Questions to ask at the end of an interview (with examples)

The National Careers Service says you'll usually have some time towards the end of the interview to ask your own questions, and that you should write them down before you go in. Saying ‘No, I think you've covered everything’ wastes that time. Good questions to ask in an interview show you've researched the organisation and are picturing yourself in the job.

They also help you decide. An interview is a two-way conversation: by the end, you should know enough about the role, the team and the manager to say yes or no to an offer with confidence.

How many? Prepare four or five and ask two or three. Prospects recommends having backups, because one or two will often be answered during the interview.

• ‘What does a typical week look like in this role?’
• ‘What would you expect me to achieve in the first three months?’
• ‘How is success measured during the probation period?’
• ‘Is this a new role, or would I be replacing someone?’
• ‘What's the biggest challenge facing the person in this role?’
• ‘Which parts of the job description take up most of the time in practice?’

The question about probation is a good one in the UK, where many jobs start with a probation period. The answer tells you how you'll be assessed, by whom, and how often you'll get feedback.

• ‘Can you tell me about the team I'd be working in?’
• ‘Who would I report to, and how do you like to give feedback?’
• ‘How does the team split its time between the office and home?’
• ‘How do new starters usually settle in? Is there an induction or a buddy?’

Ask the interviewer about their own experience. It's harder to answer with a line from the website, and people tend to be candid about what they enjoy.

• ‘What do you enjoy most about working here?’
• ‘How would you describe the culture of the organisation?’
• ‘What are the main challenges the organisation is facing this year?’
• ‘Where do you see the company in the next five years?’

• ‘What training and development is available, and is there support for professional qualifications?’
• ‘How do appraisals work here, and how often are they?’
• ‘Where have people in this role gone on to?’

For a graduate scheme or a placement, adapt them: ‘How are rotations decided?’, ‘What did last year's graduates move on to?’, ‘Who supports graduates day to day?’. At an assessment centre, keep a question for the informal moments too, such as lunch or a chat with current graduates.

Public sector interviews are often run by a panel with a set list of questions, and the time left for yours is short. Ask one question to the whole panel and, if there's time, one to the person you would report to.

• NHS: many trusts use values-based recruitment, which NHS Employers describes as finding people whose values match the organisation's, for example through role play or written responses to scenarios. The NHS Constitution sets out six values, including compassion, respect and dignity, and working together for patients. Ask how they show up on the ward or in the team: ‘How does the team support each other on a difficult shift?’, ‘How are new staff supported in their first months?’
• Civil Service: ask about the team's priorities and how the role contributes to them: ‘What will the team be focusing on over the next year?’, ‘How does this role work with other departments?’
• Schools: ‘How are new staff supported in their first term?’, ‘What CPD is available for the department?’

• Flexible working: employees can make a flexible working request from their first day in a job (gov.uk). You don't need to negotiate it at interview. ‘How does the team organise hybrid working?’ is a fair question that shows interest rather than demands.
• Start date: if you're employed, the panel will want to know your notice period. Mention it if they ask when you could start.
• Next steps: ‘What are the next steps, and when can I expect to hear from you?’ The National Careers Service suggests asking when you'll hear back.

Salary: if the job advert states the salary or a pay band, don't ask about it at the end of a first interview. If it doesn't, the recruiter is the right person to ask. Holiday entitlement, pension and negotiation come once you have an offer. For an entry-level role, check the hourly rate against the legal floor, which rises to £13.21 for workers aged 21 and over on 1 April 2027 (see minimum wage 2027).

• Anything on the website or in the advert: ‘What does the company do?’ suggests you haven't prepared.
• Holiday and perks first: save them for the offer stage, as Prospects advises.
• Yes-or-no questions: ‘Is there training?’ ends the conversation; ‘What training do new starters get?’ opens it.
• Something already covered: you'll look as if you weren't listening. Ask a follow-up instead.
• ‘Have I got the job?’: the panel often needs to see every candidate first. Ask about the timeline instead.

Your questions come after twenty or forty minutes of theirs. Our guide on how to prepare for an interview covers the research, the STAR method and the day itself. To rehearse your answers out loud, ask someone you trust, or run a mock interview on the real job advert.