considered successful in 3/6/12 months?”
This question shows your ambition and desire to succeed, as well as giving you an idea of the company’s expectations and the job evaluation process. -
“What are the team’s biggest challenges and how can this role help solve them?” This question demonstrates strategic thinking and shows that you are already thinking about how you can contribute to solving current problems.
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“Can you tell me about the team I will be working with?”
This question can reveal the structure of the team, its dynamics, and something about the company culture. This will help you to assess how well you will fit into the collective. -
“How does this position fit into the company’s long-term goals?”
This question can provide an insight into the future of the company, how stable and growth-oriented it is, and how this position, and you within it, can develop. -
“How would you describe your company’s culture and values?”
First, you will probably immediately understand if the culture even exists. Then imagine whether you would like to work there and whether you share its values. -
“Is this a new position?”
If the position is not new, pay attention to how the interviewer describes the reasons for leaving. This is a litmus test of internal communication and, of course, the company’s values. -
“How does the company support work-life balance?
The answer can give you an idea of how the company views employee well-being and how flexible it is in organizing work. -
“What do you think motivates employees to be loyal to the company?”
If this question doesn’t leave them stumped and facing a reboot screen, then all is well with the company. -
“What do you like most about working here?”
Such a personal approach will help you learn about the company from the perspective of someone who is already part of it.
Of course, there’s no need to turn the interview into an interrogation. Choose only the questions that concern you most and feel free to ask them. Remember that the purpose of these questions is not only to gather information but also to show the interviewer how you think and that you are serious about contributing to the company’s development.
FAQ
With the rise of remote work, understanding a company’s remote work culture and expectations has become critical. Asking about communication tools, team interaction in a remote setting, and work-life balance can provide insights into how well a candidate might fit into the remote work environment of the company.
Asking thoughtful questions not only demonstrates a candidate’s genuine interest in the role and the company but also showcases their critical thinking skills. It indicates how they assess new information, consider their potential fit and contributions, and value alignment with the company’s goals and culture.
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Alla Dortman
HRD, Certified career coach
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