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| Rachelle is a job search expert, career coach, and headhunter
who helps everyone from students to fortune executives find success in their career.

Question 1 of 35

Which tools and resources would be provided to me, to ensure my success?

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  1. 1.

    Which tools and resources would be provided to me, to ensure my success?

      Tools and resources to ensure your success can range from technical provisions to events and education-based experiences. Look for evidence that the company will invest in you by providing positive growth and learning opportunities. An interviewer should give you at least one to two examples of ways they invest in their employees' success.

      Some tools available to employers include:

      - Personality Assessments. These comprehensive assessments, such as Gallup, will show your employer how you are motivated, the learning methods you best respond to, and your preferred leadership styles.

      - Expert Management. When junior, inexperienced people are placed in leadership positions without training, nobody wins. The interviewer should assure you that those you are reporting to are experts in their realm.

      - Individual Development Plans. These plans are roadmaps for employees, created in collaboration with their leaders. The strategies focus on timed, measurable goals. Most IDPs are visited quarterly, like a performance review.

      - Clear Metrics. If you have clear targets and expectations, you are more likely to succeed in your role. If an employer lets you roam, hoping or guessing that your performance is satisfactory, you are more likely to become disengaged and quit.

      - Constructive Feedback. Managers who give on-point and actionable feedback are incredibly valuable. Your responsibility is to make sure you can accept all feedback graciously while implementing necessary change.

      - Organizational Structure. The less hierarchical the organization, the more likely you will be to succeed. When a company is built flat, you will have better access to your leaders and other departments, allowing you to expand skills outside of your immediate job function.

      You can also let the interviewer know which tools and resources you would love to see in your next role. Let them know how to best guide you, and you will undoubtedly set yourself up for success.

      Anonymous Answer

      "What kind of technical and educational help would be provided to me to succeed in this field?"

      Rachelle's Answer

      This is a great question to ask!

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  2. 2.

    How would you measure my success in this role?

      This question is fundamental to ask if you are interviewing for a sales-based role or if you will be working in a leadership function. Will your future employer set your goals and targets from past data and results, or will they pull out unachievable numbers from thin air, expecting you to reach them?

      If the interviewer cannot give specific examples of how your success is measured, you should ask to see previous blind reports from others in the role before accepting a position. How your performance is measured and communicated is enough to make or break you in your new job, which is why you should be adamant when it comes to pursuing this information!

  3. 3.

    What would you like to see from me in the first 30 days?

      This question is especially beneficial if you are interviewing for a role with leadership or sales-based components. Depending on the position, you can also ask the interviewer what they would like to see from you in your first 60 - 90 days on the job.

      It's an excellent idea for you to come to your interview with a plan to show. This initiative will help the interviewer to see that you are engaged and excited about this opportunity.

      An interviewer will likely give you an overview of the training schedule and the expectations related to your preparation for this role. You can ask questions regarding the specific goals and quotas that you will be expected to meet in your first one to three months.

      If the interviewer does not have specific goals to share, be wary. This response could indicate disorganization within the company or a highly unstructured training and onboarding process.

  4. 4.

    In your opinion, how can I best succeed in this role?

      This question is an excellent inquiry because it forces the interviewer out of a standard response and makes them take a good hard look at your skillset, how it matches with the job requirements, and then comment on any areas where you may need to strengthen your abilities.

      The interviewer should respond with suggestions such as programs to study up on, related articles to read, or ways to research their industry or client base further.

      The interviewer could also give you insight into how to best work with the personalities present in your new department or let you know a bit more about the person to whom you would be reporting.

      By asking this question, you allow the interviewer to picture you in the role already while also showing enthusiasm for your success within their company.

  5. 5.

    How often do you have performance reviews, or offer feedback to your employees?

      Before joining a company, you want to know that you will receive appropriate guidance and feedback during your tenure. Receiving regular reviews will benefit you as you grow in your career because you will be able to see where you can improve and immediately pivot, readjusting your actions and leading you straight to success!

      Look for an employer that offers performance reviews at least twice per year. In roles where optimum performance is directly attached to your compensation, quarterly reports are more common.

      You will also want to ask about the quality of the reviews. Are they informal check-ins or formal meetings with your leadership team? The nature of these meetings should be important to you because the more seriously your leaders take your growth, the faster you will advance your career.

  6. 6.

    Can you share with me a bit about the training schedule and process?

      It is vital for you to have a solid understanding of the onboarding process and the goals and expectations related to your training.

      Find out how long the company's new hire training takes. This way, you will know your onboarding timeline. You should also find out who will be training you and what that experience will entail. Perhaps you will be job shadowing someone senior to you, maybe there will be classroom training in a group setting, or you might even travel to another city where the company's headquarters are.

      The more details you receive, the better prepared you will be for your first day!

  7. 7.

    What has been the company's most significant innovation this year?

      You have already familiarized yourself with the company's basics, but have you performed a deep dive into its recent accomplishments? It's a great idea to know a bit about the organizations' innovations and awards before going into your interview. An interviewer is almost always thrilled to talk about the company's happenings and achievements.

      Show the interviewer that you are aware of what their company has been doing in the past 12-18 months, then ask a follow-up question to gain 'insider information.'

      For instance, you could say: "I see that your company was recently nominated for the 'Top 100 Companies to Work for in Denver.' Could you share with me another significant moment in your company's history this past year?"

      Rachelle's Answer

      "I see that your company was recently nominated for the 'Top 100 Companies to Work for in Denver.' Could you share with me another significant moment in your company's history this past year?"

  8. 8.

    Could you explain to me the typical career path of someone in this role?

      Before accepting any job offer, it's important to know what the typical career trajectory looks like for others who have come before you.

      You want to hear the interviewer tell you success stories, such as the person in this role before you were transferred to lead a team! Or, perhaps the person who started in this role four years ago is now managing the entire department, and you will be working alongside them.

      If the interviewer cannot openly express that this role will amount to further opportunities, you should consider this a red flag. Promotions aren't the only way for there to be additional opportunities, either. Career growth could include further educational opportunities, an upgraded office, relocation to a bigger city, and more.

  9. 9.

    What are the next steps in your interview process?

      For interview peak performance, you must know what to expect in the interview process. Knowing what is happening next will help you assess, prepare, and research to succeed in these meetings.

      The interviewer should give you an overview of who you will be meeting with, along with the estimated timeline between each of these interviews. Some organizations will have just one meeting, and some may have as many as 5+ interviews with different team members. Your experience will depend on the level of position for which you are interviewing.

      If the process seems far too drawn out to fit in within your ideal timeline, you can say something like this: "Thank you for explaining the interview process to me. By my calculations, we would be in the final stages of interviewing in the next six weeks. Is this correct? I am seeking a role as soon as possible, so if I can accommodate dates closer together, I am happy to give you the flexibility needed to make that happen."

      Rachelle's Answer

      "Thank you for explaining the interview process to me. By my calculations, we would be in the final stages of interviewing in the next six weeks. Is this correct? I am seeking a role as soon as possible, so if I can accommodate dates closer together, I am happy to give you the flexibility needed to make that happen."

  10. 10.

    Are there set hours for this position, or is the workday flexible? (Remote Position)

      One of the most talked-about perks of working from home is enjoying a flexible schedule vs. grinding out a typical 8-5 in-office workday. This flexibility can be a game-changer for some and a nightmare for others depending on discipline levels and personality.

      Ask the interviewer about the hours' expectations for the position so that you can gauge the potential work/life balance present in this role.

      If you are a person who needs structure and direction, you will want to understand that your future employer has systems and clear expectations. The more precise the hours and expectations are, the better you will perform from a remote location where immediate supervision may be limited. Maybe you come alive when given flexibility! Some people thrive when they aren't told to have their butt in their seat from 8 AM to 5 PM Monday through Friday.

      You understand your habits and tendencies best, so use your discretion when it comes to deciding whether you will flourish with set hours or a more flexible schedule. Keep in mind; you will want to know if various time zones are at play among your leaders, teammates, clients, and other stakeholders.

  11. 11.

    What supports do you have in place for remote employees? (Remote Position)

      When you enter a new position, you will have questions about systems, processes, and expectations. Lack of answers and support can make you feel like you aren't succeeding in your new role, and it can be very frustrating.

      Be prepared to ask the interviewer for an overview of their new-hire training and onboarding experience. A great employer will have systems in place for proper remote onboarding and new hire support.

      Support for remote employees should span past a solid onboarding and initial training period. Look for a precise answer that includes support related to learning your role, growing in your position, and developing healthy work habits and relationships. Proper supports should also come in the form of the tech and tools you will need to succeed.

      If your team members and leaders live far away from you, it must be clear that you can still access them when you need assistance. Look for evidence that the hiring company has invested in genuine efforts to ensure everyone's success.

      Supports could include regular group meetings, pre-scheduled 1:1 meetings, consistent company updates, full access to cloud-based databases, and tools such as Salesforce, Zoom, Slack, and other productivity platforms.

  12. 12.

    How do you encourage continued learning opportunities and professional development?

      Joining a company that will put energy and resources into your professional development is crucial for career growth. Nobody wants to remain stagnant in one role for a lifetime! The interviewer should give you specific examples of initiatives the company takes when it comes to employee investment.

      Some common ways that companies will develop their team members:

      - Cross-training across departments
      - Creation of short and long-term plans regularly visited between you and your leaders
      - Tuition reimbursement programs
      - Experiences such as trade shows, conferences, or client meetings
      - Regular feedback in meetings and scheduled performance reviews
      - Gifts of leadership such as business books or educational materials
      - Access to learning portals for self-guided coursework
      - Team-building activities and training events
      - Supporting individual volunteer efforts or providing volunteer opportunities

      As you can see - it is effortless for a company to find ways to invest in its employee growth and happiness. If the company you are interviewing with does not offer any of these types of experiences, you may wish to reconsider jumping on board.

  13. 13.

    How would you describe the company culture?

      Finding the right 'fit' for yourself is just as important as the interviewer finding the right 'fit' for themselves. Although you may urgently need a new position, it's always best to take a deeper dive into the company to ensure they will offer you the workplace environment that you need.

      Here are the most common types of company cultures and an example of what to look for:

      1. Leadership Driven: This type of company will invest in its leaders and offer you coaching and mentorship opportunities. They will also focus on developing you as a leader in your role, whether through empowerment, growth opportunities, or giving you a team of your own to lead down the road.

      2. Mission Driven: A mission-driven company will hire employees based on how passionate they are for their cause. This type of organization is usually a collaborative environment often found in faith-based companies or startups. Be aware that sometimes boundaries can be forgotten in a mission-driven environment as the leadership team will often act as though the mission is more important than anything else.

      3. Customer Driven: Many companies have a "customer is always right" attitude. This attitude can be excellent but make sure to ask questions related to how they empower their employees in times of customer-related conflict. You want to ensure that your company will stand behind you while supporting a customer-centric environment. There needs to be a healthy balance.

      4. Target Driven: Companies that are sales or target driven tend to attach everything their employees do to a destination, number, or goal. You will most likely enjoy this type of workplace culture if you have a competitive personality. If you are not competitive, you should ask more questions regarding how your performance and successes will be measured. Also, do a deeper dive into how you would be rewarded for successes and what happens when targets are not met.

      You may find that the company you are interviewing with has a blend of these cultures. Digging into employee review sites will be an excellent resource for finding out what past and current employees think about the workplace culture.

      Rachelle's Answer

      "customer is always right"

  14. 14.

    What percentage of my day will entail video calls and client interaction? (Remote Position)

      When imagining working from home, many job seekers think about staying in sweatpants, working on their laptop from the couch with the TV playing in the background. Hey - it sounds fun! However, many companies will require you to have a dedicated office where you dial into their systems every day, attend hours of video calls, and make yourself available, without distraction, to clients and your leadership team. You'll want to be crystal clear on these expectations before accepting a work-from-home position.

      Lights, camera, action! Even famous actors cannot perform hour after hour, day after day. Zoom fatigue is a real thing, and it's essential to understand what the hiring company's expectations are regarding your 'live' availability.

      If you need to be suited up and present at 8 AM daily, this is an essential factor to consider when approaching a job offer. Don't enjoy wearing pants? A position where you have to be 'on' all day may not be the best fit for you. Ensure that the hiring company gives you a crystal clear picture of what your average day will look like in this role.

  15. 15.

    Is there anything about my background that I can further clarify for you?

      As a candidate, it is easy to unintentionally breeze over parts of your background and work history that may be more important than you thought. When you ask the interviewer a question like this, you remove some opportunity to reject you for unclear or inaccurate reasons.

      If the hiring manager is unclear on parts of your background, this question gives them the chance to back up and ask you for further clarification. You should ask this question in every single interview as it is incredibly useful!

  16. 16.

    How do you feel I stand out from your other candidates?

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  17. 17.

    Are there any expectations related to overnight travel or eventual relocation?

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  18. 18.

    What is your management style?

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  19. 19.

    How do you set clear goals and targets for your employees?

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  20. 20.

    Which programs do you use to manage workflow and communication?

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  21. 21.

    What type of growth opportunities are available for remote employees? (Remote Position)

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  22. 22.

    Who does this position report to?

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  23. 23.

    Are there any in-office expectations, such as face-to-face meetings? Are there any travel expectations for this position? (Remote Position)

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  24. 24.

    How does the company encourage team building and connection across a remote workforce? (Remote Position)

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  25. 25.

    What is the most critical function in this position?

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  26. 26.

    How can I begin to prepare myself for success in this position?

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  27. 27.

    What is this company's biggest struggle right now?

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  28. 28.

    Who are your top competitors, and how do you stand apart?

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  29. 29.

    What is the most exciting goal for this company in the next year?

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  30. 30.

    Is this a replacement search, or a newly created position?

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  31. 31.

    What does an average day look like, in this role?

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  32. 32.

    Could you share with me the average employee tenure in this role, and in your company as a whole?

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  33. 33.

    What is your ideal timeline for this hiring decision?

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  34. 34.

    What is the most important quality to possess in this role?

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  35. 35.

    What is your favorite part of working here?

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