Your job interview is never a "one-way street". It is a chance for you to learn more about your prospective employer, just as much as it is for the interviewer to determine if you are the best fit for the position.

Thus, your ability to ask insightful questions about the work culture, employee engagement and expectations, and career development will help you gather information and empower you to make an informed decision about the role and the company (especially if you've attended multiple interviews or even just one).

Below are the top 13 questions you can ask your interviewer at the end of the interview (even if you are not prompted to).

Was/Is there a person in this position? Why are they being replaced?

This helps you understand if the position was (1) downsized, (2) terminated, or if it is a (3) new position.

What is challenging about this role?

If this position is being restructured/downsized, then why hire again? It might be to bring in someone new at a lower salary, which could suggest a potential salary increase in the future. If the role is being terminated, then why? What did the previous person lack? This will help you assess if you can manage the role and understand the consequences of failing. If it’s new, then a fresh perspective on the role's expectations is needed.

How many candidates are being interviewed and what are the most important criteria you consider?

This gives you insight into the competition for the job and the interviewer's impression of your interview and prospects. Listen carefully, as you might get a hint about your chances. The interviewer might also express their inability to provide feedback at the moment but may offer a "personal view".

What are the future plans for this position?

Career development is key in all hiring. Why hire externally when there is significant potential, experience, and business knowledge internally? Promotions help establish a brand image and motivate employees to work harder and smarter. Asking this question will help you understand your planned career path and timeline.

What makes you proud to work at this company?

This is the interviewer's chance to share their personal positive experiences. Their enthusiasm and response will reveal a lot about the company. If the interviewer struggles to answer, it could be a warning sign.

How does the organization support professional development and career growth?

This question helps you learn about training, seminars, brainstorming sessions, etc. You might want an employer who supports your growth to contribute more effectively to the company.

Is risk-taking encouraged, and what happens when people fail?

Should I try something new for better results, or will I be penalized if I fail? Should I play it safe and stick to what I do best? This depends on whether you're a "risk-taker" or a "safe player", and it also helps you understand the company's approach to business.

What role do company values play in hiring and performance reviews?

How is performance evaluated? Is it based on a professional review and assessment or reliant on one decision-maker? Are there established KPIs (Key Performance Indicators) for the job description? How are performance appraisals conducted, and how are the results measured? Are new hires encouraged, or are internal promotions prioritized?

What is the one thing you would change about the company if you could?

This question reveals an important area the interviewer believes needs improvement. Although it might not always be shared, many interviewers are transparent. This question is akin to being asked about your weaknesses and how you address them.

What types of conflict arise, and how are they resolved?

Conflicts among employees, customers, and vendors exist—both personal and professional. Understanding how the company resolves these conflicts provides insight into its management style and commitment to a healthy workplace.

Are employees encouraged to give feedback as much as receive it?

Feedback is crucial for growth and development. While guidelines set a clear structure, process, and expectations, understanding who receives feedback, how it is evaluated, and how decisions are made is important. You don't want to be in a situation where feedback is encouraged but not properly evaluated. It's better not to give feedback unless it reaches decision-makers.

By asking these questions (or some of them), you will gather more information to help you make a well-informed decision about whether this could be your future employer.