Imagine you’re wrapping up a job interview when the interviewer turns the tables and asks, “Do you have any questions for us?”
Your mind goes blank. You shake your head politely, leave the room, and later kick yourself as you realise there are still so many things you want to know.
Sound familiar?
Asking the right questions in an interview is just as important as answering them. Probing questions are a fantastic way to uncover key details about the role, the company, and the team you'll be joining. Plus, they demonstrate to the interviewer that you’ve thoughtfully considered the position and are truly invested in the opportunity.
Probing questions dig deeper into a topic. They encourage the person answering to elaborate, clarify, or provide more context. Unlike yes-or-no questions, probing questions open up a dialogue and lead to meaningful insights.
You’ll find that probing questions are useful in many scenarios:
Job interviews: To learn more about the role, team dynamics, and company culture.
Customer service: To better understand a customer’s needs or resolve an issue.
Sales: To identify a client’s pain points and offer tailored solutions.
Presentations or learning: To clarify complex information or explore new ideas.
Asking probing questions during a job interview isn’t just about gathering information. It’s also about making a strong impression.
Whatever the situation, you can use probing questions to solve a problem more effectively. A popular example is the ‘5 Whys technique’ developed at Toyota in the 1930s. This technique seeks to get to the root cause of a problem by inquiring into the processes, mindsets, and options that led to an outcome.
Probing questions can also help you understand another person’s perspective, clarify confusion, and resolve conflicts. After all, two people can look at a painting and interpret it differently. You and your colleague might work with the same tools and goals but still have different points of view.
You may need to dig deeper into the factors behind your colleagues’ actions and decisions. This is crucial not just for collaboration but also for your work satisfaction – research by SEEK shows that for 68% of Australians, relationships with their colleagues have an impact on their happiness at work.
During job interviews, you must ask probing questions to understand the role’s responsibilities beyond what’s listed in the job ad.
Use probing questions to gain insights into how the company operates and whether its values align with yours. This is important, as SEEK research has found that 87% of people believe it’s important for their employer’s values to align with their own. This can significantly impact your job satisfaction.
If the concept of probing questions sounds daunting, don’t worry. We’ve classified them into five types of probing questions to help you decide what to ask based on your situation and purpose.
Sometimes, an interviewer’s response may be unclear or too general. That’s when clarifying questions come in handy.
Examples of probing questions to get clearer answers:
1. Can you clarify what the day-to-day responsibilities for this role involve?
2. Could you elaborate on how success is measured in this position?
3. You mentioned collaboration – can you provide an example of how teams work together here?
If you want to better understand a process or challenge, ask for examples to provide real-world context.
Examples of probing questions to get more concrete answers:
1. Can you share an example of a recent project the team has worked on?
2. What does a typical challenge in this role look like?
3. Could you describe how a team member exceeded expectations recently?
These questions help you assess whether the role, team, or company aligns with your goals and values.
Examples of probing questions to elicit insightful responses:
1. How does this role contribute to the company’s objectives?
2. What are the team’s biggest challenges right now?
3. How is feedback typically provided to employees?
Understanding what drives the team and leadership can give you insights into the company’s priorities.
Examples of probing questions to reveal underlying reasons:
1. What inspired you to join this company?
2. What excites you most about the organisation’s future?
3. What motivates the team to achieve its goals?
Help shape the role you’re applying for by introducing alternatives and new possibilities.
Examples of probing questions to explore ideas:
1. What have other people in this role achieved?
2. What does long-term success look like in this role?
3. How does this role influence outcomes beyond this team?
Want to ask great probing questions? Here are some practical tips:
Pay close attention to what the interviewer says so you can build on their answers. Convey your interest through non-verbal cues like nodding your head.
Active listening also means reflecting on the person’s words and asking clarifying questions to make sure you’ve understood correctly. You can do this by rephrasing what the person has just said and asking if your interpretation is correct. You could also simply ask what they meant by their answer.
Mirror the tone and style of the interviewer to create a connection. Some interviewers prefer a casual, conversational style, while others are formal and like to get straight to the point.
If you’re going through several rounds of interviews, consider adapting your communication style based on the purpose of each round, too.
For instance, your potential direct manager might want to get into more technical details. You’ll want to establish rapport with a potential teammate. When talking to HR, you might prioritise exuding confidence and professionalism.
This may sound like vague advice, but critical thinking is all about how you process information – and that includes knowing what to ask. One technique for improving critical thinking is the use of the Six Thinking Hats, a problem-solving and brainstorming model introduced by physician Edward de Bono in the 1980s. Each hat symbolises a different way of thinking.
For instance, if you ‘wear’ a white hat, you want to focus on the known facts of a scenario, and nothing else – no hunches, emotions, or possibilities. If you ‘wear’ the red hat, you focus on feelings; the black hat focuses on risks and challenges; and so on and so forth.
You can then use these hats as a mental shortcut when you need to probe into an answer – do you want to know more facts? Are you keen to understand the processes behind an outcome, or discuss alternative options and new ideas?
Silence can be your friend, even if it’s awkward. Avoid the urge to fill in a few seconds of silence when the other person is still gathering their thoughts. Sometimes, even a short pause after the person has finished answering prompts them to reflect on what they’ve just said and elaborate further.
Consider the amount of time you have left for an interview, too, so you can prioritize the questions to ask.
1. What does success look like in this role after the first six months?
2. How would you describe the company’s leadership style?
3. What are the team’s main priorities right now? Why did they choose these?
4. Can you share more about the company’s approach to professional development?
5. What traits do you consider non-negotiable for people applying for this role?
6. What does a typical day in this role look like?
7. How does the team celebrate successes?
8. Can you describe the company’s approach to work-life balance?
9. What challenges has the company faced recently, and how were they addressed?
10. How do teams communicate and collaborate here?
11. What do you like most about the tools or systems the company uses? Why?
12. Can you tell me about the team I’d be working with?
13. What opportunities for growth are available in this role?
14. How often does the team meet and what's the reasoning behind this cadence?
15. What’s the biggest challenge the team has overcome recently?
16. How does the company support employees during busy periods?
17. Can you describe the onboarding process?
18. What qualities make someone successful in this role?
19. What changes do you see happening in the company in the next year?
20. How do you measure success for someone in this position?
While probing questions are effective, there are some common mistakes to steer clear of:
Coming across as interrogative or aggressive: Convey genuine interest by using a conversational tone. And don’t forget to smile! Show a genuine interest in others, be attentive, respectful, kind and responsive with your boss, colleagues and interviewer.
Asking leading questions: Avoid phrasing questions in a way that suggests a specific answer. Remember, you want honest answers, even though you might not always like what you hear.
Overloading the interviewer: Space out your questions and don’t bombard them with too many at once.
Remember, job interviews are a two-way street. While the company is evaluating you, you’re also assessing whether the company aligns with your values, goals, and aspirations. By asking thoughtful probing questions, you can set yourself up for success in your next career move.
Open-ended questions invite broad responses, while probing questions dig deeper into specific details.
1. Clarifying
2. Example-seeking
3. Evaluative
4. Motivational
5. Explorative
Clarifying questions aim to resolve ambiguity, while probing questions seek more depth and detail.
1. What challenges are you currently facing?
2. Can you explain what you’re hoping to achieve?
1. What outcome are you looking for?
2. Can you tell me more about the issue?
Ask about company culture, team dynamics, growth opportunities, and specific role expectations.
Source: Independent research conducted by Nature on behalf of SEEK, interviewing 4800 Australians annually. Published November 2021.