Last updated: January 2026 | Reading time: 25 minutes | 4,000+ words
Why Asking Questions in an Interview Is Just as Important as Answering Them
Most candidates spend hours preparing their answers to classic interview questions, but completely neglect preparing the questions to ask in a job interview. This is a major strategic error.
According to research from Novoresume, 47% of candidates fail interviews due to insufficient knowledge of the company. Asking thoughtful, well-researched questions demonstrates precisely the kind of preparation that sets successful candidates apart.
The CIPD Resourcing and Talent Planning Report 2024 confirms that 90% of UK organisations use selection interviews as their primary assessment method. In the UK, where interview culture particularly values intellectual exchange and professional curiosity, asking the right questions can truly make the difference between two candidates with equivalent skills.
As career experts Amy Gallo, Art Markman, and John Lees explain in Harvard Business Review, the opportunity to ask questions at the end of a job interview is one you don't want to waste. It's both a chance to continue to prove yourself and to find out whether a position is the right fit for you.
This crucial moment, usually at the end of the interview when the recruiter asks 'Do you have any questions?', is your golden opportunity to:
- Demonstrate your genuine interest in the role and the company
- Show that you've done thorough research
- Evaluate whether the position truly matches your expectations and aspirations
- Stand out from other candidates who ask generic questions or none at all
- Create a personal connection with the interviewer
- Obtain crucial information for negotiating your offer
This comprehensive guide presents 30 smart questions, organised by category, with explanations of why each question is effective and how to adapt it to your specific situation.
Part 1: Questions About the Role and Daily Responsibilities
These questions demonstrate your concrete interest in the day-to-day work and your desire to understand precisely what will be expected of you.
Question 1: What Would a Typical Day Look Like in This Role?
Why it's effective: This question gives you a concrete and realistic view of daily life, beyond the often idealised job description. It shows you're already projecting yourself into the role and want to understand the operational reality of the work.
Variation for senior roles: "How is time typically split between strategic and operational responsibilities in this position?"
Question 2: What Are the Priority Projects or Challenges I Would Be Working on During the First 3 to 6 Months?
Why it's effective: This question demonstrates that you're already thinking in terms of concrete contribution and are results-oriented. It also allows you to assess whether expectations are realistic and aligned with your skills.
Question 3: How Has This Role Evolved Since It Was Created, and How Do You See It Evolving in Future?
Why it's effective: This question reveals your long-term vision and interest in the trajectory of the role. It can also alert you to potential issues if the position has experienced high turnover or frequent scope changes.
Question 4: What Skills or Qualities Distinguish People Who Excel in This Type of Role Here?
Why it's effective: This question gives you valuable clues about unwritten success criteria and the company's performance culture. It also allows you to highlight your own corresponding qualities in response.
Question 5: Are There Aspects of the Role Not Mentioned in the Job Description That Are Important to Know About?
Why it's effective: This open question can reveal hidden responsibilities, particular challenges or undocumented opportunities. It shows your professional maturity and desire for transparency.
Part 2: Questions About the Team and Management
These questions help you understand the human environment in which you'll be working, a determining factor in your professional fulfilment.
Question 6: Can You Tell Me About the Team I Would Be Working With on a Daily Basis?
Why it's effective: This question shows your interest in the collaborative dimension of work. The answer will give you clues about the team size, composition, and potentially the working atmosphere.
Question 7: What Is the Management Style of My Potential Line Manager?
Why it's effective: Compatibility with your manager is one of the most determining factors of job satisfaction. This direct but professional question helps you evaluate this crucial fit.
More subtle variation: "How would you describe the ideal working relationship between this role and its direct manager?"
Question 8: How Are Decisions Made Within the Team? Is There a Lot of Autonomy?
Why it's effective: This question reveals the level of autonomy and the team's decision-making culture. If you value independence, an answer mentioning close supervision could be a warning sign.
Question 9: How Does Collaboration Work Between Different Departments?
Why it's effective: In large British companies, the fluidity of inter-departmental relationships can greatly impact your ability to accomplish your missions. This question shows your understanding of organisational challenges.
Question 10: Are There Regular Team Meetings? How Is Internal Communication Organised?
Why it's effective: This practical question gives you clues about communication culture and work rhythm. A company that organises daily standups will have a very different culture from one where meetings are rare.
Part 3: Questions About Company Culture and Values
These questions demonstrate that you're looking for cultural fit, not just a job. Companies increasingly value candidates who show interest in their culture.
Question 11: How Would You Describe the Company Culture in a Few Words?
Why it's effective: This open question allows the recruiter to share their authentic vision of the company. Observe whether they respond with enthusiasm or seem to recite a corporate script.
Question 12: What Do You Enjoy Most About Working Here?
Why it's effective: This personal question creates a human connection with the recruiter and gives you a sincere glimpse of the employee experience. A recruiter who struggles to answer could signal a cultural problem.
Question 13: How Does the Company Support Work-Life Balance?
Why it's effective: According to the CIPD Good Work Index 2025, work-life balance remains a top priority for UK employees. Since flexible working has become increasingly normalised since the pandemic, this question is perfectly legitimate and shows you value your wellbeing.
Question 14: What Are the Company's Values and How Do They Translate Concretely in Daily Work?
Why it's effective: Many companies display nice values on their website, but the real question is how they're lived day-to-day. This question tests consistency between messaging and reality.
Question 15: How Does the Company Approach Diversity and Inclusion?
Why it's effective: This question is increasingly valued by progressive recruiters and can reveal much about the company's cultural maturity. It's particularly relevant for large companies and multinationals operating in the UK.
Part 4: Questions About Professional Development and Career
These questions show your ambition and long-term vision, qualities highly appreciated by British recruiters.
Question 16: What Opportunities Are There for Professional Development and Training?
Why it's effective: This question shows you value continuous learning and are ambitious about your career growth. Many UK employers invest significantly in L&D programmes and want candidates who will take advantage of them.
Question 17: How Do Performance Reviews Work and How Often Do They Take Place?
Why it's effective: This practical question helps you understand how your work will be evaluated and recognised. It also demonstrates your professional maturity and performance orientation.
Question 18: What Are the Progression Opportunities for Someone Who Succeeds in This Role?
Why it's effective: This question demonstrates your ambition without being arrogant. It also helps you assess whether the company offers real progression opportunities or if you risk stagnating.
Question 19: Can You Give Me an Example of a Career Path of Someone Who Previously Held This Position?
Why it's effective: This concrete variation of the previous question asks for tangible evidence of progression opportunities. A recruiter unable to cite a specific example could signal a genuine lack of opportunities.
Question 20: Does the Company Encourage Internal Mobility Between Departments or Locations?
Why it's effective: For large British groups like Tesco, GSK or Rolls-Royce, internal mobility is a real career lever. This question shows your strategic vision of your professional path.
Part 5: Questions About Challenges and Performance
These questions demonstrate your maturity and understanding that every role involves challenges.
Question 21: What Are the Biggest Challenges the Team Is Currently Facing?
Why it's effective: This question shows you're ready to face difficulties and don't expect a perfect environment. It also gives you valuable information about the real issues of the position.
Question 22: How Will You Know I've Succeeded in This Role After 6 Months? After 1 Year?
Why it's effective: This results-oriented question demonstrates your focus on performance and desire to understand concrete expectations. It can also reveal whether objectives are clearly defined or vague.
Question 23: What Has Been the Team's Biggest Success This Year?
Why it's effective: This positive question gives you insight into what the team values as success and its dynamics. It also creates a positive exchange moment during the interview.
Question 24: Are There Common Mistakes That New Starters Make in This Type of Role?
Why it's effective: This question shows your humility and desire to learn from past experiences. It can give you valuable advice for succeeding in your onboarding.
Question 25: How Has the Company Navigated Recent Economic Challenges?
Why it's effective: According to the CIPD Labour Market Outlook, employer confidence in the UK has faced challenges due to rising costs and regulatory changes. This question demonstrates your awareness of business realities and interest in the company's resilience.
Part 6: Practical and Closing Questions
These practical questions are essential for understanding next steps and concrete aspects of the role.
Question 26: What Are the Next Steps in the Recruitment Process?
Why it's effective: This essential question allows you to manage expectations and plan any follow-ups. It also shows your interest in moving forward in the process.
Question 27: What Is the Expected Timeline for Making a Decision?
Why it's effective: According to Standout CV's UK job interview statistics, the average candidate has to wait 2 to 3 weeks to schedule their first interview. This question helps you know when to follow up if you haven't heard back.
Question 28: Are There Any Elements of My Application You'd Like Me to Elaborate On?
Why it's effective: This bold question gives you a chance to address any potential concerns the recruiter might have. It shows your openness to feedback and desire for transparency.
Question 29: How Does Onboarding Work for New Employees?
Why it's effective: The quality of onboarding is a strong indicator of company culture and investment in new talent. This question shows you're already projecting yourself into your arrival.
Question 30: Is There Anything Else I Should Know About the Role or the Company?
Why it's effective: This open question at the end of the interview can reveal valuable information the recruiter hasn't had the chance to share. It also leaves a final impression of curiosity and openness.
How to Choose and Adapt Your Questions Based on Context
Adapting Your Questions to the Type of Company
For startups and scale-ups (Revolut, Monzo, Deliveroo, Wise):
- Prioritise questions about culture, agility and growth
- Ask how roles evolve as the company grows
- Show interest in financial runway and funding prospects
For large FTSE 100 companies (HSBC, BP, Unilever, GSK):
- Focus on career paths and internal mobility
- Ask about training and development programmes
- Show interest in CSR policies and environmental commitments
For consulting firms and professional services (PwC, Deloitte, McKinsey, Accenture):
- Ask for details about types of projects and clients
- Show interest in staffing rhythm and project variety
- Ask about progression paths towards partnership or management
Adapting Your Questions to the Interview Stage
First interview (HR / Screening):
- Prioritise general questions about the company and culture
- Avoid overly detailed questions about salary or benefits
- Show your interest in the overall recruitment process
Interview with the hiring manager:
- Ask operational questions about daily work and challenges
- Show interest in management style and concrete expectations
- Ask for examples of recent team projects
Final interview / Senior leadership:
- Orient your questions towards the company's strategic vision
- Show your understanding of business challenges
- Ask about the department's place in overall strategy
Questions to Absolutely Avoid in an Interview
According to CriteriaCorp's 2024 Candidate Experience Report, 64% of job seekers said that asking inappropriate questions is the biggest mistake an interviewer can make. The same principle applies to candidates. Here are questions to avoid:
- Questions about salary and benefits too early in the process
Wait for the recruiter to bring up the subject or until you're in the final negotiation phase. Asking 'What's the salary?' in the first interview gives the impression it's your only motivation.
- Questions you could answer with a simple Google search
Don't ask 'What does your company do?' or 'How many employees do you have?'. This information is available online and asking these questions reveals an unforgivable lack of preparation.
- Negative questions about the previous role holder
Avoid 'Why did the previous person leave?'. Instead, rephrase as 'How has this role evolved recently?' to get the information in a more positive way.
- Questions about holidays and time off in the first interview
Even though it's legitimate, asking about holidays from the first interview can give the impression you're already planning your absences.
- Overly personal questions to the recruiter
Keep personal questions to the recruiter within professional limits. 'What do you enjoy here?' is acceptable; 'Are you happy with your salary?' is not.
The Psychology Behind Great Interview Questions
Understanding why certain questions work better than others can help you craft even more effective questions tailored to your specific situation. According to career strategist John Lees, cited in Harvard Business Review, the most impactful interview questions share several psychological characteristics.
Questions That Demonstrate Strategic Thinking
Recruiters are trained to identify candidates who think beyond the immediate task at hand. Questions that show you're considering the broader context — how the role fits into the team, how the team fits into the company, how the company fits into the market — signal executive potential and strategic awareness. This is particularly valued in British corporate culture, where understatement and thoughtfulness are prized over flashy self-promotion.
Questions That Show Emotional Intelligence
The best questions create a genuine human connection. When you ask a recruiter what they personally enjoy about working at the company, you're inviting them to share something authentic. This creates rapport and memorability. As Art Markman, professor at the University of Texas at Austin, explains: phrasing questions as if they pertain specifically to you helps the hiring manager begin visualising you in the role.
Questions That Reveal Preparation and Research
In the UK job market, where competition for top roles can be fierce — according to Standout CV's recruitment statistics, the average UK vacancy receives 118 applications — demonstrating thorough preparation sets you apart. Questions that reference specific company initiatives, recent news, or industry trends show you've invested time and effort in understanding the opportunity.
Questions That Reduce Uncertainty
Smart candidates use questions strategically to gather information that will help them make better decisions and negotiate more effectively. Understanding the timeline for decisions, the typical career progression, and the real challenges of the role gives you leverage and confidence. This information-gathering approach is particularly important in the UK, where direct salary negotiation is often uncomfortable for both parties and having objective data helps.
Sector-Specific Question Examples
Specific Questions for the Tech and Digital Sector
If you're applying to a tech company, startup or scale-up like Revolut, Monzo, Deliveroo, Wise or Starling Bank, these questions will demonstrate your understanding of the sector:
- What is your current tech stack and how do you see it evolving?
- How does the team balance technical debt against new features?
- What is your development methodology (Scrum, Kanban, other) and how is it adapted to your context?
- How are product decisions made? What level of involvement do engineers have in these decisions?
- What is the deployment frequency to production and how do you handle incidents?
Specific Questions for the Finance and Banking Sector
For positions in financial institutions like HSBC, Barclays, Lloyds Banking Group, NatWest or Standard Chartered, these questions will show your understanding of sector challenges:
- How does the team adapt to regulatory changes (Basel III, DORA, MiFID)?
- What is the department's digital transformation strategy?
- How do compliance and innovation coexist in your organisation?
- What are the main KPIs tracked by the team and how are they measured?
- How does the company approach sustainability and responsible finance?
Specific Questions for the Consulting Sector
For consulting firms like McKinsey, BCG, Bain or the Big Four (Deloitte, PwC, EY, KPMG), these questions are particularly relevant:
- How does the staffing process work for engagements? Is there an opportunity to choose your projects?
- What is the typical split between client site work and office-based work?
- How is mentoring and junior development organised?
- What are the evaluation criteria for progression to higher grades?
- How is work-life balance managed in a demanding environment?
Specific Questions for the Retail and Consumer Goods Sector
For major retailers and consumer companies like Tesco, Sainsbury's, Marks & Spencer, John Lewis or Unilever, these questions demonstrate sector understanding:
- How is the company adapting its strategy to changing consumer behaviours post-pandemic?
- What is the omnichannel strategy and how are online and in-store experiences integrated?
- How does the supply chain team work with commercial and marketing functions?
- What sustainability initiatives is the company prioritising and how does this role contribute?
- How is data and analytics being used to drive business decisions?
Specific Questions for the Healthcare and Pharmaceutical Sector
For positions at healthcare companies like GSK, AstraZeneca, NHS or health tech companies, these questions show sector awareness:
- How does the regulatory environment impact the pace of innovation in this role?
- What is the company's approach to patient-centricity and how does it manifest in daily work?
- How does the organisation stay at the forefront of scientific and medical advances?
- What cross-functional collaboration exists between R&D, commercial and medical affairs?
- How is the company addressing healthcare access and affordability challenges?
Frequently Asked Questions
How many questions should I prepare for an interview?
Prepare between 8 and 10 questions, knowing that some will probably have been covered during the interview. This ensures you always have 3-4 relevant questions to ask, regardless of how the conversation unfolds.
Can I write down my questions and consult them during the interview?
Yes, absolutely. Having a notebook with your prepared questions shows your seriousness and preparation. Consult it naturally by saying 'I had noted down a few questions...'
What if all my questions have been covered during the interview?
This is rare if you've prepared 8-10 varied questions. If it happens, you can say: 'You've covered the points I wanted to address very well. One last question: what convinced you to join this company?'
Is it frowned upon to ask no questions?
Yes, it's generally poorly received. Not asking questions is interpreted as a lack of interest or preparation. Even if the interview has been very comprehensive, ask at minimum one question about next steps.
Should I ask the same questions to each person if I meet several interviewers?
No, adapt your questions to each interviewer. Questions to HR will differ from those to the hiring manager or director. Some cross-cutting questions (culture, values) can be asked to multiple people to compare responses.
Can I ask questions about remote working and flexibility?
Yes, especially since hybrid working has become normalised in the UK. It's a legitimate and important question for your quality of life. Phrase it professionally: 'What is the company's policy on remote working and flexible hours?'
Conclusion: Transform Your Questions Into a Decisive Advantage
The questions you ask in an interview are much more than a simple end-of-conversation formality. They represent a strategic opportunity to stand out, deepen your understanding of the role and company, and demonstrate the qualities that make you the ideal candidate: intellectual curiosity, rigorous preparation, long-term vision and emotional intelligence.
In the UK, where professional culture particularly values exchange and debate, knowing how to ask the right questions is a skill in itself. Recruiters at the most prestigious companies — whether FTSE 100 giants, tech scale-ups or international consulting firms — all agree that the best candidates are those who transform the interview into a genuine two-way conversation.
Take time to select from these 30 questions those that best match your situation, the target role and the company. Personalise them, practise them aloud, and approach your next interview with the confidence of someone who has prepared not only their answers, but also their questions.
Remember: a job interview is not a one-way interrogation. It's an exchange where you evaluate the company as much as it evaluates you. Your questions are the tool that allows you to take control of this exchange.
Ready to Impress in Your Interview?
Discover job opportunities available on HuntZen and master the STAR method to perfectly structure your answers. Create an irresistible LinkedIn profile and develop the most sought-after soft skills by British recruiters. If it's about you, it's about us!
If it's about you, it's about us.