Are You Ready for the Questions Candidates are Asking?

Top talent comes prepared! They know what they want. They’ve read up on your company. They’ve researched your leadership team. They’re listening to podcasts, using ChatGPT, and scrolling LinkedIn for advice on how to ask better questions. In some cases, they are out-interviewing the interviewer.  

86% of job seekers say they research company reviews and leadership before interviews (Glassdoor). Over 70% of candidates are actively looking for signs of transparency, purpose, and growth when deciding to pursue a role (LinkedIn Talent Solutions). And nearly 60% of Gen Z candidates expect a two-way dialogue in interviews, not an interrogation (Handshake Network Trends). 

So, the question becomes: Are you, as the hiring manager, ready for their questions? 

10 Smart Questions Candidates Are Bringing to the Table

Here are 10 smart questions candidates are being encouraged to ask, and how you can prepare to answer them well while keeping the conversation meaningful and reciprocal. 

1. “What types of skills is the team missing that you’re looking to fill with a new hire?” 

This is about more than job descriptions. It’s about contribution. 

• Be specific. Talk about soft skills like adaptability or leadership as well as technical gaps like data analysis or cross-functional communication. Top candidates want to know where they can make an immediate impact. 

• Turn it around: “Where do you see yourself bringing the most value to this team?” 

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2. “What metrics or goals will my performance be evaluated against?” 

According to Gallup, employees who strongly agree that their manager helps set performance goals are 3.6 times more likely to be engaged at work (Gallup). 

If you can’t answer this clearly, it might raise concerns about your management approach. 

• Have tangible answers. Use KPIs, OKRs, or project milestones. Show that success is defined, not vague. 

• Ask in return: “What kinds of goals drive your best work?” 

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3. “What are the company’s current goals, and how does this team support them?” 

Alignment matters. Candidates are trying to connect the dots between their role and the company mission. 

• Make the link. Share quarterly priorities, growth goals, or mission-driven initiatives. If your team plays a critical role in those outcomes, explain how. 

• Re-engage with: “How do you like to see your work contributing to the bigger picture?” 

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4. “What’s the most important thing I should accomplish in the first 90 days?” 

This is a performance-oriented question. It signals focus. 

• Be clear. Whether it’s building key relationships, launching a project, or streamlining a process, outline what “success” looks like in that first quarter. 

• Respond with: “What kind of early wins help you gain momentum in a new role?” 

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5. “Do you expect my responsibilities to change in the next 6 to 12 months?” 

According to a recent McKinsey report, 94% of business leaders expect employees to learn new skills on the job by 2030 (McKinsey & Company). 

• Be transparent. If the role is evolving, say so. If there’s potential to lead, own more territory, or shift into new projects, outline the possibilities. Top performers are driven by growth and impact. Use this question to deepen the candidate’sjourney into your story. 

• Then ask: “How do you see your role evolving in your ideal job?” 

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6. “Is there anything I should read to understand my future team better?” 

This question is a proxy for culture fit. It shows curiosity and initiative. 

• Offer real resources. Share your team’s values deck, communication principles, or a favorite book or podcast. HubSpot’sCulture Code is a great example of what this can look like. 

• Flip it: “Is there a book or resource that shaped your approach to teamwork or leadership?” 

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7. “What do new employees typically find surprising after they start?” 

Research shows that 1 in 3 employees leave their job within the first 90 days because the role or culture didn’t match their expectations (Jobvite). 

• Be honest. Whether it’s the pace of work, the level of autonomy, or the complexity of internal systems, name what might catch people off guard. You’re not scaring them off. You’re building trust. 

• Invite reflection: “What’s something that surprised you, good or bad, about your last team?” 

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8. “How does the team grow professionally?” 

This question is about investment. In fact, 76% of employees say they’re more likely to stay with a company that offers continuous learning opportunities (LinkedIn Learning Report). 

• Talk about development. Whether it’s mentoring, certifications, stretch assignments, or access to conferences, candidates want to hear that growth is not optional—it’s expected. 

• Counter with: “How do you like to grow your skills on the job?” 

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9. “Where have successful employees moved on to?” 

Great candidates aren’t looking for a static job. They’re looking for a launching pad. 

• Show career paths. Share examples of people who have grown into leadership, moved into different functions, or gone on to work with partners or clients. This signals that success has a trajectory. 

• Then ask: “What kind of progression matters most to you—role, responsibility, or impact?” 

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10. “Is there anything I can clarify about my qualifications?” 

This is an open door. Use it. 

• Take them up on it. Mention an area you’d like to explore more deeply. Give them a chance to close the loop on any lingering questions or potential concerns. 

• Say: “Thanks for asking. Here’s one area I’d love a bit more context on…” 

Make the Conversation Count 

The best interviews are not about giving the perfect answers. They’re about building connection and clarity. 

So, when a candidate comes in with sharp, thoughtful questions, don’t just pat yourself on the back for attracting good talent. Prepare to meet them at their level. Share openly. Ask them why they’re asking. Use their curiosity as a cue for your own. 

And above all, treat every interview like a partnership conversation, because the right hire isn’t just about checking the boxes. It’s about aligning the Head (how they think), the Heart (why they care), and the Briefcase (what they bring). 

Want to Hire for Performance, Not Just Potential? 

At Titus Talent Strategies, we help companies build high-performing teams using our proven Head, Heart, and Briefcaseapproach. 

We’re not just filling seats. We’re helping leaders like you attract, engage, and retain top talent by focusing on the whole person, not just the resume. 

Let’s make your next hire your best one yet. Start here.