Why "Do You Have Any Questions?" Is Where Most People Lose the Job
Most candidates have no idea this is where they lose opportunities.
A hiring manager at a major Australian tech company literally told one of our SyncSkills students:
"Kudos to you for asking smart questions. That's why we're moving you to the next stage."
Most candidates never hear that.
Because "Do you have any questions for us?" is one of the most misunderstood parts of the entire interview. Yet it's the one moment you fully control.
Most people waste it by asking safe, shallow questions that do not position them as top-tier talent.
The 12 Questions That Change Everything
These aren't theoretical. They've been tested by SyncSkills students in real interviews across Australia — from banks to government departments to Big 4 consulting firms.
Category 1: Strategic Value Questions
These show you're already thinking about how to contribute, not just what you'll receive.
1. "Which stakeholders does this role work most closely with, and where could I add value in strengthening those relationships?"
This signals stakeholder management awareness — the #1 skill Australian employers look for in Business Analysts, Scrum Masters, and Project Managers. It shows you understand that the role exists within a web of relationships, not in isolation.
2. "What skills or qualities will matter most in the person you choose for this role?"
This gives you real-time intelligence. Whatever they say, you can immediately connect it to your experience: "That's actually one of my strengths — let me give you an example..."
3. "If we were sitting here 12 months from now and I'd done an exceptional job, what would you want to see me achieve?"
This one is elite. Because it forces the interviewer to imagine you succeeding in the role. Once they see you there, the decision becomes easier. You've planted yourself in their mental picture of the future team.
Category 2: Impact-Focused Questions
These position you as someone who delivers results from day one.
4. "How can I come into this role and be a real asset to your team?"
Direct. Confident. No fluff. This tells them you're not here to coast — you're here to make a difference.
5. "What challenges are you facing that you'd love this role to solve?"
Now you're consulting them. You're no longer the interviewee begging for a job — you're the solution provider understanding the problem. This is exactly what Business Analysts do: understand the problem before jumping to solutions.
6. "What are the immediate priorities for this role in the first 90 days, and where could I have the biggest impact quickly?"
This shows you're already thinking about your onboarding plan. It also gives you ammunition for your follow-up email: "Based on our conversation about the first 90 days, here's how I'd approach..."
Category 3: The Interview Flipper
This is the question that changes the power dynamic entirely.
7. "Based on our conversation so far, which parts of my background stand out as most valuable for this role?"
This forces the interviewer to sell you back to yourself.
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Explore Interview MasteryIf they're telling you why you're a great fit, you've already won. They're literally rehearsing the pitch they'll make to the hiring committee. And if they mention a concern, you get a chance to address it right there instead of losing the opportunity without knowing why.
Category 4: Culture and Insider Questions
These build rapport and show you care about more than just the paycheck.
8. "I'm very outcome-focused and value-driven. What are the top 3 qualities someone needs to have to truly shine in this position?"
This tells them who you are (outcome-focused, value-driven) while asking a question. You're planting a seed about your character before they even answer.
9. "I may throw this one at you, [interviewer's name] — you've been here a while. What do you love most about working here?"
Using their name makes it personal. Asking what they love gets them talking about the positives, which puts them in a good mood. Happy interviewers give better feedback.
10. "What do you brag about when you talk about work?"
This is disarming and memorable. Nobody asks this. It makes the interviewer smile and share something genuine. And what they brag about tells you what the company values most.
11. "What's working well in this organisation that you're keen on protecting?"
This is a strategic management question disguised as curiosity. It shows you're thinking about what NOT to break when you join — which is exactly what experienced professionals do.
12. "In your opinion — what's the one thing that makes people want to continue working here?"
Smile when you ask this. It's a retention question that shows you're thinking long-term. Employers want to hire people who stay, not people who job-hop.
How to Use These Questions
Don't ask all 12. Pick 3-4 that feel natural and match the seniority of the role:
- Entry-level / Graduate roles: Focus on questions 2, 4, 6, and 9
- Mid-level / Experienced roles: Use questions 1, 3, 5, and 7
- Senior / Leadership roles: Go with questions 3, 5, 7, and 11
Pro tip from our coaching sessions: Write your chosen questions on a notepad and bring them to the interview. Taking notes shows preparation, not weakness.
What a Hiring Manager at Heritage Bank Told Us
Tayo Oloja, SyncSkills co-founder and Senior Business Analyst at Heritage Bank (a 2,000+ person organisation), shares this:
"When someone comes to you and says, 'Hey, Tayo, we've got a project.' What do you say to them? You ask questions — who are the people? What's the scope? How do you want us to plan it? That's exactly what companies are paying six figures for. The interview is your chance to show you already think this way."
The students who ask elite questions in interviews are the same ones who ask elite questions on the job. Hiring managers know this.
The Follow-Up That Seals the Deal
After the interview, send a thank-you email within 2 hours referencing something specific from their answers to your questions:
"Hi [Name], thank you for taking the time today. I was particularly excited to hear about [specific challenge they mentioned in response to question 5]. Based on my experience at [previous role], I believe I could [specific value you'd add]. Looking forward to the next steps."
This turns a good interview into an unforgettable one.
Ready to Prepare Like a Top Candidate?
If you're job hunting and want to increase your chances of getting a callback, track your applications and prepare with a coach easily — check out JobOS, built by SyncSkills to give you an unfair advantage.
Want more tips like these? Take our free career quiz to get a personalised career roadmap, or explore our AI BA & Agile Training where interview coaching is built into the program.
