Importance of Asking Questions in New Zealand Interviews

Interview this week? Most candidates lose ground in the last 3–5 minutes. You can gain it back with better closing questions. Try these ANZ-ready options 👇 1) “What was the last win the team celebrated, and what made it possible?” Skip “What’s the culture like?” This shows you care about outcomes, not posters on the wall. Hiring Manager POV: I hear “impact” and “team fit,” not small talk. 2) “In the first 90 days, which decision will my work unblock?” Great for lean AU/NZ teams where shipping beats ceremony. You’re signalling operator thinking. 3) “When priorities collide here, what gets protected and who decides?” Reveals the real trade-offs: customer, revenue, roadmap. Helps you judge leadership clarity. 4) “How will success be measured at 30/60/90 days, and what data will we look at?” You anchor on metrics (NPS, cycle time, uptime, activation, ARR influenced—pick what fits). 5) “What did the last person in this role learn the hard way?” Surfaces risk, scope creep, and hidden stakeholders, before you inherit them. 6) “If I meet expectations, how do pay reviews (or performance reviews) and progression work e.g. band, cadence, inputs?” Standard in AU/NZ to ask about process, not numbers on the spot. You’re being pragmatic, not pushy. Why this works (ANZ tech context): Local teams are small; hires must ship value fast. These questions prove you can. They test decision quality, not just vibes. They create a memorable experience in the room, and experiences stick. Be remembered in the process. Win the last 5 minutes. 👉 What’s one question that has served you well in the past ? Share them in the comments.

In recent weeks, I've observed a common trend among candidates, and it's a missed opportunity that stands out - many candidates are not taking the opportunity to ask questions during the interview. While they may have the chance to gain additional insights or clarification, there seems to be a hesitation to pose thoughtful inquiries. As a candidate, asking thoughtful and strategic questions during an interview is crucial. It not only demonstrates your genuine interest in the position and company but also helps you gather important information to make an informed decision about whether the role and the company are the right fit for you. Here are some questions you may consider asking the interviewer next time: 1. Can you share more about the team's biggest success or accomplishment in the past year and how this role contributed to it? 2. How would you describe the company's approach to innovation and staying ahead in the industry? Are there any exciting projects or initiatives in the pipeline? 3. What qualities and skills do you believe are most important for someone to excel in this role, beyond the listed job requirements? 4. In your opinion, what sets apart individuals who have been truly successful in this company and role from others? 5. What key performance indicators (KPIs) or metrics are used to evaluate success in this role? 6. How is feedback typically provided to employees, and how often are performance reviews conducted? 7. How does the company foster a culture of learning and development, and what opportunities are available for continuous growth? 8. What is the leadership style of the team or department head, and how does it influence the work environment and team dynamics? 9. In terms of collaboration and cross-functional teamwork, how are ideas typically generated and implemented within the team or company? 10. Can you walk me through the typical career progression for someone in this role? What opportunities for advancement are available? 11. How does the company prioritize and promote diversity and inclusion, and what initiatives are in place to ensure a diverse and equitable workplace? 12. What do you enjoy most about working for this company, and what makes you proud to be a part of the team? 13. In your experience, what are the key qualities that make someone successful in this organization's work culture? 14. How does the company support a healthy work-life balance, and what initiatives are in place to ensure employee well-being? 15. How does the company prioritize employee satisfaction and retention? Thoughtful questions help clarify expectations, signal cultural fit considerations, and contribute to a positive candidate experience, leaving a lasting impression on the interviewer. Overall, this proactive approach enhances your candidacy by highlighting your curiosity and understanding of the broader context beyond immediate job responsibilities. #InterviewTips #Hiring #professionaldevelopment #recruitment

During a recent call, a client said, “I keep ending up in jobs that look great on paper and sound great in the interview, but don’t feel right once I’m there.” As we talked, it became clear she’d never asked questions during the interview that checked for values alignment—the cues that tell you if a company’s actions match its words, and if their actions align with your values. It’s so important to ask questions that require detailed answers that give you insights into how the company works. It’s the same strategy companies are using, and you should use them, too. Here are a few questions I recommended my client start asking: 1. “Can you tell me about a time when your team faced a setback or challenge, and how you worked through it?” Every company talks about success, but how they handle difficulty tells you who they really are. Do they use “we” language or “they” language? Do they sound reflective and transparent, or defensive and vague? If they describe learning from the challenge and taking accountability, that’s a strong indicator of a healthy culture. If they shift blame or gloss over it, that’s a sign they might not handle feedback well. 2. “What does your company do to recognize great work — and how do you make sure it doesn’t go unnoticed?” This question reveals how they treat people day-to-day, not just at performance review time. If they talk about bonuses, awards, or structured recognition, great. If they mention shoutouts in meetings, peer nominations, or giving people stretch opportunities, that’s even better. It shows they value both contribution and recognition. And if they hesitate or joke that “people just know they’re doing well,” that’s worth noting too.   3. “How does leadership make decisions that impact employees — and how are those decisions communicated?” You’re looking for transparency and trust here. If they mention open Q&A sessions, all-hands updates, or structured communication channels, that’s a green flag. If you hear things like “Typically, we have found email to be the best way to get the word out,” that’s a red flag. Healthy companies make space for two-way communication — not just top-down announcements.   4. “What’s something about your culture you’re proud of — and something you’re still working on?” I love this question because every company has blind spots. The question is whether they will admit it. If they pause, reflect, and answer honestly, that’s a green flag. If they rush to paint a perfect picture, that’s a red one. Self-awareness and transparency are leadership skills — and important to look for. The big takeaway: You’re not just interviewing for a job — you’re evaluating a future relationship. Asking insightful questions can make the difference between joining the right company or the wrong one. QUESTION: If you’ve ever realized during an interview that a company’s values didn’t match your own, what gave it away?

We recently had a client decide not to offer our candidate a role because the candidate didn't ask any questions in the interview. Until that point, the interview had gone well - the candidate was qualified for the role and had answered all the questions well. By not asking questions, the candidate gave the impression that they weren't curious about the industry, the company, or the role. It doesn't matter what stage of your career you are at, employers love to see curiosity in prospective candidates. It's a sought-after trait - one that our clients often highlight to us as highly desirable when we're taking a brief. A high level of curiosity indicates that you will be a top performer. It speaks to your ability to show initiative, to think critically and seek out information, to analyze data before making decisions. As a candidate, one of the best ways to show your level of curiosity is by asking great questions. Consider macro trends, economic conditions, new technology and industry trends; then, prepare questions about how these may impact the business and your specific role. Ask questions about the employer's expectations of someone in the role, and ask for specifics about progression, mentorship, and culture. When your prospective employer hands you the floor, the worst thing you can say is, 'I don't have any questions - you've covered everything.' Always have a list of questions prepared before an interview.

Being in an interview, we can sometimes hold back our questions and actually wait until the end to ask, but why not ask along the way? In this video, I explain how asking questions throughout can not only make interviews better but also help you gather more information to really understand the business, all while keeping the conversation engaging. Most people wait until the hiring team says, “Got any questions for us?” but why not add them in naturally? If you can find moments to ask things like: 👉🏻 Why has this role become available? If they say promotion, that gives you insight into internal mobility. 👉🏻 What does success in this role look like in the first six months? This helps you understand expectations beyond the job description. 👉🏻 What are the biggest challenges the team is currently facing? This can give you real insight into where you can add value. If you can get an engaging interview, it saves you from asking the worst question of them all: ❌️ "What time is my lunch?" Just remember, interviews are a two-way street. You are interviewing them as much as they are interviewing you. Do you like asking questions along the way? #LinkedIn #Careers #Interviews #Hiring

No“Do you have any questions for me?” This question isn’t just a formality—it’s your opportunity to interview the employer. In today’s competitive job market, candidates have as much at stake as employers. The dynamic has shifted, and companies must do more than evaluate candidates—they need to show why their organization is the best choice. Instead of asking, “Why do you want to work here?”, employers should focus on answering, “Why should you want to work here?” As candidates, we need to ask thoughtful questions to determine if the role aligns with our goals and values. Some great questions include: ✅ What are the expectations for this role in the first year? ✅ What professional development opportunities are available? ✅ What challenges does the team or company currently face? ✅ How do you support work-life balance and employee wellness? ✅ Can you describe the company culture and team dynamics? ✅ What career growth opportunities are available? 💡 Pro Tip: Don’t ask about salary or benefits during the initial interview. Save those discussions for when you receive an offer. Asking the right questions shows genuine interest and leaves a strong impression. In fact, I once saw a hiring manager reject a candidate simply because they didn’t ask follow-up questions. The manager assumed the candidate wasn’t serious about the job. Personally, I’ve seen the impact of asking thoughtful questions. In one interview, I asked, “What challenges does your team face, and how can this role help solve them?” That question sparked a meaningful discussion about their goals and struggles. It gave me the chance to highlight how my skills could directly address their needs and ensured I understood if the role was the right fit for me. 🔑 Takeaway: Interviews are a two-way street. You’re not just trying to get the job—you’re also deciding if the employer is the right fit for you. What are some of your go-to questions during interviews? Let’s share and learn from one another! Best of luck on your job search journey. Remember, the right opportunity is out there—don’t give up! ✍🏻Cynthia Nancy Omoviro™ (ACIPM)

It takes 2 minutes to stand out yet most candidates don't... When an interviewer says "Do you have any questions for us?" they're not being polite. They're still deciding. According to research, candidates who ask questions during an interview are... 2.5 times more likely to get hired compared to those who don't. Let that sink in. 2.5 times more likely. And 80% of hiring managers consider the questions you ask as a direct indication of your interest in the role. The questions you ask signal how you think, how you work, and how seriously you take the role. Here are some of the closing questions that impress: 1️⃣ Ask about direction, not perks Questions about vision and priorities show long-term thinking. 2️⃣ Ask how success is measured You signal accountability, not just enthusiasm. 3️⃣ Ask what top performers do differently This shows you want to learn and raise your standard. 4️⃣ Ask about challenges, not just highlights Strong candidates aren’t scared of hard work. 5️⃣ Ask how feedback and conflict are handled You show emotional maturity and self-awareness. 6️⃣ Ask about the first 90 days This signals readiness, not hope. 7️⃣ Ask what challenges the team is facing It shows interest in who you will be working with. The research is clear: Good answers get you shortlisted. Good questions get you hired. ♻️ Repost to help someone nail their next interview ➕ Follow Liam Edwards for practical career advice