9 thoughtful questions for your next job interview

It's a relatively simple question that can catch you off guard during a job interview: "Do you have any questions?" In most situations, you should.  

Asking a recruiter questions in an interview will make you look prepared and excited about the job. It's also a great way to gather useful information that will allow you to make an informed decision about a position.

Interviews are a two-way street, meaning you're also interviewing the company to make sure they're a good fit for you, explains Danny Roberts, Senior Technical Recruiter at Codecademy. "A lot of people go into interviews so eager and solely focused on proving themselves that they forget to do their homework to find out if it's really a place they want to be," he says.

Asking the right questions - and not just throwaway ones - will give you insights into the company that you might not get from a recruiter alone. (After all, it's a recruiter's job to paint a positive picture of the company so you'll want to work there.)

Here are some sample questions you can ask at your next interview.

What are your company's values? Can you give me a few examples of how these are implemented in your company?

If you ask a vague question about the "company culture," there's a good chance a recruiter will tell you about the perks or popular Slack channels. By framing your question around the company's "values" and asking for specific examples, you can get an idea of whether a company practices what it preaches.  

How does your company handle remote work?

If you are applying for a job where you will be working completely remotely, it is important that you know what the employer's policies and expectations are for your virtual workplace. A company that manages remote working well will set boundaries and be very clear about induction. For example, are there days when you are not allowed to meet? Do you have fixed working hours? Do you get an allowance to equip your home office?

Many people get burnt out because they work in companies where the boundaries of remote working are inadequate, and this leads to them constantly being on the hamster wheel.

What is the average length of service of the employees in this company?

This question can potentially shed light on turnover, i.e. the frequency with which employees enter and leave the company. If turnover is high (meaning that employees don't tend to stay long), this could be an indication of company instability, problems with management or a lack of work-life balance. If the answer puzzles you, don't be afraid to ask a follow-up question as to why this is the case.

Are internal promotions frequent in your company and is there a defined career ladder?

A career ladder is a formal process in a company that allows employees to move up and progress in their position. Ideally, a hiring manager should be able to cite recent examples of successful internal promotions. The answer to this question will tell you how serious a company is about promoting its talent.

If you could wave a magic wand and significantly improve a process, strategy or execution, what would it be and why?

Although a recruiter is unlikely to reveal everything about the company's problems, this question can highlight areas where the company needs to grow. The question is a filter of sorts that can help you determine if the company is a good fit for you in terms of values, leadership, lifestyle and work-life balance. It can also help applicants identify blind spots to think about during onboarding when they join.

What brought you here? Is there something you are currently working on that you are particularly enthusiastic about?

Asking about the recruiter's personal experience or path to the company may elicit a more honest response than a general question about the company. You can get personal with a recruiter and ask them what excites them. This will give you an insight into their work ethic or how they feel about the work they do.

What are the most important qualities that your company looks for when hiring managers?

Regardless of the level at which you work, you should get a general sense of the leadership style in a company, including its potential strengths, weaknesses and pitfalls at the organizational level.

Can you say something about the company's financial situation?

With any start-up, there's a certain amount of challenge and chaos - that's to be expected. But in some cases, you may be forced to ask about the financial health of the company, for example if you're applying for a high-level job or the company has recently been in the news.

Someone should be able to communicate a clearly developed strategy and roadmap for the company. If you hear mixed messages or changing narratives, it could be a sign that there is a lot of whitewashing involved. This makes it all the more important to find out about the company in advance.

Do you have a timetable for the next steps?

Avoid being put off by a recruiter and ask for details about the timeline and next steps at the end of the interview. For example, will there be a technical interview? At what stage will they want to see your portfolio? The more transparent the recruiter is about the next steps, the more relaxed you can be about your status.