The search term "what is a good question to ask at the end of an interview" has seen a staggering 5000% increase in Google searches over the past three months.

Now, just as a quick heads up, this article isn't one of those that offer a list of 30 clever questions to ask interviewers or 10 killer questions to impress them. If that's what you're after, feel free to search Google or simply ask ChatGPT. :) 

Over the past few weeks, I've received some inquiries about this topic, with people wondering which questions are the best to ask at the end of an interview. To be honest, you don't NEED to ask questions if you genuinely don't have any. As someone who has interviewed many candidates, I can tell you that it's perfectly fine if you don't have questions at the end of the interview. However, if you're looking to make a lasting impression, this article should offer some helpful insights.

A typical interview tends to last around 45 minutes (give or take 15 minutes): 

• ~10 minutes: Small talk and introductions from both parties 

• ~30 minutes: Evaluation of your competencies, including hard and soft skills 

• ~5 minutes: Time for candidates to ask questions

Your suitability for the role is largely determined by your relevant competencies, which you showcase during the central 30-minute segment. That's why most people understandably spend the most time preparing for that part. 

Remember, job seeking is a two-way street, so don't miss the chance to ask questions that will genuinely help you make an informed decision. Sometimes, those final 5 minutes can be the key factor that sets you apart from hundreds of other candidates. Think of it as an interview performance lever - if you don't have any questions, it probably won't hurt your overall performance (I've only seen one instance where an interviewer expressed concern about a candidate not having questions); however, if you ask thoughtful questions, it can sometimes give your interview a little boost. 

I'm not an advocate of asking questions just to impress interviewers. When it comes to "good questions," I believe there are three main criteria to consider.

Ask What You're Genuinely Curious About 

Seems like a no-brainer, right? When thinking about questions to ask during an interview, determine whether you're focusing on what you genuinely want to know or what you think will impress the interviewer. 

A quick Google search will reveal countless results based on the latter. While those questions aren't necessarily bad, I'd recommend considering your personal circumstances and priorities first. Focus on what matters most to you, whether it's the scope of the role, management style, or cross-functional collaboration. If you need additional inspiration, you can always refer to those online resources. 

Keep in mind that if you ask a question you're not truly interested in, the interviewer might be able to tell. You may not actively listen or engage, which could backfire. 

Some people have expressed concern that their genuine questions might leave a negative impression on the interviewer. For instance, a candidate might want to know about travel frequency because they've just had a baby and want to spend more time with their family, or they live far from the office and want to know if remote work is an option. However, asking about travel requirements or remote work might give the impression that they're unwilling to travel or come into the office, potentially costing them the job opportunity. 

My advice is still to ask, but provide context for your question. Often, interviewers will understand your concerns. As mentioned earlier, job seeking is a two-way process, and it's important to ensure your expectations align with the position. By asking these questions, you might open up the possibility of negotiating or making alternative arrangements, such as reducing travel in the first few months or seeking assistance with relocation. If these options don't pan out and your primary considerations aren't met, it may be better not to proceed. The worst-case scenario for both candidates and employers is when a new hire leaves shortly after starting due to unmet expectations. 

You might also be curious about aspects like paid leave, insurance coverage, or miscellaneous allowances. It's fine to ask about these topics, but timing is crucial. Generally, it's best to seek clarification on these matters during the later stages of the hiring process, such as when an offer is being discussed. 

Do Your Homework 

I came across a search result that claimed to list "smart questions" to ask, but the first three questions could easily be answered with a quick LinkedIn search. 

While it's true that some people may not have a LinkedIn profile or may not keep it up to date, the key takeaway is to do your research before asking questions. Similar questions like: 

• What are the company's core values? 

• What is the company's culture? 

In most cases, companies share their culture, values, mission, and more on their career websites, often accompanied by employee stories. It's best to explore these resources first and then ask more specific questions if you want further information on particular aspects. 

Here are some potential research channels to get you started:

• Company's main website, career page: Learn about their products, services, culture, values, mission, job openings, benefits, salary ranges (when required to disclose), and more. 

• Company's earnings report: Gain insights into their financial performance, business segments, and future projections. 

• Websites like Glassdoor, levels.fyi, and Indeed: Check employee reviews, salary guidance, and level comparisons (but exercise good judgment, as some data might not be representative). 

• LinkedIn: Research the hiring manager and interviewers' past experiences, as well as potential peers, job titles, and scope. 

• Search engines like Google: Discover additional information about hiring managers, interviewers, recent company news, industry trends, and competitor insights. 

• Your network: Reach out to connections who work or have worked at the company for invaluable insights. 

• AI tools like ChatGPT: These can be powerful resources when used with the right prompts. However, it's important to cross-check the information for accuracy and recency. For example, I once asked ChatGPT to list and compare the company culture, values, and mission of Meta, Apple, Google, Amazon, and Microsoft. It provided an easy comparison of similarities and differences, but some information was outdated. 

By conducting thorough research before an interview, you'll be better prepared to ask informed, meaningful questions that demonstrate your genuine interest in the company and the role.

Understand Your Audience

I cannot stress enough how crucial it is to "know your audience," not just in the context of interviews, but also in our everyday interactions with others. However, this aspect is rarely mentioned when discussing questions to ask interviewers. 

During a typical interview process, you'll meet different individuals - recruiter/HR, hiring manager, skip manager/department head, peer, cross-functional partner, and specialized interviewer/bar raiser. (For example, all the parties highlighted in blue below could be potential interviewers)

Being aware of who your interviewer is and their relationship to the open position will help you determine which questions are most suitable for each person. Usually, recruiters will inform you of the interviewer's job title, and you can ask directly about the relationship between the interviewer and the open position if it's not clear. 

For instance, it might be more appropriate to ask the hiring manager, "What are the most immediate projects that I would take on?" rather than asking cross-functional partners. It might be better to ask the skip manager/department head, "What are the top priorities the whole team is focusing on at this stage?" rather than asking peers. Compensation, benefits, and allowance-related questions may be better directed to recruiters than other interviewers. (Note that in many companies, the business team is not involved in the compensation negotiation process to maintain internal fairness.) 

Some questions can be asked of everyone, such as, "What do you enjoy the most working here?" However, even for this type of question, I'd recommend personalizing it based on your audience. For example, I was impressed when a candidate asked me, "I noticed you've worked at Uber before; what's the difference between working at Uber and Meta, and what do you like most about Meta?" This demonstrated that the candidate had done their research, and it felt personal, as I knew the question was tailored specifically for me rather than being a generic inquiry found online.

In summary, as you prepare for the last 5 minutes of the interview, ask yourself: 

• Do I genuinely want to know this? 

• Have I done my research and still can't find the answer? 

• Is this question suitable for this particular interviewer to answer? 

Additionally, here are some other considerations to keep in mind: 

• Listen attentively. The questions you've prepared may have already been answered during the interview. Be flexible and adjust your questions accordingly, either by asking follow-up questions or moving on to other inquiries. (Pro-tip: let the interviewers know that they've already addressed some of your questions) 

• Prepare 3-5 questions. Typically, you'll only have time to ask 2-3 questions, so prioritize them based on importance. If there's extra time, you'll have the opportunity to gather more information to make an informed decision. 

• Ask open-ended questions instead of closed questions. For example, pose the open-ended question, "What do you enjoy the most working here?" rather than the closed question, "Do you enjoy working here?" 

• Put yourself in the other person's shoes and think twice before asking difficult questions. For instance, avoid asking for immediate interview feedback, as interviewers often need time to review all the information before providing feedback. Similarly, steer clear of asking overly broad questions, such as "How will this company evolve over the next ten years?" as these might be difficult for interviewers to answer, especially in complex organizations or early-stage startups.

I hope this article offers new insights on preparing questions for interviewers. Don't take the last 5 minutes for granted; use this time to learn more about the company, team, and role to make informed decisions later. This will also naturally showcase your motivation, critical thinking, research skills, and curiosity to the interviewer. That extra 1% effort could be the differentiator between a good candidate and an excellent one.

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