Best Interview Questions to Ask: Why 38% Fail Interviews
Picture this: You've just sailed through every question they've thrown at you.
Your answers were spot-on, your examples were brilliant, and you're feeling pretty chuffed with yourself. Then comes that moment: "Do you have any questions for us?"
And suddenly, your mind goes completely blank.
If this sounds familiar, you're not alone. Here's a statistic that'll make you sit up and take notice: 38% of candidates fail interviews because they don't ask good questions (Work It Daily, 2021).
That's not a typo.
More than one in three candidates are sabotaging their chances before they even leave the room, simply because they haven't mastered the art of asking the right questions.
But here's what nobody talks about: the questions you ask during an interview aren't just polite small talk.
They're your secret weapon for standing out from the crowd and landing that job.
In this guide, you'll discover the GRAMS method - a strategic framework that transforms your questions from forgettable to unforgettable, making you the candidate they can't stop thinking about.
Why 38% of Candidates Fail at Interview Questions
Let's get one thing straight: employers aren't just being nice when they ask if you have questions. They're testing you.
Employers rate questions about the job and organisation most favourably; not asking questions at all is very negative (Survey of HR professionals by Glassdoor, 2019).
It's like showing up to a first date and not asking a single thing about the other person - it screams disinterest.
But here's where it gets properly interesting. 33% of employers make a decision about a candidate within the first 15 minutes of an interview (CareerBuilder survey, 2020). That means your questions aren't just important - they're potentially deal-breaking important.
Think about it: if you're sitting there like a deer in headlights when they ask if you have any questions, what message does that send?
That you haven't done your homework?
That you're not genuinely interested in the role?
That you're just going through the motions?
Of course not - but that's exactly how it comes across.
The Hidden Costs of Poor Interview Questions
The statistics paint a stark picture:
118 people apply for each job, but only 20% make it to the interview
Only 2% get a second interview (Glassdoor Economic Research, 2017)
The average time from application to job offer is nearly 24 days
You've already beaten 100+ other candidates just by getting in the room. Don't throw that advantage away by failing to ask thoughtful questions.
The Psychology Behind Great Interview Questions
Here's something most career advice completely misses: asking brilliant questions isn't just about gathering information.
It's about demonstrating that you think like someone who already works there.
When you ask thoughtful questions about the role, the team, or the company's challenges, you're showing the interviewer that you can think strategically. You're proving that you're already mentally invested in solving their problems.
70% of hiring managers say being unprepared is a top candidate mistake (LinkedIn's Global Talent Trends Report, 2018).
But preparation isn't just about rehearsing your answers - it's about preparing questions that show you've done your research and you're thinking beyond just landing any job.
The Flip Side: Your Questions Impact Their Perception
Candidate reactions to interview questions impact their motivation and company perception (Talent Board's CandE Research, 2019 Candidate Experience Report). But here's the flip side: your questions impact the interviewer's perception of you even more.
The right questions position you as:
A strategic thinker who understands business challenges
Someone genuinely interested in contributing, not just collecting a paycheque
A professional who's done their homework
A candidate who thinks beyond the immediate role
GRAMS METHOD
The GRAMS Method: Your Strategic Framework
Now, let's get to the good stuff.
Consumer psychologist Gary van Broekhoven of What Drives Them created the GRAMS Method™, which transforms your interview questions from basic and forgettable into memorable, strategic conversations.
This framework ensures you ask insightful and memorable questions that will make your employer remember your name by the end of the interview!
What GRAMS Stands For:
G - Goals: What are they trying to do, their objectives
R - Reality: Present day. How do they try to achieve their goal? Step by step.
A - Alternatives: Past and Future. How did they used to do it, what made them change, what alternatives do they think they have
M - Meaning: What do they gain by achieving this goal and what would they lose if they don't achieve it
S - Solutions: What hurdles/pains do they have in trying to achieve their goal. Which ones would they want you to improve and in what order
25 Best Interview Questions Using GRAMS
G - GOALS: Questions About Their Objectives
1. "What does success look like in this position after six months?"
This shows you're already thinking about delivering results. It's forward-thinking and demonstrates accountability.
2. "What are the company's main priorities for this department this year?"
Proves you understand that every job exists within a bigger picture and you're thinking strategically.
3. "How does this role contribute to the company's broader objectives?"
Demonstrates you want to understand how your work will drive meaningful impact.
4. "What key performance indicators will you use to measure success in this role?"
Shows you're results-oriented and want to understand expectations clearly.
5. "What's the ultimate goal you're hoping to achieve with this hire?"
Gets to the heart of why they need someone in this position.
R - REALITY: Questions About Present Day Operations
6. "Can you walk me through how you currently achieve [specific goal/objective]?"
Gets you step-by-step details about their current processes and operations.
7. "What does a typical day look like in this role - from start to finish?"
Goes beyond job descriptions to understand the real day-to-day reality.
8. "How often does the team review progress on key objectives?"
Shows interest in their current rhythms and processes.
9. "What specific tools and systems does the team use to track progress?"
Demonstrates practical thinking about current operations.
10. "Can you describe the customer journey from your department's perspective?"
Shows you understand the broader process and want details.
A - ALTERNATIVES: Questions About Past and Future Options
11. "How did you used to approach this challenge before, and what made you change your approach?"
Shows you're interested in learning from their experience and evolution.
12. "What alternatives did the company consider before deciding on this current strategy?"
Demonstrates strategic thinking and interest in the decision-making process.
13. "Have you tried other approaches to solving this problem?"
Perfect for understanding their openness to new approaches and what they've learned.
14. "What other options do you think the team has for tackling this goal?"
Shows you're thinking about future possibilities and solutions.
15. "How has this role evolved over the past few years?"
Indicates you're thinking about adaptation and change.
M - MEANING: Questions About What They Gain or Lose
16. "What would achieving this goal mean for the company overall?"
Gets to the deeper significance and impact of success.
17. "What's at stake if this objective isn't met?"
Shows you understand the consequences and importance of the role.
18. "How does success in this role impact other departments?"
Demonstrates understanding of interconnected business outcomes.
19. "What would be the biggest win for your team this year?"
Helps you understand what they value most highly.
20. "What keeps you up at night about this department's challenges?"
Gets to the heart of their biggest concerns and fears.
S - SOLUTIONS: Questions About Hurdles and Pain Points
21. "What are the biggest hurdles facing the team right now?"
Shows you're ready to tackle problems, not just collect a paycheque.
22. "Which challenges would you most want someone in this role to help solve first?" Demonstrates you're thinking about priorities and immediate impact.
23. "What's the most frustrating part of the current process?"
Get specific about pain points you could potentially address.
24. "If you could wave a magic wand and fix one thing, what would it be?"
Reveals their biggest frustration in a non-threatening way.
25. "What support do you need most to achieve your department's goals?"
Positions you as someone ready to provide solutions.
Questions That Kill Your Chances
Some questions will kill your chances faster than you can say "when do I start." Avoid these like the plague:
1. Anything About Salary or Benefits (Save This for After They Offer)
This screams "I'm only here for the money" and suggests you haven't done your homework on typical compensation ranges.
Instead: Research salary bands beforehand and let them bring up compensation first. When they do, you'll be ready with informed expectations rather than sounding a little desperate - we’ve all been there at one point!
2. "What Does Your Company Do?" (You Should Know This Already!)
This is the career equivalent of showing up to a first date and asking "So, what's your name again?"
It shows zero preparation and respect for their time, which is not the best of impressions to give…
Even worse: Asking about their competitors or recent news - information that's readily available with five minutes of research.
If you do want to do this sort of research - go in deep! For example, understand the whole context and scenario related to a recent news article:
Whose involved?
What is the surrounding circumstance/current situation?
Are there any knock on effects?
What is the history leading to this event?
Any unique insights and interpretations you had from this event?
3. "Is There Anything Negative About Working Here?" (Just... No.)
This puts them in an impossible position and shows poor emotional intelligence. You're essentially asking them to slag off their own workplace.
Instead: Ask about challenges they're working to overcome - it shows you're realistic but solution-focused.
You don’t want to overstep your boundaries, but if you're genuine and seem like you want to help - it gives a great impression that this person is the one that wants to help!
4. "How Many Holidays Do I Get?" (Makes You Sound Like You're Planning Your Escape)
Similarly damaging are questions about sick leave, flexible working from day one, or how strict they are about timekeeping. These questions paint you as someone who's already looking for ways to do less work, not more.
Instead: Save work-life balance discussions for when they're evaluating your offer. Focus first on how you can contribute and grow in the role.
Common Interview Question Mistakes
Beyond the obvious blunders, here are subtle mistakes that can derail your interview.
The Generic Question Trap
Using one-size-fits-all questions that could apply to any company or role. Always tailor your questions to the specific organisation and position.
The Information Overload Error
Asking questions about information readily available on their website or recent news. This signals poor preparation.
The Interrogation Approach
Firing off questions rapid-fire without allowing for natural conversation flow. Remember, it's a dialogue, not a deposition.
The Passive Listener Problem
Failing to build on their answers or show genuine engagement with their responses.
The Timing Mistake
Saving all your questions for the very end instead of weaving them naturally throughout the conversation.
Your Interview Question Action Plan
Right, you've got the knowledge - now let's put it into practice.
Before Your Next Interview:
Research the company thoroughly (not just their website - check recent news, LinkedIn updates, industry trends)
Prepare 5-7 thoughtful questions using GRAMS (more than you'll need, so you can adapt based on what's already been covered)
Practice asking them out loud (seriously - this matters more than you think)
Prepare follow-up questions for different scenarios
During the Interview:
Listen actively to their answers
Take notes (shows you're engaged and organised)
Ask follow-up questions naturally
Don't just tick questions off a list - let the conversation flow
The Follow-Up That Seals the Deal
After they've answered your questions, try this:
"Thank you - that's given me a really clear picture of the role and the team. Based on everything we've discussed, I'm even more excited about the opportunity. Is there anything else about my background or experience that you'd like to explore?"
This does three things:
Shows appreciation for their time
Reinforces your interest
Gives them a chance to address any lingering concerns
The Bottom Line: Your Questions Are Your Secret Weapon
The statistics don't lie - 38% of candidates are failing because they're not asking good questions. Don't be one of them.
Your questions are your chance to show that you're not just another candidate going through the motions. You're someone who thinks strategically, asks insightful questions, and is genuinely invested in contributing to their success.
The next time someone asks "Do you have any questions for us?" - you'll be ready.
And that could be the difference between joining the 38% who fail and becoming the candidate they can't stop thinking about.
Your Next Steps
Bookmark this guide and review the GRAMS method before your next interview
Practice your questions with a friend or in front of a mirror
Research each company specifically and tailor your questions accordingly
Follow up strategically after the interview with a thank-you note that references your conversation
In a world where 118 people are competing for every job (if you're lucky!), the right questions might just be your secret weapon for standing out from the crowd.
Ready to master your next interview? Save this guide and start preparing your GRAMS questions today. Your future self will thank you when you land that dream job.
