20 Questions to Ask in an Interview to Understand the Business’ Culture and Performance
When evaluating a potential employer, asking the right questions during the interview process is critical. These questions don’t just help you understand the company better; they also show your interest and strategic mindset. Here’s a breakdown of 20 questions, why you should ask them, when to ask, and who to direct them to.
Questions About Culture
How would you describe the company culture, and what makes it unique?
This gives the interviewer a chance to define the culture in their own words, highlighting key aspects like collaboration, innovation, or flexibility. Ask this early in the interview to set the tone for understanding the environment, and direct it to the hiring manager or HR representative.
What does the company do to promote work-life balance for employees?
Work-life balance is essential for long-term satisfaction and productivity. This helps you gauge whether the company supports employee well-being. Ask during a second or final round, once you have a sense of the role's demands, and direct it to the hiring manager or HR.
Can you share an example of how the company recognizes and rewards employee achievements?
Recognition and rewards contribute to motivation and morale. This gives insight into whether hard work is appreciated. Ask during later interviews, as this question delves deeper into internal dynamics, and direct it to the hiring manager or HR.
How does the company support diversity, equity, and inclusion in the workplace?
A commitment to DEI shows the company values fairness and inclusivity. Ask this in a mid-stage interview when you want to align your values with theirs, and direct it to HR or senior leadership.
What are the characteristics of employees who tend to succeed here?
This helps you understand what traits and behaviors are valued within the organization. Ask early on to assess your fit within the organization, and direct it to the hiring manager or a direct team member.
What do employees say they like most about working here?
This allows you to understand what employees value most, giving you a balanced view of the company’s strengths. Ask during a later interview to see if what’s being shared aligns with earlier impressions, and direct it to the hiring manager or a peer.
How does the company handle conflict or differing opinions within teams?
This reveals how the organization addresses challenges and fosters collaboration. Ask mid to late in the process, once you’ve discussed role-specific details, and direct it to the hiring manager or a team member.
What opportunities are there for team-building and cross-departmental collaboration?
Strong collaboration often reflects a supportive and communicative culture. Ask during the second interview or when discussing company operations, and direct it to the hiring manager or HR.
How has the company adapted its workplace culture in response to employee feedback?
This highlights whether leadership values input and works to improve the workplace. Ask later in the process when gauging long-term fit, and direct it to HR or senior leadership.
What does the company do to celebrate successes, both big and small?
Celebrations reflect whether achievements are appreciated and shared. Ask during the final stages to evaluate team camaraderie, and direct it to the hiring manager for team-specific insights or HR for broader practices.
Questions About Performance
How does the company measure success, both at the organizational and individual levels?
This demonstrates how the company tracks progress and rewards contributions. Ask mid-stage interviews, once you understand the role’s responsibilities, and direct it to the hiring manager or senior leadership.
What are the company’s biggest challenges right now, and how is the leadership addressing them?
This question offers a glimpse into the company’s transparency and resilience. Ask mid to late in the process after initial discussions, and direct it to senior leadership or the hiring manager.
What does career progression look like for someone in this role?
It shows whether the company invests in long-term growth for employees. Ask early on, once role expectations are clear, and direct it to the hiring manager or HR.
How has the company adapted to recent changes in the market or industry?
This helps you evaluate the company’s agility and ability to stay competitive. Ask during later interviews when discussing long-term fit, and direct it to senior leadership or the hiring manager.
What metrics are used to evaluate team success, and how are results communicated?
Transparency and communication are critical to maintaining morale and accountability. Ask mid to late stages when discussing the team’s goals, and direct it to the hiring manager or a potential colleague.
What role does innovation play in the company’s strategy, and how do employees contribute?
This reveals whether the company encourages creativity and employee input. Ask during later interviews as it relates to broader strategy, and direct it to senior leadership or HR.
What initiatives are in place to encourage collaboration across teams or departments?
Collaboration often indicates strong communication and shared goals. Ask mid-stage interviews when discussing company operations, and direct it to the hiring manager or HR.
What recent changes has the company made to improve employee satisfaction?
This reveals whether leadership takes employee feedback seriously. Ask later interviews when assessing long-term cultural fit, and direct it to HR or senior leadership.
What are the company’s key priorities over the next 12 months, and how does this role contribute to them?
It demonstrates how your role aligns with the company’s goals. Ask late in the process when discussing your impact, and direct it to the hiring manager or senior leadership.
Can you share examples of how the company has celebrated or promoted employees from within?
This reflects a culture of growth and recognition. Ask during final interviews when considering career trajectory, and direct it to HR or the hiring manager.