Questions to Ask and Not Ask During a Job Interview

This happens all the time during job interviews. So far, the candidate has done quite well, provided good responses, and seems like a bright individual. Then, near the end of the interview, we reach the point where we ask, “Do you have any questions for us?”

Wait for it…

“No; no questions,” the candidate replies.

Really? There is nothing the candidate wants to know? This person is ready to quit their current job and come work here, and yet doesn’t have a single question about the position, the company, or anything else?

When this happens, the interviewers may be thinking that the candidate:

• Lacks enough knowledge about this line of work to have any questions.
• Already decided this job is no longer of interest and just wants to get the heck out of here.
• Thinks they already know everything there is to know about this job and the organization, which, of course, they don’t.
• Doesn’t really care about this specific job and only wants a job—any job—or is desperate to escape their current one.
• Is overly shy and maybe lacks social skills.

Ouch! Do you really want to leave the interviewers with any of those impressions?

I have seen this situation play out time and time again during interviews. Still, each time it happens, I feel bad for the candidate, and there’s that usual look of disappointment on the other interviewers’ faces. Asking no questions—or asking the wrong questions—is a really bad way to wrap up an otherwise great interview. So, what should you do?

What NOT to Ask

I remember interviewing someone who had only one question. They asked, “I really like my vacation time. What is the absolute soonest I could take a two-week, paid vacation?” No kidding. That was their only question. Now, I don’t know whether or not that person ever got their beloved vacation, but if they did, it was while working somewhere else.

Since you’re smart enough to be reading Career Lantern, I’ll assume you would never ask anything so ridiculous. Still, applicants do seem to ask some pretty goofy questions at times, maybe without even realizing it. Think about the questions you plan to ask. How do they sound to the person on the other side of the table? What do they say about your knowledge and interest in the job?

While you want to learn about the job to see if it is right for you, avoid having all the questions one-sided and focused only on what you will get out of it.

Avoid questions that might imply your only real interest is salary or some other perk of the job, such as travel, an employee discount, company car, etc.

Be careful not to ask a question that is too basic, one for which you should already know the answer. You certainly don’t want them thinking, “Wow. This applicant doesn’t even know that?”

Contrary to what some interview advisors suggest, I do NOT recommend asking something such as, “Is there anything about me for which you have any concerns?” Your intent may sincerely be to address any concerns the interviewers may have. However, that question can make you sound brash and pushy, and it essentially asks them to reveal right then whether you have the job or are at least a finalist. Interviewers usually like to discuss their impressions of a candidate among themselves after an interview, and answering your question would interrupt that process.

Should I Ask About Salary and Benefits?

No, especially if this is the first interview. Unless the interviewers start a conversation about pay and want to discuss it right then and there, don’t bring it up. Typically, unless they are going to hire you on the spot, this is not the time to negotiate salary. Wait until you are offered a position to discuss dollars. Strategically, you will be in a much better position to negotiate after they have decided they want you for the job.

What should you do if the interviewer does start asking you about pay? Check out the suggested responses at the Interview Coach by Carole Martin. Although this is an older article, her responses to pay-related questions in case the interviewer begins discussing the matter are still very relevant and helpful. Although it may not come up, you should be prepared anyway.

Sometimes, the interviewer may state the entry-level pay rate for the position, and this might simply be a requirement they must follow. It is not necessarily an invitation to start wage negotiations. Suppose you are already making more than that amount. Do you have education, credentials, and experience beyond the bare minimum required? If so, the starting wage you were just quoted probably sounds low, maybe way too low! Don’t worry about it right now. The interviewer likely knows that you will expect—and deserve—more than the minimum entry-level wage package. Again, telling you the “usual” starting pay rate may only be a formality. It may also be a tactic intended to lower your wage expectation during future negotiations.

Will They Steer You to HR?

Not every interviewer has the authority to negotiate the actual pay you will be offered. The hiring manager may need to justify to human resources (HR) any proposed starting pay above the minimum level. Often, the manager may even need to do this in writing and send it to HR and/or higher management. HR will require the manager to justify why you should be paid more than the minimum base rate for the position. HR’s goal is to get the best people at the lowest, yet reasonable rate.

Interviewers often defer questions about benefits to HR staff, as these may be very complex. Benefit packages can and do vary based on the position, level, union, or any number of other factors. The interviewer may not even know all the details and certainly doesn’t want to make a mistake.

The company HR person will likely be happy to discuss the benefits available, sometimes even before a position is offered. They see this as an opportunity to sell you on how great it would be to work here!

What About Those Canned Questions?

Be careful about asking those “canned” questions found all over the internet. If you screen through a few dozen of these questions, there might be a few keepers, but use common sense. Although others may disagree, you should avoid questions such as “Could you describe the culture here?” Get real. The interviewer is not going to tell you, “It’s really bad here,” or, “You must backstab to get promoted at our company.” Most likely, they’ll just tell you it’s great. Besides, how would you know if they are telling the truth? Also, the interviewers have probably heard the same old, tired, generic questions from the last three candidates, so don’t you ask them, too!

What Should I Ask?           

Ask questions that show your deep interest and knowledge of the work, and that you are up to date in the field. Show your passion for good customer service and concern for meeting the organization’s needs. This will do more for you than asking boring, generic questions. In her article Best Questions to Ask in a Job Interview, Alison Doyle offers many suggested questions.

To help ensure you do not forget any, make and take a list of questions to ask at the interview. Also, limit the number of questions you ask to just a few, perhaps three or so. Ask questions that the interviewer can answer briefly, but with more than just a yes or no. Don’t get into long, in-depth discussions unless the interviewer clearly wants to do so.

A Few Examples

The questions you ask will depend on your career field, position, and level. Here are a few examples that may help you think of your own questions:

• Process Related: “How are work requests handled? Do clients submit requests by telephone, email, or through an online system?”
• Process Related: “Are the materials warehoused here or ordered from suppliers and drop shipped as needed?”
• Regulations Related: “I know that the new federal law #1234 dramatically impacts our industry. How is your company implementing the requirements of this regulation?” (When applicable, it shows you are aware of current regulations and challenges in the industry.)

• IT Systems Related: “What bedside clinical charting software do you use at this hospital to enter orders, track patient data, and obtain test results?”
• IT Systems Related: “What office software do you use for email, word processing, and spreadsheets?”

• Customer Service Related: “What turnaround time do you typically provide to customers?”
• Customer Service Related: “Do you conduct customer satisfaction surveys, and if so, how are the findings used?”
• Equipment/Tools/Machinery Related: “Regarding the equipment used in this position, do you have an ACME 2000, GX-4000, or another device?” (Naming specific brands or models reinforces that you are knowledgeable. However, make sure you actually know the equipment, as they may then ask you about your experience with it!)
• Training Related: “Could you describe the training process here for new employees?”
• For a Management Position: “If I am hired as the manager, what do you see as the top three priorities you would like addressed first?”
• “Is this a new position? May I ask how this vacancy came about?”
• “Does this position require travel? If so, how much?”
• “To whom will I be reporting?”
• “How many other people in this work area have this same position?”
• “How soon do you expect to make a hiring decision?”

The Interview Goes Both Ways

There is another benefit to asking solid, position-related questions. The answers you hear will help you decide if this organization is a good fit for you. Based on what you hear, you may even decide you do not want the job or to work for this firm. Interviewing is, after all, a two-way street!

Ok. Let’s try it again… “Do you have any questions for us?

What will you ask?

Agree? Disagree? Feel free to leave a comment and share your experience or thoughts!

Featured image courtesy of Tima Miroshnichenko/PEXELS.

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