Getting the job – what question should you be asking at the end of a job interview?

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This question generally signals the end of a job interview, and answering it in the right manner is key to leaving a good lasting impression. However, many dread this question simply because it is so broad and they don’t prepare a good enough answer beforehand.

This question is intended to learn more about how a candidate will approach tasks and colleagues in the role they are being interviewed for.

An insightful answer that shows an interest in learning more about the role, the company and the people is ideal, but the interviewer can also see how engaged a candidate was during the interview with this question.

Repeating something that has already been mentioned in the interview can be detrimental, and providing a generic question that can be applied to any job interview will look like no effort has been put in.

Along this line, here are some questions to avoid asking:

‘What is it that the company does?’

‘Is overtime work required and will I be paid for this?’

‘How much will my salary be?’

‘What tasks will I be doing?’

These are general things a candidate would know if they took the time to properly read the job description.

Good questions should show some in-depth research into the company’s values or at the very least a brief overview of what will be expected from an employee.

Training questions

These show a candidates interest in bettering themselves in order to perform well and help develop the company.

‘What happens during a training scheme?’

‘Are there external training opportunities?’

‘Are mentors provided?’

Culture questions

These questions require a good insight on how the company’s employees interact with the company itself and will display whether this job is actually a good culture fit for the candidate or not.

‘How would you describe the working culture?’

‘What is your personal experience with working for this company?’

Performance questions

It can be hard to gauge as a candidate whether a job interview truly went well, by asking performance questions one can get a better idea of the expected outcome.

‘Do you believe I would be a good fit for this company?’

‘Do you have any concerns about my application, background, education or experience?’

‘Do you need clarification on anything with regards to my application?’

A clarification question is especially useful to help clear up anything that may have come across in the wrong way or was understood incorrectly.

Expectation questions

These questions will showcase whether a certain role or company will be expecting more than the candidate can provide.

‘What expectations do you have from someone in this role for the first three months?’

‘What specific challenges should I be expecting in this role?’

‘What advice would you give to someone about to start this role?’

‘What metrics are used to measure productivity and success in this role?’
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