What are the 10 Best Questions to Ask in an Interview?

Want to stand out in your following job interview? Most candidates focus entirely on answering questions, completely forgetting that interviews are a two-way street. I’ve been on both sides of the hiring table countless times, and I can tell you firsthand that asking thoughtful, strategic questions can be the difference between getting passed over and getting the offer.

I’ve helped thousands of professionals fine-tune their interview strategies, and the questions you ask can sometimes leave an even stronger impression than your answers. Ready to transform the final minutes of your interview from an awkward formality into your secret weapon? Let’s break down the 10 best questions that will make hiring managers think, “We need this person on our team.”

What Does a Typical Day Look Like?

This question might seem simple, but it’s surprisingly powerful. When you ask about a typical day, you’re cutting through the polished job description to understand what you’ll be doing hour by hour. Job listings often highlight the exciting parts while glossing over routine responsibilities—this question brings reality into focus.

Pay close attention to how specific or vague the interviewer’s response is. A clear, detailed answer usually indicates well-defined expectations and organized leadership. Hesitation or extremely generalized responses could signal disorganization or that the role hasn’t been clearly defined. Either way, you’re gathering valuable intelligence that will help you decide if this is a day-to-day experience you’d enjoy.

What are Some Challenges You Expect the Person in this Position to Face?

Competent candidates don’t just want to know about the upsides—they want the whole picture, challenges included. This question signals maturity and preparation. It shows you’re not afraid of difficulties and already thinking about how to overcome them.

Companies with healthy cultures tend to be upfront about challenges. They know every job has difficulties and aren’t afraid to discuss them. When I asked about this during my last job interview, the hiring manager mentioned struggles with cross-team communication. That honesty impressed me, and addressing that exact challenge eventually became one of my biggest contributions to the team. Consider how their answer aligns with your strengths—the best roles often involve challenges that match your problem-solving abilities.

Can You Describe the Working Culture of the Organisation?

Culture might seem like a buzzword, but it will significantly impact your daily happiness. This question helps you determine whether you’ll thrive in their environment or struggle to fit in. Are they formal or casual? Collaborative or independent? Structured or flexible?

The answer goes beyond whether they have free snacks or casual Fridays. You’re trying to understand communication styles, work-life balance expectations, and unwritten rules. One client of mine asked this question and learned the company expected employees to respond to messages within an hour, even on weekends. That critical insight helped her decline an offer that would have created constant anxiety.

Listen for specifics rather than generic platitudes. If they only offer clichés like “We work hard and play hard,” follow up with something like, “Could you share an example of how that plays out in a typical week?” Their ability to provide concrete examples speaks volumes about whether the culture is deliberately cultivated or just marketing speak. Remember, you’re not just evaluating whether they want you—you’re deciding whether you want them.

What Have Past Employees Done to Succeed in This Position?

This question is pure gold because it reveals the unwritten expectations for excellence. The job description lists the requirements, but this question uncovers what distinguishes the stars from the adequate performers. You’ll learn the behaviors, approaches, and results that get noticed and rewarded.

I remember coaching a sales professional who asked this question and discovered that the previous top performer had created a unique follow-up system that dramatically improved conversion rates. That insight helped my client hit the ground running with a similar approach, earning recognition within his first month. Pay attention to whether the interviewer can easily identify success patterns—if they struggle to articulate what makes someone successful, that might indicate unclear expectations or inconsistent management.

How Do You Help Your Staff Grow Professionally?

Career development matters tremendously for job satisfaction and long-term success. This question demonstrates that you’re thinking beyond just getting the job—you’re interested in growing within the organization. It also reveals how much the company invests in its people.

The response should give you insight into mentoring programs, training opportunities, feedback systems, and promotion paths. Companies with strong development cultures usually have ready answers filled with specific examples. Those that don’t offer vague assurances without substance.

A client in the tech industry asked this question and learned that her potential employer had a professional development budget of $5,000 annually per employee—a benefit not mentioned anywhere in their materials. Another discovered that despite flashy recruitment promises, the company had no formal development programs. Your growth shouldn’t be an afterthought. The best employers have systematic approaches to developing talent, and this question helps you identify them.

How Do You Evaluate Success in This Role?

Every job has metrics and expectations, but they’re not always clearly communicated upfront. This question cuts to the chase about how your performance will be measured. It shows that you’re results-oriented and want to deliver what matters most to the organization.

The answer should reveal the key performance indicators (KPIs), review processes, and timelines for evaluation. Some roles have clear numeric targets, while others involve more subjective assessments. Either way, you deserve to know how your work will be judged.

I’ve seen many professionals struggle because their definition of success didn’t match their manager’s. One marketing director I worked with thought creative campaign designs were her priority, but her boss was primarily focused on lead generation numbers. This disconnect created months of frustration that could have been avoided by asking this simple question. Listen carefully to whether success metrics seem realistic and aligned with your strengths. If expectations seem unclear or unreasonable, consider it a potential red flag.

What Would You Expect Me to Have Achieved After 6 or 12 Months in This Role?

This question demonstrates that you’re already visualizing yourself in the role and thinking about making an impact. It shows forward-thinking and commitment to delivering results that matter. The timeline focus helps you understand both immediate priorities and longer-term goals.

The answer provides a roadmap for your early tenure with the company. It clarifies whether they expect quick wins or gradual mastery, significant changes, or careful maintenance of existing systems. You’ll get insight into training periods, probationary expectations, and how quickly you need to get up to speed.

One finance professional I advised discovered through this question that her potential employer expected her to completely revamp their reporting system within six months—a massive undertaking they hadn’t mentioned earlier. This information helped her negotiate a more realistic timeline before accepting the role. Pay attention to whether expectations seem achievable and whether the interviewer has considered onboarding and integration. Vague or unrealistic expectations might indicate poor planning or management challenges.

What are the Next Steps in your Recruitment Process Before Making an Offer?

This practical question serves multiple purposes. First, it shows your continued interest in moving forward. Second, it helps you understand the timeline and what to expect next. Third, it gives you insight into how organized and efficient their hiring process is.

I always advise asking this question because it prevents the anxiety of wondering what’s happening next. One client was relieved that what seemed like a delay was just the company’s standard three-week decision process. Another used this information to follow up when a promised timeline wasn’t met respectfully. The specificity of their answer often reflects the organization’s overall efficiency and communication style.

Is this a New Position? If not, Why Did the Previous Person Leave?

This question requires some tact, but the insights are invaluable. The answer tells you whether you’re filling a newly created role (which might come with growing pains and evolving expectations) or replacing someone (which comes with its considerations).

If you’re replacing someone, understanding why they left provides crucial context. Did they get promoted internally (a good sign for career advancement)? Did they go for another company (potentially concerning if part of a pattern)? Was the role restructured due to performance issues (which might indicate unrealistic expectations)?

One IT project manager I coached asked this question and discovered the previous three people in the role had all left within a year—a major red flag that saved him from a toxic situation. Another found out her predecessor had been promoted twice in three years, suggesting excellent upward mobility. Listen not just to what they say but how they say it. Discomfort, vagueness, or an unwillingness to discuss the previous employee might signal underlying issues worth investigating.

What Opportunities Are There for Training and Progression?

Your career shouldn’t stagnate in any role. This question demonstrates ambition and a desire for long-term commitment to the company. It shows you’re thinking beyond the immediate position to your future with the organization.

The response should outline formal training programs, skill development opportunities, and typical career paths from this position. Companies with strong retention usually have clear advancement tracks and examples of internal promotion they’re proud to share.

I worked with an accounting professional who discovered through this question that her potential employer offered certification reimbursement and dedicated study time—benefits worth thousands of dollars that weren’t mentioned in the compensation package. Another learned that internal mobility was rare despite being a large company because managers tended to “hoard” good employees. This information can significantly impact your decision, especially if growth opportunities are important to you.

Conclusion

The questions you ask in an interview aren’t just about gathering information—they’re about making a statement. They tell the interviewer you’re thorough, strategic, and genuinely interested in finding the right fit. More importantly, they help you uncover crucial information that job descriptions and standard interview conversations often miss.

Remember, the best job is not just one you can get—it’s one where you’ll thrive. These ten questions help ensure you’re not just selected for a role but that you choose the proper role for yourself. The interview is your opportunity to evaluate the company just as much as they assess you. Please make the most of it by asking questions revealing what you need to know.

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