55 questions you could ask in an interview
July 27, 2019
One of the most difficult parts of a job interview can be asking questions at the end. There are times where you feel like you might have discussed all you need to! But you will always leave a good impression when showing more interest and not answering ‘Do you have any questions for us?’ with a ‘No, not really.’
Here are a whole 55 questions to choose from when it comes to asking questions, hopefully at least three of them will not have already been discussed in your next interview!
About the workplace and company
- What is the company culture like?
- What types of flexibility is available to employees?
- What plans are in place for the growth of this company?
- Who is your top competitor?
- What are the biggest challenges the company faces?
- What are the company’s current goals and how does your team help support them?
- What are your company values? Or, I read about your company values, what do you do to support diversity? (For example).
- How would you describe the work environment?
- Are there any office traditions?
- What causes do you support outside of your usual products and services?
- What do you most enjoy about working here?
- What is the thing you like least about working here?
- What do you get most excited about when thinking of future plans for the company?
- How has the company changed since you worked here?
- What is your biggest achievement since working here?
- What differentiates the company from its rivals?
- What does your company’s diversity policy encompass?
- What is your retention rate?
- How do you celebrate success?
- What does success look like here?
About the team you could work in
- What is the team culture like?
- What is the overall structure of the department I would be working in?
- Who would I be reporting to?
- What is your management style?
- Would I be part of a small or large team?
- What challenges does the team face?
- How do you deal with conflict within the team?
- What skills would I have to possess to be able to help fill any gaps in the existing team?
- How do you approach any skill deficits in the team?
- Are there team events? What kind of team building do you usually do?
- How does your team get on with other departments?
- Does the team work more collaboratively or autonomously?
About the job
- Why is the position vacant?
- What about the role is most important? How will I be able to support management and benefit direct reports?
- Are there any new products or services I will be helping with?
- What would my day-to-day look like?
- What kind of projects would I be working on?
- What are the key skills and experience that your ideal candidate would have?
- What are the biggest challenges I might face in this role?
- Are there any clear ‘soft skills’ that would be required for this role?
- Do you think the key responsibilities for this role will change or evolve in the next six months?
- Will I need to bring my own device?
- Are lateral or rotational job moves available?
About professional development
- What is your company’s philosophy for further training?
- What is the process for training new starters?
- Is there potential for advancement in this role?
- What is an example of development that others have successfully made from this position?
- Do you have any training programs, planned or current that are available to everyone?
Questions about performance
- How will my performance be measured?
- How does the performance review process work?
- What are your expectations in terms of performance for this role within the first year?
- Is the role driven by how well a person can perform?
- What clear indicators of success would you expect within the first six months?
- What is the company’s approach to failure?
Questions to get an indication
- What are the next steps in the interview process?
Stand out in tech! Expert recruiter Jaylene Quiaonza shares proven tips for crafting a winning resume. Land your dream job with Peoplebank.
Discover how AI is transforming tech careers and industries, creating winners, new roles, and opportunities for professionals and employers in Australia.
Peoplebank Salary Guide Insights
How to stand out, or step in, to a growing field.
Australia’s tech sector continues to face crucial skill shortages, particularly in areas such as software development, cybersecurity, and cloud infrastructure. For organisations trying to scale quickly, launch new products or undergo digital transformation the talent gap can feel like a bottleneck (or at least a very frustrating aspect of business operations). While none of us can change market realities, it is possible to grow effectively without overextending or overworking your existing staff. With a forward thinking 3-phase approach to scale your tech team, you can create a far more sustainable internal talent pool, even in a talent-tight market. 1. Prioritise Critical Roles Begin by clearly identifying the roles that are essential to progress now — not every hire needs to happen at once. This phase should focus on: High-impact positions (e.g., Lead Developer, Cloud Engineer, Product Owner) Contractors or consultants for immediate delivery Partnering with a specialist recruiter to fast-track access to talent It can also be helpful to use workforce planning tools to map existing capability against business demand, identifying real skill gaps vs. nice-to-haves in real-time. 2. Supplement with Flexible Talent Once the foundation is stable, look at short-term or contingent hires to expand capacity without permanent headcount pressure. Contracting is especially useful for: Agile product teams Time-sensitive projects Specialist skills (e.g., penetration testing, DevOps automation) Contract-to-permanent is also a great way to trial cultural fit and minimise long-term risk. Building a team that mesh well together avoids interpersonal issues impacting retention, a key point for all teams, but especially when addressing crucial and finite talent pools. 3. Building a Sustainable Talent Pipeline With your core needs covered you can shift focus to building a sustainable team through: Junior hires who receive structured pathways to professional growth and skill development Diversity recruitment to reach new talent pools Uplift employer branding and employee benefits to passively attract candidates over time While there is a shortage of many tech skills businesses need now, there is a deluge of talented people willing to learn, with forward thinking and the right support many gaps can be filled. Skills shortages will continue but with the right plan, your team doesn’t have to stall (or burnout trying to fill gaps). If you need help finding the right talent for whatever phase of recruitment you are in, get in contact with one of our highly skilled Account Managers here.
Taking the Chance to Reset and Carve a Clear Way Forward
Hiring IT Web Developers on Contract is a Smart Move for Your Transformation and Security Projects
In the fast-evolving IT and digital industry, organisations must constantly adapt to new technologies, processes, and strategies to remain competitive. A Change Manager plays a critical role in ensuring these transitions are smooth, effective, and embraced by all stakeholders.
As the IT & digital industry continues to evolve, staying informed on salary trends and employment dynamics is crucial for both professionals and businesses. Last month, Peoplebank’s highly anticipated February 2025 Salary Guide was released, offering comprehensive salary insights, job market analysis , and hiring trends to help you navigate the ever-changing landscape of IT & digital employment in Australia. Key Insights from the Peoplebank Salary Guide 2025 Our latest salary guide delivered state-by-state salary benchmarks for various IT & digital roles, providing clarity for job seekers, hiring managers, and industry leaders. It also includes expert insights from Peoplebank specialists, highlighting the latest employment trends shaping the industry. “Our Salary Guide reflects the major challenges and opportunities within the dynamic IT & digital industry. The guide serves as a critical resource for stakeholders, providing insights into commercial realities as the year begins and empowering both talent managers and IT & digital professionals to make informed strategic decisions aligned with the current market.” Tim Moran, Executive General Manager, Peoplebank and Leaders IT What’s Trending in the IT & Digital Job Market? Job Market Stability : The number of professionals changing jobs has continued to decline since 2024, with a rise in job tenure. This suggests a growing emphasis on job security and long-term career planning in the IT sector. Contractor Rates & Permanent Roles : A softening of contractor rates indicates a shift in preference towards permanent employment, reflecting a changing job market dynamic. Talent Development Focus : Companies are prioritising in-house talent development , tailoring skills to meet their specific organisational needs rather than solely relying on external hires. Most In-Demand Roles : Software Engineers are in high demand as businesses invest in AI, automation, and cloud-based solutions to accelerate digital transformation. Solutions Architects are increasingly sought after to design scalable, efficient, and secure IT infrastructures that support evolving business needs. Download the Full Salary Guide Understanding salary trends, hiring patterns, and emerging job market shifts can give you a competitive edge—whether you’re an IT professional planning your next career move or a business seeking top digital talent. Download the full Peoplebank Salary Guide now to access the latest insights and ensure you're staying ahead in the IT & digital industry.
As we wrap up the first month of 2025 what have our experts learned? Peoplebank Account Manager Elizabeth Fairweather shares her thoughts and predicts the trends to come
