40 Questions to Ask at the End of an Interview

Introduction

Interviews can definitely be both exciting and nerve wracking for many of us and finding the right questions to ask can sometimes be challenging. Whether you are the interviewer or the interviewee, your goal is often to get to know the other person as much as possible to determine whether or not the position is suitable. 

As we see with many interviews these days, though a big chunk of the interview includes more structured conversations, the end is usually open for questions and comments with a more relaxed environment. However, sometimes when we are just thinking off the top of our heads, we may not be asking the best questions and we may lose out on establishing a better understanding between the interviewer and interviewee. Relevant, unanswered questions can help clarify details about the role, corporate culture and the interviewee’s goals. 

Here are several questions to ask at the end of an interview for both the interviewee and the interviewer across a variety of topics. Let’s get right into it!

Jump to: Candidate questions | Employer questions | Question cautions.

Questions to Ask the Interviewer

When applying and interviewing for a job, it helps to learn about the organization and employees you may be working with. Ask the interviewer about details that matter to your decision. Let’s take a look at questions across various topics that you can use in your next interview. 

England’s National Careers Service recommends reading the job description, researching the company and writing down questions before the interview. Prepare a few options; prioritize unanswered questions that could affect your job decision, and skip those already covered. Ask a recruiter about the process and a team member about day-to-day work, where possible.

Hypothetical follow-up: You ask, “How do you measure success for this role?” If the reply is “By meeting expectations,” you could ask, “What would meeting expectations look like in the first three months?”

Questions About Roles and Responsibilities

Understanding the specifics of the role and daily tasks can help the interviewee decide whether they are a good fit for the job. 

1. Can you describe a typical day for someone in this role?
2. What are the immediate projects or tasks that need attention in this position?
3. How do you measure success for this role?
4. What challenges might I face in this position?
5. What opportunities for professional development are available in this role?

Questions About Corporate Culture 

Getting to know the corporate culture helps the interviewee decide if their values align with those of the company. 

1. How would you describe the company culture here?
2. What values are most important to the company?
3. How does the company support work-life balance for its employees?
4. Can you provide examples of how the company has supported diversity and inclusion?
5. What kind of social or team-building activities does the company offer?

Questions About the Hiring Process

Determining the next steps of the hiring process will help the interviewee prepare and manage their expectations. 

1. What are the next steps in the hiring process?
2. When can I expect to hear back from you?
3. How many interview rounds are there, and what do they involve?
4. Will there be any assessments or tests during the interview process?
5. Who will be my point of contact throughout the hiring process?

Questions About the Interviewer’s Experience

Learning about current employees’ experiences at the organization can give insight into what it might be like to actually work at the organization. 

1. What do you enjoy most about working here?
2. What have been some of the highlights during your time with the company?
3. Can you describe a significant challenge you’ve faced here and how you overcame it?
4. How has your role evolved since you started?
5. What opportunities for growth have you experienced within the company?

Questions About the Team

Understanding the team dynamics helps the interviewee see how they might fit within the group. 

1. Can you tell me about the team I’ll be working with?
2. How does the team typically collaborate on projects?
3. What are the strengths and weaknesses of the current team?
4. How does the team handle conflicts or disagreements?
5. How often does the team meet, and what are those meetings like?

Questions to Ask the Interviewee

As the interviewer, choose relevant prompts below to clarify role-related goals, practical requirements and candidate concerns. Use them for closing clarification, not as a standalone assessment.

For assessed responses, use a structured approach: the US Office of Personnel Management (OPM) describes asking all candidates the same predetermined job-related questions in the same order and using the same rating scale and standards for acceptable answers.

To close, invite the candidate’s questions. Acas guidance for Great Britain recommends explaining when and how you’ll communicate the decision, how to ask follow-up questions and what feedback to expect.

Questions About Future Goals and Aspirations 

Determining the interviewee’s long term career objectives will help to determine whether they align with those of the role and the company. 

1. What are your long-term career goals, and how does this role fit into them?
2. Where do you see yourself in the next 3-5 years?
3. How do you plan to grow professionally in this industry?
4. What skills or experiences are you hoping to gain from this position?
5. What support would help you progress toward the career goals we’ve discussed?

Questions About Availability and Logistics 

These questions are great for determining if the interviewee is practically a good fit for the role. 

1. When are you available to start if offered the position?
2. Are you able to work the hours required for this role?
3. Are you available for the work schedule and dates we’ve outlined? - No family or health explanations are needed.
4. Are you willing to relocate if necessary?
5. Do you foresee any challenges in meeting the travel requirements of this role?

Questions for Feedback and Concerns

These questions will encourage the interviewee to share any feedback on the hiring process or any concerns they may have, ultimately providing greater clarity. 

1. Do you have any concerns about the role or the company that we haven't addressed?
2. Is there anything in the job description that you'd like more information about?
3. Do you need any further clarification on any topics we've discussed today?
4. How do you feel about the company's goals and how they align with your personal values?
5. Is there any relevant experience or interest you’d like to discuss that we haven’t covered?

Questions to Avoid

Some questions need neutral phrasing; others are too personal for an interview. Pay and leave are legitimate details to clarify, not topics to avoid altogether.

Questions to Reframe or Avoid Asking the Interviewer

1. “What is the salary range for this role?” - A neutral way to clarify pay. If it has not been covered, ask when you can discuss it. England’s National Careers Service suggests sharing salary expectations before accepting if not already discussed.
2. “What are the leave arrangements, and how should I raise pre-booked time off?” - A neutral way to clarify practical needs. If this has not come up, ask when to discuss it.
3. Why is your company better than my previous employer who was terrible? - Speaking ill about your previous employer creates a tone of disrespect and negativity. 

Questions to Avoid Asking the Interviewee

1. What is your religious affiliation? - Generally avoid personal inquiries about religion, race, gender identity, marital status or age. US EEOC guidance distinguishes these from prohibited pre-offer disability inquiries: other sensitive inquiries may be evidence of discriminatory intent unless justified by a business purpose.
2. Do you have any health issues or disabilities? - US EEOC guidance prohibits pre-offer disability inquiries. It is important to focus only on whether the candidate can perform the essential functions with or without reasonable accommodation. Its ADA guidance identifies Title I coverage: private employers with 15 or more employees and state and local government employers. Do not refuse consideration because reasonable accommodation is needed to compete for or perform a job.
3.  Do you have any debt or financial problems? - Avoid seeking private debt details in an ordinary interview; focus on job qualifications, not personal finances. 

Conclusion

In both asking and answering interview questions, maintaining professionalism and relevance is always crucial. As an interviewer you must focus on understanding the candidate's qualifications, experience, and fit for the role while avoiding questions that can be seen as discriminatory or invasive. As an interviewee, your aim should be to gather information about the role and company, including difficult but relevant details, using respectful phrasing. 

By using these end-of-interview questions, you can further your understanding of the role and corporate environment as the interviewee or you can better understand the candidate’s role-related experience and goals as the interviewer. In both cases, relevant questions can help clarify mutual expectations and support a respectful interview conversation.