This may seem simple at first, but it puts the interviewing team in the position of having to start at the end and work backward into “real-life,” your daily routine, and your soon-to-be daily drivers. Now more than ever, our workforce is seeking flexibility, a fulfilling lifestyle, and a sense of purpose. By asking the simple question of what defines success, candidates will walk away with a much better sense of the job and what makes it special, or not, to them personally. Getting to the heart of how the hiring manager and company measure success is crucial because it can lead nicely into other discerning questions, like:

• What is the day-to-day mission that will be moving me?
• Is the organization well-coordinated or ad hoc?
• What do I need to achieve success?
• Who else will be integral to supporting my work?
• How does this role directly impact the organization?

Answers to these questions can help you determine if the work, company, and position will:

• Match with your professional passions.
• Mesh with your work style.
• Allow you to contribute in a meaningful way that leaves you feeling fulfilled.
• Foster positive and collaborative working relationships.

The reason these are great questions is simple. When we interview, we put a lot of effort into determining if the prospective employee will be a good fit for our team, as the team and office dynamics are crucial to our success.

Asking questions about company culture can also significantly affect how far you advance through the hiring process. Many interviewees possess great qualifications, so the differentiators are primarily in how they answer questions in general, and more specifically, whether they will fit our team culture. If an interviewee is already considering the fit, it means they are taking it as seriously as we are and are unlikely to accept a job offer if they don’t think the fit is right for them. It shows a lot of forethought and maturity, and it usually means that the person is the team player we are looking for.

Similarly, while it’s essential to understand the company’s current culture, it’s equally important to gauge how its culture has evolved, and your interviewers may have valuable insights to share. Asking this question demonstrates that you’re evaluating the company’s adaptability and agility, indicating that you’re seeking a long-term home rather than just a stepping stone to your next role.

This question can also help you determine if the company will match your values in areas such as diversity, inclusion, and belonging. You can also try adjusting the question slightly as you progress through the interview process to gauge culture in different ways. These types of questions build rapport with the interviewer and demonstrate an interest in learning about the company culture.

Here are some related suggestions:

• What attracted you to this company?
• What’s your favorite part about working here?

Most people don’t apply for a job hoping to stay in that same role for the rest of their careers. Asking about career paths and growth opportunities upfront can show an interest in lifelong learning and a commitment to professional development. Similarly, as with the previous question, it can demonstrate that you intend to stay with the company for the long haul and envision a future within the team. Asking this question demonstrates that the candidate is interested not only in the position but in advancing their career with the firm.

As with the question above, focusing on the value you can bring immediately to the company, your department, and your manager can help you stand out from other candidates. This question speaks to humility, a team approach, and a sense of being driven to succeed.

Have you heard the expression “show, don’t tell?” The “have you considered…” question serves as an excellent jumping-off point to demonstrate your knowledge and skills and show immediate value to your interviewers. It also demonstrates that you researched the company and position in advance, coming prepared with solutions and ideas.

If the role you’re applying to carries management (functional, people, or both) responsibilities, it’s wise to understand the expectations you’ll need to meet and how those expectations will evolve as your role does. It’s also an opportunity to introduce the need for regular, open feedback sessions between you and your supervisor. This is a challenging question because it addresses defining expectations and recognizing that these expectations can change over time as circumstances evolve.

This is an insightful question because the candidate can get information that the job description might not have provided. For example, you may be able to discern things like:

• The type of team you’ll be working with.
• The types of clients you’ll have.
• Budget restrictions.

It also creates an opportunity for the candidate to discuss how they have approached similar challenges in the past, which can reassure recruiters and hiring managers that they’re an ideal fit for the role.

While this question may put you in a vulnerable position, it’s a rare opportunity to get inside the interviewers’ heads before they leave the interview to deliberate whether you’ll advance to the next round of interviews or receive the offer. It allows you to correct or change any misconceptions the interviewer might have about you before they make a decision, and it can also go a long way in providing a clearer picture that you welcome constructive criticism and feedback.

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