10 Questions You SHOULD Ask In A Job Interview

Jason Saliani • April 22, 2016

Here you are, the moment you’ve been waiting for. You’ve wowed them throughout the interview with standout answers and then the interviewers turn the tables and ask ‘do you have any questions for them?’ Oh yes, you definitely do!


You know what questions not to ask (because you read our last article...here) and you know that this is your chance to gain valuable insight on the company, the culture and your potential new role while demonstrating interest and all around awesomeness.


Here is some inspiration to help you get one step closer to your dream job. Of course, you aren’t going to have the time to ask every single one of these, but pick and choose depending on what’s been covered off already and what is most important to you!


1. What are some challenges I might face in this role?

You aren’t one to back down from a challenge, in fact you thrive on them and this question shows that. Bonus – Remember their answers, because if there’s an opportunity in a later interview to demonstrate how your experiences and skills can overcome these challenges – do it!

2. What does success look like in this role?


Showing that you care about success and are interested in knowing how your managers define success will set you up to knock their expectations out of the park.


3. What does a typical day of work look like?

Knowing what the normal day-to-day looks like will help you gauge how you’ll be spending a big chunk of your work life. If you are going to be spending 40+ hours a week doing something, shouldn’t you know what it will really be like? Do you have the opportunity to get involved in additional projects? How much work is done in a team versus individually? All good things to know if you want to love your job.


4. Is there opportunity for growth or advancement within the company?

It’s definitely nice to know if a company has a culture of promoting from within or if they typically hire externally when there’s an opening. Asking about potential progression is also good sign to your hiring manager that you are ambitious and care about your career and your future.

5. What makes a good fit culturally here?

This is another way of asking what the team is like. Since you’ll (hopefully!) be spending a lot of time with these people, you’ll want to know what they are like, how social they are, and if you’d be a good fit. Knowing if the team is looking for someone who can hold their own in a ‘karaoke off’ (I’ve actually had a client tell me this was a must) goes a long way to help you figure out how you’ll like the dynamic and if it’s the right fit for you.


6. What are your expectations for this role during the first 30 days, six months, a year?

Knowing what the expectations are in the distant and not-so-distant future will help you stay on track and also see how this position might grow in the future. Do you need to accomplish something specific before taking on an exciting major project? This type of question helps you understand what they will need to see from you so that they see you as a star.


7. Where is the company heading in the next five years?

Are you looking to dial up your career to the next level with a fast growing start up? Or are you looking for something a little more stable? Where the company is headed in the next 5 years should align with what you’re looking for in this move. Keep in mind that an overzealous vision can sometimes be a red flag, but optimism and positivity for the success of the company should always be there.

8. What are the next steps in the interview process?

This is a fairly simple question to get a gauge of what the process as a whole will look like. This can also provide some insights on how far along you are and how many other candidates are also still in the running. It also shows that you are interested in what’s next.


9. What do you think are the most important qualities for someone to succeed in this role?

You know when they ask you what qualities make you the best fit for the role? Well, this is your turn to see what their thoughts are on the same subject. Again, remembering these will help in future interviews if you can demonstrate these qualities. It can also help you dial up these qualities both in the interview and while on the job to ensure success


10. What excites you about working here?

This might be my favorite question. When you can see the twinkle in the interviewers’ eye when they tell you why they love the company and what excites them, there’s nothing more telling. When there’s excitement to be a part of future plans, then you know there’s passion. Genuine excitement and passion for a company translate to happy employees, and businesses with happy employees outperform the competition by 20 per cent. And it feels good to be part of a successful company, doesn’t it!?


Remember to use this time to your advantage. Your questions should help you gather valuable insights on the company and their culture and also demonstrate your interest in the role at hand. You will see that none of the examples are salary, benefits, vacation or other policy driven questions – leave those for later. Take this opportunity to dive into the deeper, more value driven questions and you’ll be on the right track!


If you haven’t read it yet, be sure to check out our list of 10 Questions To NOT Ask In A Job Interview.

Share Blog
Latest Blogs

Why Soft Skills Give You a Competitive Edge in an Automated World

By Jeremy Tiffin • May 22, 2025
We hear a lot about the importance of technical skills - and for good reason. Technical expertise has always mattered - but in today’s environment, where automation is taking over the routine, it’s the human skills that are becoming the main point of differentiation. It’s no longer just leaders who need to think strategically, communicate clearly, and influence outcomes - those expectations are moving down into roles at every level. Communication. Adaptability. Emotional intelligence. Critical thinking. These are the abilities that help professionals stand out, especially as repetitive tasks get absorbed by technology. Soft skills are no longer supplementary - they’re essential. Automation Is Reshaping Roles, Not Just Replacing Tasks Across industries like finance, supply chain, and accounting, automation has changed the nature of work. AI systems now handle much of the data entry, reconciliation, and transactional processing that once consumed hours each week. In the accounting world, for example, firms are leveraging AI to pull data from receipts, invoices, and bank statements - eliminating the need for manual entry and dramatically improving speed and accuracy ( Invensis ). The result isn’t just increased efficiency - it’s a shift in focus. What’s being asked of professionals now goes beyond executing tasks. It’s about applying judgment, interpreting insights, and influencing decision-makers. These responsibilities require strong interpersonal and analytical abilities - things automation simply can’t replicate. Soft Skills Are Becoming the Differentiator A recent LinkedIn study shows that soft skills now rank among the most sought-after competencies in hiring decisions. Communication, leadership, and adaptability top the list, signaling a clear pivot in what employers value most. This growing emphasis reflects what organizations are dealing with every day: hybrid teams, fast-changing environments, and the need for strong collaboration across functions. In this context, professionals who can clearly express ideas, respond to change, and build alignment across departments are the ones who consistently create impact. Soft skills are also increasingly visible in how professionals navigate conflict, make decisions, and influence outcomes. These aren’t soft in the sense of being secondary - they’re powerful tools that create trust, drive clarity, and elevate execution. Leadership Expectations Are Evolving The profile of effective leadership is changing in lockstep with technology. While domain expertise and operational know-how are still important, they’re no longer enough on their own. Leaders today are being measured on how well they engage people, adapt to change, and manage complexity. Emotional intelligence, for instance, has emerged as a critical leadership skill. It includes self-awareness, empathy, and the ability to stay composed under pressure - traits that make a tangible difference in how teams perform. In fact, Forbes recently reported that emotional intelligence now ranks as the number one leadership skill for 2024. Today’s leadership isn’t about having all the answers. It’s about fostering alignment, communicating vision, and creating the kind of trust that allows teams to take initiative and follow through - even when the path forward isn’t perfectly clear. This shift is particularly relevant for those in cross-functional roles. Finance leaders need to communicate priorities to operations. Supply chain executives are collaborating with IT. HR professionals are influencing cultural transformation. None of this happens effectively without strong interpersonal capability. Soft Skills and Career Mobility For professionals aiming to grow their careers, soft skills offer a real and lasting advantage. They’re often the deciding factor between candidates with similar technical credentials. And in a world where tools and platforms evolve quickly, it’s these human strengths that carry over from one role - or industry - to the next. Research from Washington State University echoes this, noting that soft skills are now a cornerstone of long-term career development. As organizations evolve, they're increasingly prioritizing traits like adaptability, emotional intelligence, and resilience when making hiring and promotion decisions. The takeaway is simple: soft skills help people perform better, connect better, and lead better. They show up in the ability to listen carefully, manage a difficult conversation with tact, or adapt quickly when the landscape changes. These aren’t personality traits - they’re competencies that can be developed, practiced, and refined. Conclusion Technology will continue to change how we work - but not why we work or how we connect. The ability to influence, adapt, and communicate effectively has always been important. What’s changed is that now, it’s essential. As automation takes care of the transactional, soft skills will define who moves forward. The professionals who prioritize these capabilities won’t just stay relevant - they’ll become the ones who drive progress. In a world increasingly shaped by AI and automation, human connection, emotional insight, and critical thinking aren’t being replaced. They’re becoming the edge. Whether you're actively searching or just exploring your options, we support professionals like you in taking the right steps toward meaningful career growth. Search current opportunities.

Interim Roles: A Strategic Move to Fast-Track Your Career

By Jeremy Tiffin • May 22, 2025
For years, interim roles were seen as temporary fixes - gap-fillers until a full-time leader could be hired. But that perception has changed. Today, interim assignments, especially in Accounting & Finance and Supply Chain, are becoming strategic career accelerators. These are not just stopgap gigs. They’re high-impact opportunities that can move your career forward faster than a traditional path ever could. If you’re the kind of professional who enjoys variety, wants to build real influence, and thrives in environments where your work has immediate value - interim work could be a smart step forward. Here’s why interim roles are worth your attention. Access to High-Impact Projects and Decision-Makers Most interim professionals don’t come in to “help out.” They’re brought in because something important needs to get done - and it needs to happen soon. Whether it’s supporting a finance transformation, navigating a system upgrade, or optimizing supply chain performance, interim professionals are often trusted with responsibilities that are central to business success. As the Association of Executive Search and Leadership Consultants (AESC) notes, these assignments typically offer direct access to senior leaders. You’re working side-by-side with decision-makers, not watching from the sidelines. The result? You gain visibility. You’re involved in shaping outcomes. And when you show what you can deliver in those moments, it opens the door to lasting relationships and new opportunities. Companies are increasingly relying on interim finance talent during transactions and transitions - because the need is real, and the right person can make a measurable difference. Demonstrating Value in Evolving Business Environments One of the most rewarding aspects of interim work is the variety. Each engagement introduces you to new systems, teams, and goals - which means you're constantly stretching your skills and building new strengths. You’re not just showing up to do a job - you’re being brought in to improve processes, solve meaningful challenges, and add value quickly. Interim roles are a gateway to personal growth. Because each environment is different, you’re learning how to adapt, communicate, and contribute in ways that drive results across sectors and industries. Interim professionals often play multiple roles - a strategist, a builder, and a trusted partner - helping organizations get where they need to go with added clarity and momentum. Accelerated Learning and Hands-On Skill Development Interim roles are one of the fastest ways to grow as a professional. You’re regularly stepping into new challenges, learning different business models, and working with a wide range of tools and technologies. Rather than spending years in one environment, interim professionals collect diverse experience that builds real confidence - and a standout resume. According to a ScienceDirect study on interim leadership , these roles create powerful “situational learning” opportunities. You're constantly observing, adjusting, and applying what you know in ways that drive action, not just discussion. Interim leaders are often the ones helping companies improve, not just execute operations. That means your voice matters. You’re not just using systems - you’re shaping them. Each assignment becomes a way to refine your toolkit, add new capabilities, and expand your understanding of how to lead in the real world. Strategic Career Advancement and Future Flexibility Interim work also gives you something most traditional roles don’t - freedom to choose the path you want. Want to explore different industries? You can. Prefer to take on leadership responsibility without long-term bureaucracy? You’ll get that. Looking to build a network across several companies? That happens naturally in interim work. And when the right opportunity shows up - many interim professionals convert to full-time roles after demonstrating their value. Many professionals use interim roles to step into bigger, more influential positions over time. Because they’re already delivering results, the conversation around advancement becomes easier - and faster. Interim work is especially well-suited for people who want autonomy, impact, and meaningful contributions - without having to wait years for promotions or permission. Final Thoughts: Don’t Overlook the Power of Interim Interim roles aren’t about filling in - they’re about stepping up. If you’re a finance or supply chain professional looking to sharpen your skills, grow your network, and take on roles that matter, interim assignments can offer a powerful way forward. You’ll learn fast. You’ll build trust with senior leaders. And you’ll develop a portfolio that shows you’re the kind of professional who creates momentum - not just manages tasks. At Horizon Recruitment, we’ve seen it time and time again: professionals who step into interim roles often find themselves on a faster, more rewarding path than they expected. If you're open to that kind of growth - interim might be exactly the move your career needs. Search current opportunities.