The interview’s going well. You’re confident, your potential future boss is smiling and you feel like you’ve nailed every question. But then, the tables turn: “Do you have any questions for us?” This is your moment to shine.
Interviews may seem like an assessment of you by your future employer, and the labour market in Canada has never been tougher and more competitive. This is why you need to do everything you can to stand out in an interview. However, this is also a great opportunity for you to interview THEM! As such, you need to have good questions to ask.
Asking thoughtful, strategic questions not only shows you’re genuinely interested but also helps you get the full picture of what working for this company would really be like. And it’s not just about learning more about the job—it’s also about protecting yourself legally and professionally down the line and ensuring that you are coming into an organization where you can thrive.
Before we dive into the questions you should be asking, you need to research the company.
Dive Into the Company History
This is a must. Knowing the backstory and culture of the company you’re interviewing for can give you invaluable insight during the interview. You can often find company history and values on their website, in news publications, or even online forums. Understanding their past can also give you clues about where the company is headed—and if that aligns with your career goals.
Read Employer Ratings
Platforms like Glassdoor, Indeed, and Workopolis are gold mines for getting the real scoop on what it’s like to work somewhere. While these need to be tempered with an appreciation that some reviews will be outliers, this facet of your research can be very useful.
Before your interview, check out these sites to see what current and former employees are saying. If you notice a pattern of complaints or praise, bring it up during the interview. You could say, “I read that employees really appreciate the work-life balance here. Can you tell me more about how that’s achieved?”
This not only shows you’ve done your research but also helps you dig deeper into what day-to-day life might be like at the company.
Good Questions to Ask Interviewer at End of Interview
Ask About the Job Description & Whether Duties Are Subject to Change
It’s critical to know what’s expected of you, not just now but in the future. Ask the interviewer, “Is this job description likely to change over time, and if so, how?” You’re not just being cautious—you’re being smart.
Job roles that change dramatically can sometimes lead to what’s called constructive dismissal, where employees are effectively being dismissed because their employment terms have been changed significantly by their employer. Knowing upfront if this could happen protects you from potential hardships down the line, or the ability to negotiate what changes are acceptable and unacceptable.
How Would They Describe the Culture of the Organization?
Company culture can make or break your work experience. Ask the interviewer to describe the culture of the organization. Do they prioritize hustle and the fast-paced, startup vibe? Or are they all about inclusiveness and work-life balance?
This question will give you a sense of whether the company’s values align with your own and if you’ll thrive there. Culture isn’t just about free snacks in the break room; it’s about how people communicate, collaborate, and feel at work.
What Opportunities Are Provided for Upward Growth and Career Development?
Nobody wants to feel stuck in a dead-end job. Asking about opportunities for career growth shows that you’re thinking long-term and are ambitious. Questions like, “What opportunities are available for advancement within the company?” or “How does the company support continuous learning and professional development?” can help you gauge whether you’ll have room to grow and how committed the company is to investing in its employees.
Can I Chat with Some Staff at Different Levels in the Organization?
This might be one of the most telling questions you can ask. Requesting to speak with people at different levels—maybe someone in the role you’re applying for and their manager—can provide unfiltered insights into the company.
If the interviewer hesitates or says no, consider it a red flag. A transparent and healthy workplace should have no problem letting you get a feel for the team dynamics and the overall atmosphere.
How Is Success Celebrated in the Organization?
Celebrations might not seem like a big deal, but they can say a lot about company morale. Ask, “How does the company celebrate its successes?” If they talk about regular team celebrations, acknowledgment of hard work, or personal milestones, it’s a good sign that employee contributions are valued.
On the flip side, if everything is celebrated with too much fanfare, it might suggest the focus is more on appearances than on genuine appreciation.
Termination Policy
It might feel awkward, but it’s crucial to understand the company’s termination policy. Ask, “Can you explain the termination policy here?” Understanding the reasoning behind terminations gives you insight into job security and what’s expected. Plus, having this information could be invaluable if you ever find yourself in a position where you need to protect your rights.
Is There a Bullying and Harassment Policy?
This is a non-negotiable. Especially in British Columbia, where it’s a legal requirement, you need to know if the company has a policy against bullying and harassment. Ask directly, “Is there a bullying and harassment policy in place?” If they don’t have one, that’s a big red flag. A company that cares about its employees will have clear, enforced policies to protect them.
Now, these last to come from a list from the Harvard Business Review. It features 38 good questions to ask an interviewer at the end of an interview. But 2, in particular, are must-ask questions.
What’s Your Favorite Office Tradition?
This question might seem lighthearted, but it can tell you everything you need to know. It puts the interviewer on the spot to think of a good office tradition. If they say, “We have pizza parties at the end of each quarter,” run for the hills.
If the interviewers answer fast. It sounds fun. You get the feeling that this might genuinely be the culture of the organization.
Can You Tell Me About My Direct Reports? What Are Their Strengths and the Team’s Biggest Challenges?
Lastly, if your role involves managing others, get to know your potential team. Ask, “Can you tell me about my direct reports? What are their strengths, and what challenges is the team currently facing?”
This question shows you’re already thinking about how to support your team and tackle challenges head-on. It’s a clear signal to the employer that you’re serious about making a positive impact.
Conclusion
There are no stupid questions, but there are smart ones. Make sure you are prepared for your next interview and ask some of these questions!
