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Questions you must ask in the end of your interview

WhiteCollars 18-4-2023 12 min
a candidate asking interviewer question at the End of an Interview

End of an Interview and How to Leave an Impression

At the end of your meeting in which the recruiter is the one who poses questions to the candidate(s) is always referred to as an interview.

In actuality, you must be asking the recruiter a number of questions that will help you learn more about the position you’re applying for and increase your chances of getting hired.

So let’s show you what you need to ask in order to impress your recruiter.

Questions to Ask at the End of an Interview Related to the Potential Employer

Even if you have already done your research before your interview, as a job seeker you will still be curious to learn more about your potential employer. There is always a component or corporate feature that you cannot see without entering the building. It’s concealed as long as you’re outside. It will be best if you get the information you need from an insider, such as the recruiter who conducts your interview.


Market Positioning

It’s a group of questions that are interested in the business position in the market. This position results from the efforts that all employees put into the business, including the CEO. It also comes from the values and distinctive morals that the company delivers to the market.

  • Can you tell me more about [another significant company development]? I’ve read about the company’s founding.
  • Can you elaborate on what I read about your CEO in online publications?
  • Who do you think is your biggest rival, and why?
  • What are the company’s competitive advantages?
  • What is the biggest challenge the company has faced in the past year?
  • What problems does the business currently have, and how is it resolving them?
  • Which of your past endeavours did you find to be the most interesting here?


Organizational Culture

Do you desire a welcoming organizational culture that views work as a tool rather than a goal? Or do you wish to work in an old-fashioned way that applies strict rules and excessive formality for no reason? These questions look deeply into the organisational culture and the values that the company embraces internally. This has an impact on employee retention and satisfaction, which are significant factors that worry you as a potential employee. Do you have a 1% chance of being hired and then leaving in the same month? Knowing more about the workplace environment and values will help you feel more content.


  • What best sums up corporate culture?
  • What are the core values of the company?
  • How would you rate the company’s adherence to its core principles?
  • How does the business make sure it is living up to its values?
  • What part of working for this company do you like best?
  • What is the staff turnover rate at your company, and what steps are you taking to reduce it?
  •  What keeps the other staff members at this company?
  •  What one aspect of the business are you trying as an HR specialist to improve?
  •  What is the most challenging about working for this organisation?
  •  What new initiatives or changes are on the horizon for the organisation?
  • What would you say about the work environment here? Is the work typically more independent or more collaborative?
  •  How does the team establish and uphold solid bonds?
  •  Do you remember the last time you all worked together at a company event?
  • Which office custom is your favourite?
  • Do you ever collaborate on events with other businesses or divisions?
  • What makes working here different from other places you’ve worked?
  • Do you have the tools and resources to do your job well?
  • How did you get to your role?
  • Since you joined, how has the business changed?
  • How has the company dealt with issues arising from remote work? (If work is remote)
  • How does the business ensure that hybrid and remote employees receive the same opportunities and standards as those working in an office? (In case the employer has multiple employment systems)
  • Do you feel that your opinions count?


Employee-Employer Relations

These questions are important to determine how the relationship between you and your employer is managed. Will you be micromanaged? What are the important KPIs that measure your performance? The answers to these questions can be obtained as a reflection of the information that the recruiter provides to you in the interview. When a conflict occurs between you and your peer/boss, you should know how the dispute is managed. Is there any form of bias?

  •  How do you react when a conflict among your staff members comes up?
  •  What best describes your style of leadership?
  •  What specifics about your leadership style would you like me to know?
  •  What is the typical course of action when a staff member comes to you with a problem?
  •  How do you keep track of each team member’s performance?
  • What metrics or goals will my performance be evaluated against?
  • How often would I be formally reviewed?


Career Development Opportunities

Getting hired means you’re starting a journey with the organisation, as you forecasted the future of the company, you have the right to secure your future with it. A perfect future will include career development opportunities that guarantee developed skills and advanced knowledge as time passes, this puts your experience in a dynamic state that seeks advancement.

  • Have you taken a different career path since joining this company?
  • How can you support your team’s professional development?
  • Are there opportunities for training and advancement within the position/business?
  • Will there be opportunities for stretch assignments where I can learn and use new skills?
  •  Will I be able to represent the company at industry conferences?


The Company’s Future

The vision that the company adopts and the plans its high board sets, to guide and support the communities, are crucial to forecasting the future of your potential employer. Will you feel regret if you are not one of the staff members in the next few years? Or nothing will miss you?  Also, the way that a business deals with opportunities determines how successful it should be in the market. In addition, the way that the business deals with its challenges is an effective metric for its future success and survival.

  • How do you envision this business changing over the next five years?
  • What are the biggest opportunities that business is currently being offered?
  • What direction do you see this company heading in over the next few years?
  •  What can you tell me about your new products or plans for growth?


Questions to Ask at the End of an Interview Specific to the Job Role

After gathering the information you need to know about the company you will be working for, you will require more details about the position you’re about to fill. The team and the departments you will work with directly are just as important as the tasks and job duties. The questions in this section are regarded as the second checkpoint you must pass to determine whether or not the position is appropriate.


The Job Background

It’s important to know the history of the position you’re going to fill. Was it crucial to the company from the first minute of its establishment, or did the need appear with the business growth? These questions help you understand how the founders and managers see this position and its degree of importance.

  • What is the overall purpose of the position?
  • Is this a new position?
  • How has this position developed over time?
  • Could you tell me why this position has become available?


Your Potential Boss and the Team

Like any other job, you have to deal with multiple individuals surrounding you on a daily basis. So, you need to check the validity of this circle. Both the team structure and your position within it should be appropriate for you. You should be comfortable with the reporting and task management systems you will be using. It would be beneficial if the recruiter was honest with you and let you know about the team’s weaknesses.

  • What’s the structure of the team/department?
  • To whom would I be reporting?
  • How would I collaborate with my supervisor?
  • Can you tell me more about the team I would be working with?
  • Do I have a teammate who would serve as my mentor for the initial stages of my employment, assuming I get the job?
  • Can you tell me about my direct reports?
  •  What are the team’s biggest strengths and challenges?
  •  Do you expect to hire more people in this department in the next six months?
  • Which other departments work most closely with this one and how?
  • What types of skills is the team missing that you’re looking to fill with a new hire?


Duties and Compensation Benefits

Your responsibilities should be made clear to you so that you are aware of the type of work you will be doing. Verify that their qualifications fall within your range. Benefits are dependent upon the terms of the hiring process. Are benefits and pay disclosed before admission, or will you learn about them after being shortlisted?

  •  Can you elaborate on the day-to-day responsibilities of this job?
  •  What is the typical work week?
  • What do you consider to be the most difficult part of the job?
  •  What are your expectations for this role during the first 30, 60, and 90 days?
  •  What are the performance expectations of this position over the first 12 months?
  •  Do you expect the main responsibilities for this position to change in the next six months to a year?
  • What sort of budget would I be working with?
  • Is overtime expected?
  • How much travel is expected?
  • Is relocation a possibility?


Previous Employee

If this position had a previous employee, you would have the right to know the reason for their leaving. Was it personal or directly related to the company? You should avoid being another previous employee too soon. Also, if the previous employee was successful, you should know the factors that triggered them to succeed and the metrics that made them successful from the HR Specialist’s perspective.

  •  Why did the person before me leave this role?
  • How have people in this position previously been successful?


Job Current Status

Questions about your current employment status inform you of the activities you will undertake soon after receiving a formal offer of employment. Check the onboarding procedure’s adaptability and quality. Will a mentor follow your progress during the probationary period, or will you be abruptly abandoned in the middle of the ocean? In case you are hired, find out the urgency level and priorities for the projects you are working on.

  • What does the onboarding process look like for new employees in this role?
  • Do you think I would need to start any training right away if this position were offered to me?
  • What are the most immediate projects that need to be addressed?
  •  Can you show me examples of projects I’d be working on?


The Job Future

It’s important to understand whether or not this position offers you the chance to advance or change careers. Instead of addressing any broad issues that might affect employees as a whole, this set of questions is more concerned with your future within the company.

  • How would the individual in this position advance the business’s long-term goal?
  •  Does someone in this position follow a “typical” career path?
  •  Which part of the position has the steepest learning curve? What can I do to get up to speed quickly?


Wrap-up Questions to Ask at the End of an Interview

When you leave the interviewer in two minutes, would you like to make a better impression? Or do you simply want to know what comes next? Before you leave, you can give the interviewer the wheel back to see if they have any additional questions or would like more information about a prior experience. Ask a question that gives you the chance to talk about an experience or a circumstance that you haven’t sufficiently illustrated.


Recruitment Process

If the interview went well, will you move on to the next round of screening or be given a job offer? It’s a good idea to let the recruiter in the interview know that you’re ready for the next stage regardless of what it is.

  • What is your timeline and what are the next steps?
  • Who would be the best person to fill this position from hard skills point perception?
  •  Beyond the hard skills needed for this job, what soft skills would be most beneficial to the business and position?
  • Is there anything that I should read before starting that would help me have a shared understanding with my colleagues?


Success Metrics

Knowing the success metrics that HR will use to evaluate your performance is a good idea before being hired. Are they reasonable and appropriate for you? Or are they out of your reach? Additionally, you should understand how the business determines its success rates and how you specifically contribute to that success.

  • How do you evaluate the success of the company?
  • What traits and characteristics define a successful employee in the workplace?
  •  Where have successful employees moved on to?


Last Few Inquiries and Reminders

Before you leave the interview, try to meet the people you will work with, in order to check if you feel comfortable on first contact or not. Give the recruiters in the interview the chance to check the topics that seem vague or they’re suspicious about, to be 100% of their decision based on facts and numbers.

  •  Will the interview process give me a chance to meet the person I’d be reporting to?
  •  Do you have any concerns about my credentials?
  • Have I answered all your questions?
  •  Is there anything else I can provide to help you with your decision?
  •  Do you think there are any crucial facets of the job that we missed?


Tips for Questions to Ask at the End of an Interview

After illustrating the major questions you can use at the end of a job interview, Whitecollars still has some tips that you should remember in phrasing questions to support you and make their use.


Do Not Use a Yes or No Question

Asking questions at the end of an interview has one purpose, which is to gain more information about the position and the company. You can not get the knowledge through a simple Yes or No.


3 Questions Only to Select

Whitecollars has provided 90 questions. You can choose any of them, however, you can actually select the 3 most appropriate questions for you to avoid the interviewer getting bored, exhausted, or angry.


Do Not Focus on Benefits, It’s a Negative Sign

Looking for personal benefits might be a natural need that every human devotes. But, when you’re in a job interview, the recruiter expects to listen more than talk, you are the one who should sell your skills in an attractive way that makes the recruiter accept you.


Whitecollars is a consultancy and recruitment firm that offers all of the HR services that a business could require. Additionally, we help job seekers and individuals to achieve their career objectives and land their dream jobs. Check out our career counselling services and request your special quote.

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Whitecollars career counselling and support services boost your job search with personalised support based on your needs, skills, and goals. A career consultant will work with you in various ways to help you establish a job seeking strategy, optimize your online profile, create a professional resume, and find the right job opportunities.

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