Questions to Ask Employers in an Interview

The best questions to ask employers typically do at least two things:

1. They help you decide whether you want the job
2. They subtly communicate qualities the employers value.

Strong questions to ask employers additionally invite them to give in-depth answers or tell stories, as opposed to provide yes/no answers. Below are a range of example questions that do this.

1. Lets assume this this interview has gone well, I was offered and accepted the position, and in 12 months from now you were reflecting on your decision to hire me. What would I have had to of done for you to be satisfied that you had made the right decision?
   
   This is a fantastic question to ask employers/interviewers, both within and outside of the veterinary industry for a number of reasons. First, one of the most robust findings in cognitive psychology is that where information appears in a conversation strongly influences how well people remember it – the beginning and end of conversations are disproportionately memorable. Getting the interviewers to visualise a successful interview and you being offered the job increases the probability that they will come away from the interview feeling positive about you joining their team. The second part of the question essentially asks the employer/interviewers to provide you with a recipe for success to follow in your first 12 months of the job. This serves many purposes; 1) it demonstrate to that you are motivated to succeed; 2) it clearly outlines expectations from the start; 3) it exposes employer/interviewer values and priorities that may not appear in the job description; and 4) it gives you step-by-step instructions regarding how to impress your new employer. This question may also encourage interviewers to produce additional criteria that you can address before the interview ends, for example, ‘Actually, I have already done multiple GDVs before, so that one should not be an issue…’.
   
   
2. What are the biggest challenges the successful candidate will face in this role?
   
   Demonstrates to interviewers that you’re realistic and prepared for challenges, and identifies if these challenges are interesting and manageable, or not.
   
   
3. What prompted the clinic/business to hire for this position?
   
   Identifies if the position has arisen due to staff turnover, business growth or restructure. Demonstrates to interviewers that you want the context and that you want the right job, not just any job.
   
   
4. How would you describe the clinic/business culture?
   
   Identifies day-to-day working styles and interpersonal dynamics for you, and demonstrates to interviewers that you care about job fit and collaboration.
   
   
5. What excites you most about working here?
   
   Identifies interviewers enthusiasm for the clinic/business and the work that they do, and demonstrates that you value authenticity.
   
   
6. How is feedback typically given to vets/nurses?
   
   Identifies the clinic/business management style, when and how you may have opportunities for growth, and demonstrates that you’re receptive to learning.
   
   
7. What opportunities are there to develop new skills or take on greater responsibilities?
   
   Identifies possible career development opportunities for yourself and demonstrates that you’re a life-long learner, keen to improve and interested in growing with the clinic/business.
   
   
8. Is there anything we’ve discussed today—or anything on my résumé—that gives you hesitation about my fit for the role? I’d appreciate the chance to address it.
   
   This question demonstrates that you are confident and that you’re open to feedback. It additionally gives you the opportunity to clarify concerns before the interview ends, and may uncover misunderstandings that would otherwise go unaddressed.
   
   
9. What do your best vets/nurses do differently?
   
   This question demonstrates your ambition and provides insight into how the employer/interviewers define excellence and where their values lie.

Questions to avoid

In an initial interview it is recommend to avoid questions such as those below. These are all details that can be discussed later, after you have been offered the role (remember you don’t have to accept the role if offered). Asking such questions early in the process can unintentionally give the impression that you’re more focused on benefits the role may provide, than your fit and what you can bring to the role itself.

1. How much annual leave do I get?
   
2. Do I get additional annual leave if I work a greater proportion of weekends or do more on-call?
   
3. How is overtime delt with/how am I compensated for overtime?
   
4. What is the process for negotiating a pay rise?