Questions to ask in an interview and why they matter

A job interview is not only about proving you can do the job. It is also your chance to understand what you are stepping into and whether the role is right for you.

We speak to candidates every day who prepare solid answers but freeze when the interviewer asks, “Do you have any questions for me?” That moment matters. The questions you ask can help you leave the interview with clarity, not guesswork.

In this blog, we will cover the questions you can ask in an interview and explain why they matter. The aim is not to ask loads of questions. It is to ask a few that help you make better career decisions and show you are taking the opportunity seriously.

Why it’s important to ask questions in an interview

Interviewers expect you to ask questions. It is a normal part of the process and often one of the most useful parts for you as a job seeker.

The right questions help you understand the role, the company, and the team in a way a job description cannot. They also help the interviewer understand what matters to you and how you think about your next move.

It helps you understand what the role really involves

Job descriptions are often written to attract interest, not to explain the day-to-day reality of the job. They might list responsibilities, but they rarely show how work is prioritised, what the pace is like, or where the real pressure sits.

By asking the right questions, you can get a clearer view of how the role works in practice. You can find out what you would spend most of your time doing, what is expected early on, and what might be challenging about the job.

This matters because it reduces the risk of surprises later. When you understand the reality of the role before you accept an offer, you are more likely to choose a job that fits your skills and working style.

It shows preparation and genuine interest

When you ask thoughtful questions, it shows you have taken the time to prepare and that you are paying attention during the conversation. It is one of the clearest ways to show genuine interest without overdoing it.

Good questions also signal that you are being intentional about your next move. Rather than applying for anything and hoping for the best, you are trying to understand whether this role is the right fit.

From our experience, interviewers remember strong questions. They often separate candidates who are engaged and prepared from candidates who sound capable but disconnected from the role.

It helps the interviewer assess your suitability

Your questions tell the interviewer a lot about you. Not just what you want to know, but how you think about work, responsibility, and progress.

For example, questions about expectations, success, and priorities suggest you want to perform well and understand what good looks like. Questions about onboarding and support show you take starting strong seriously.

Interviewers use this part of the interview to picture you in the role. When your questions are relevant and well-timed, it becomes easier for them to imagine you joining the team.

It helps you make better career decisions

A job offer is not the end goal if the role is not right for you. Asking good questions helps you judge whether the role supports your longer-term goals and whether the company feels like a place where you can do good work.

This is especially important if you have had a role before that looked good on paper but felt very different once you started. Questions can uncover gaps in support, unclear expectations, or a working style that does not suit you.

The more clarity you get during the interview process, the easier it is to decide whether to move forward. It also helps you feel confident in your decision, whichever way you choose.

Role specific questions to ask in an interview

Role-specific questions help you understand what will actually be expected of you once you start. They give you clarity on workload, priorities, and how success is measured, which are often missing from job descriptions.

These questions are especially important if you want to avoid stepping into a role that looks good on paper but feels very different in practice.

“What does a typical day look like in this role?”

This question helps you understand how the role operates on a day-to-day basis, rather than in theory. It gives insight into how time is split between tasks, meetings, collaboration and independent work.

Listening to how structured or varied the day sounds can tell you a lot about the pace of the role. Some roles follow a clear routine, while others change frequently based on priorities or client needs.

If you have a preferred working style, such as focused work time or regular collaboration, this question helps you assess whether the role matches that.

“What are the main responsibilities of this role?”

Even when responsibilities are listed clearly, the reality can shift once someone is in the role. Asking this allows the interviewer to explain which parts of the job matter most.

It can also highlight where the business places its focus right now. Some responsibilities may carry more weight than others, especially during busy periods or times of change.

This clarity helps you judge whether your strengths line up with what the role genuinely requires.

“What would you like the person in this role to focus on early on?”

This question gives you insight into the first few months of the role and what success looks like early on. It often reveals current challenges or areas where the team needs support.

Understanding early priorities helps you assess how realistic the expectations are. It also shows whether there is a clear plan for onboarding and early contribution.

From our experience, candidates who ask this tend to start roles with a stronger sense of direction and confidence.

“What does success look like in this role?”

Success can mean different things depending on the company, team or manager. Asking this helps you understand how your performance would be judged.

The answer can reveal whether success is based on results, behaviours, collaboration, or a mix of all three. It can also highlight whether expectations are clearly defined or more subjective.

This question is useful for avoiding misunderstandings later, especially during reviews or progression discussions.

“How will performance be measured over time?”

This question builds on the idea of success by focusing on how it is tracked and reviewed. It helps you understand whether feedback is formal, informal, regular or occasional.

Clear performance measures usually point to clearer expectations and better communication. Vague answers can suggest a lack of structure or consistency.

Knowing this upfront helps you decide whether the environment supports growth and development.

“What are the main challenges someone in this role might face?”

Every role has challenges, and asking about them shows realism and self-awareness. It also gives you insight into what might be difficult about the job.

The response can highlight pressure points, workload issues, or areas where the business is still finding its feet. It can also show how open the company is about challenges.

This question helps you assess whether the challenges are ones you feel equipped to handle.

Company specific questions to ask in an interview

Company-specific questions help you understand the wider context of the role and where the business is heading. They are important because even a good role can feel wrong if the company direction or values do not match what you are looking for.

These questions also show that you are thinking beyond the job title and are interested in how your work fits into the bigger picture.

“How does this role support the company’s wider goals?”

This question helps you understand how your work would contribute to the business as a whole. It shows whether the role has a clear purpose or if it exists in isolation from wider objectives.

Listening to the answer can reveal how aligned teams are with company goals and whether priorities are clearly communicated. It can also indicate how much impact the role is expected to have.

When candidates understand how their role fits into the business, they often feel more motivated and engaged once they start.

“What are the main priorities for the business right now?”

Every company has areas it is focused on at any given time, whether that is growth, stabilising processes, or responding to market changes. This question helps you understand what matters most at the moment.

The answer can give insight into potential pressures, upcoming changes, or opportunities within the business. It also helps you assess whether the company feels stable and well-directed.

This is particularly useful if you are joining during a period of change or expansion.

“How has the company changed in recent years?”

Companies evolve, and understanding that journey can tell you a lot about leadership, culture and adaptability.

You may learn about growth, restructuring, new leadership, or shifts in strategy. How openly these changes are discussed can also indicate how transparent the company is with its people.

This question helps you judge whether the business direction feels positive and aligned with what you want from your next role.

“What does the company value most in its people?”

Values shape behaviour, decision-making and culture. Asking this helps you understand what is recognised and encouraged within the organisation.

The answer may highlight traits such as collaboration, ownership, learning or accountability. It also helps you assess whether those values align with how you like to work.

When values are clear and lived day to day, people tend to feel more supported and confident in their roles.

“How are company goals communicated to teams?”

Clear communication is a strong indicator of a healthy working environment. This question helps you understand how information flows across the business.

You may learn about regular updates, team meetings, or leadership briefings. It can also highlight whether teams are kept informed or left to work things out independently.

Poor communication is a common source of frustration, so understanding this early can help you make a more informed decision.

Team and management questions to ask in an interview

The team you work with and the way you are managed will shape your experience just as much as the role itself. Even a job that matches your skills can feel difficult if the team dynamic or management approach does not suit you.

These questions help you understand how the team operates day to day and what kind of support you can expect.

“Who will I be working with most closely?”

This question helps you understand the structure of the team and where your role sits within it. It can clarify who you will report to and who you will collaborate with regularly.

The answer may also highlight whether the role involves cross-team work or close partnership with specific individuals. This is useful if you enjoy collaboration or prefer clear ownership.

Knowing who you will work with most often helps you picture yourself in the team and assess whether the setup feels right.

“How does the team work together day to day?”

This gives insight into communication and collaboration within the team. You may learn how often people meet, how work is shared, and how decisions are made.

The response can reveal whether the team operates in a structured way or relies more on informal communication. It can also highlight how remote or hybrid working is handled.

Understanding this early helps you judge whether the working style matches what you are used to or looking for.

“How would you describe the management style?”

Management style plays a big role in confidence, performance and job satisfaction. This question helps you understand how guidance, feedback and trust are handled.

You may learn whether managers are hands-on, supportive, or give people more autonomy. The answer can also reveal how approachable leadership is.

From our experience, mismatched management styles are a common reason people leave roles early, so this insight is valuable.

“How are priorities and deadlines usually managed?”

This question helps you understand how pressure and workload are handled. It can reveal whether planning is proactive or if priorities often change at short notice.

Listening to how deadlines are discussed can give clues about expectations and flexibility. It can also highlight whether teams are supported when workloads increase.

This is especially important if you are moving from a very different working environment.

“What support is in place during the first few months?”

Starting a new role involves a learning curve, even with experience. This question helps you understand how onboarding and early support are handled.

The answer may include training, shadowing, regular check-ins or informal support from the team. It can also show whether the company has a structured approach or relies on individuals to find their feet.

Strong early support often leads to better confidence and performance in the long term.

Career development questions to ask in an interview

Career development questions help you understand what happens after you settle into the role. They are important if you want to make sure the position supports your longer-term goals, not just your next step.

These questions also show that you are thinking ahead and care about growth, learning and progression.

“What learning and development support is available?”

This question helps you understand how the company supports skill development and learning over time. It can include formal training, mentoring, or opportunities to learn through projects.

The answer may also reveal whether development is encouraged across the business or left to individuals to manage on their own. This can affect how confident and supported you feel as you grow in the role.

Understanding this early helps you assess whether the company invests in its people or expects them to stand still.

“How do people typically progress from this role?”

This question gives insight into realistic career paths rather than theoretical ones. You may learn where previous employees have moved within the business or whether progression tends to happen externally.

It can also highlight whether progression is structured or more dependent on timing and opportunity. Clear examples often point to stronger internal development.

This information helps you judge whether the role can grow with you or if it is likely to remain static.

“How is feedback shared and discussed?”

Feedback plays a key role in performance and confidence. Asking this helps you understand how often feedback is given and how open those conversations are.

The response can reveal whether feedback is formal through reviews or informal through regular check-ins. It can also indicate how comfortable the company is with honest conversations.

Clear feedback processes usually support better development and stronger working relationships.

“Are there opportunities to develop new skills over time?”

Roles can change as businesses evolve. This question helps you understand whether the company supports skill development beyond your initial responsibilities.

You may learn about opportunities to take on new projects, cross-team work, or additional responsibilities. It can also show whether growth is encouraged or limited.

This is especially useful if you want to stay challenged and continue building your experience.

Questions to ask at the end of an interview

The final part of an interview is your opportunity to close the conversation in a clear and professional way. These questions help you understand what happens next and give you a chance to address any remaining points.

They also show that you are organised, engaged, and respectful of the process.

“What are the next steps in the interview process?”

This question helps you understand what happens after the interview and how the decision will be made. It can include further interviews, tasks, or reference checks.

Knowing the next steps helps manage expectations and reduces uncertainty once the interview is over. It also shows that you are thinking ahead rather than leaving things open-ended.

We often recommend asking this so you leave the interview with clarity rather than guessing what comes next.

“When should I expect to hear back?”

This is a practical follow-up that helps you understand the timeline for a decision. It can also indicate how organised and communicative the process is.

The answer gives you a clear point at which it is reasonable to follow up if you have not heard back. This avoids unnecessary worry or chasing too early.

Clear timelines often reflect a well-managed hiring process.

“Is there anything about my experience you would like me to clarify?”

This question gives the interviewer space to raise any concerns or gaps while you are still present. It also gives you the chance to address them directly.

Sometimes interviewers have minor uncertainties that have not come up earlier. This question can help surface those and prevent misunderstandings.

From our experience, this can leave a strong final impression when handled calmly and openly.

“Is there anything else you need from me at this stage?”

This question keeps the conversation open and shows willingness to support the process. It can include further information, examples of work, or references.

It also signals that you are engaged and responsive, without sounding pushy or impatient.

As a closing question, it helps wrap up the interview in a professional and positive way.

Questions to avoid in an interview

Knowing which questions to avoid is just as important as knowing which ones to ask. Some topics are better raised later in the process, while others can give the wrong impression if asked too early.

Being aware of this helps you navigate the interview with confidence and professionalism.

Asking about salary or benefits too early

Pay and benefits matter, but raising them too early in the interview can feel premature. At this stage, the focus is usually on fit, expectations and interest on both sides.

These conversations are often more productive once there is clear mutual interest or when an offer is being discussed. Recruiters are also well placed to handle these discussions at the right time.

Waiting does not weaken your position. In many cases, it helps protect it.

Asking questions you could answer through basic research

Questions that are easily answered on the company website or job description can suggest a lack of preparation. This includes basic facts about what the company does or who they work with.

Interviewers generally expect you to have done some research beforehand. Repeating information that is publicly available can waste time and reduce the impact of the questions you do ask.

It is better to focus on insights you can only gain through conversation.

Asking overly personal or informal questions

Interviews are professional conversations, even when the tone is relaxed. Questions that are too personal or casual can feel out of place, especially early on.

This includes questions that shift focus away from the role, team or company. While culture matters, it is important to explore it in a respectful and relevant way.

Keeping your questions professional helps maintain a strong impression.

Whether you are actively applying or preparing for future interviews, knowing which questions to ask can help you feel more confident and in control of the process.

You do not need to ask everything. A small number of well-chosen questions can help you understand the role, the company and whether the opportunity feels right for you.

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