In any interview, whether it is the initial interview for the position or the third round, you never want to answer the question of “Do you have any questions for us?” with a “No”. Instead you always want to answer it with several important and in-depth questions that dive deeper into what is important to you about the company and position. And what you don’t want to do is ask the wrong kinds of questions that puts an end the interview and your chances at getting that job. To avoid that, here are a few types of questions you should never ask in an interview if you actually want the job.
Don’t ask any question whose answer is basic and obvious enough that a simple Google search or a more detailed reading of the job description can answer for you. By asking these questions you come off as someone who is merely looking for a paycheck and is too lazy to bother with looking up a few key pieces of information before walking in the door. Instead, look up basic information about the company online and use what you learned to create more conversations about the culture and beliefs of the company.
During the conversations about the culture, decisions, and beliefs of the company don’t put the interviewer on the defense by asking questions that start with ‘why’. Even if you just genuinely want to know why the company chose to support a certain cause or make a specific decision, asking them why this happened creates an aura of confrontation and argument.
When asking specific questions about the position you must avoid at all costs (pun intended) asking questions about the salary or trying to start the negotiation process now. Salary is important, but talking about how much bank you want to make on the job right up front is sure fire way to look money hungry and like all you’re there for is a paycheck. Additionally, questions about how quickly new employees get promoted or how much internal employees get promoted can make you sound arrogant and like you believe you’ll grow out of the position quickly and are expecting to be promoted soon. While your intent may be to just understand if the company prefers to promote within (which is an important thing to look for) it can come across as if you’re a bit self-entitled. Instead, you could ask a question such as “Can you walk me through the typical career path of an employee in this department?”
Speaking of internal company processes, don’t bring up questions about the review and performance appraisal process. Bringing up questions about the frequency, the type of performance feedback, and more can seem like you are concerned about getting feedback on your performance, which can cause concern that your performance won’t be up to par.
Asking your own questions in the interview is detrimental to showing your interest, bringing up topics that you care about, and gives you the opportunity to sell yourself more. Make sure when you are asking questions, you don’t just ask any questions, but you ask the right questions.