How to Read Your Interviewer Like a Book: Behavioral-Based Questions to Uncover Workplace Culture, Communication, and Insider Secrets

Job Interviews: Your Chance to Interview Them Too

Job interviews aren’t just about proving you’re the right fit for them—they’re about making sure they’re the right fit for you. While you’re showcasing your skills, professionalism, and actual ability to use Excel formulas (rather than just listing it on your resume), don’t forget: you should be just as strategic in evaluating them.

Too many of us have excitedly accepted a job offer only to realize that "collaborative culture" translates to never-ending meetings that kill productivity, and "work-life balance" is just code for "We expect you to be online at all hours." The last thing you want is to sign up for a professional nightmare.

So how do you avoid stepping into a toxic workplace? By asking the right behavioral-based questions—the kind that cut through rehearsed sales pitches and force hiring managers to reveal what it’s really like to work there.

Here are some sharp, well-crafted questions designed to pull back the curtain—so you don’t end up stuck in a job where you're silently screaming at your laptop at 9 PM on a Sunday.

1. How does your team handle mistakes or setbacks?

This question is like a culture X-ray. If they say, "We address mistakes head-on and use them as learning opportunities"—great, you might be looking at a psychologically safe environment. But if they hesitate and then say something vague like, "Well... we try to ensure they don’t happen"—run. That’s code for “We don’t tolerate errors, and we’ll probably throw you under the bus” (HBR, 2022).

2. Can you give me an example of how the company has supported an employee’s professional growth?

You’re not just taking a job—you’re investing in your future. If the interviewer stumbles through their answer or mentions something like “We have online courses that employees can take… if they find the time”, that’s a red flag. A company that values employee development will have structured mentorship programs, promotions based on merit, and actual, tangible growth opportunities (Trevor Frances, 2022).

3. What’s the most common reason people leave this team?

It takes guts to ask this, but the response will be gold. If they say something like, “People often leave because they’re promoted into higher roles”, then you’ve hit the jackpot. If they fumble or give a generic answer like, “It really depends”, you might want to dig deeper. High turnover can indicate anything from poor leadership to unbearable workloads (HBR, 2022).

4. How would you describe the company’s approach to work-life balance?

Let’s be real—no one is going to tell you “We expect our employees to burn out”, even if that’s the reality. But behavioral responses tell the truth. If they cite real examples like, "We have flexible Fridays, and our CEO encourages taking mental health days", that’s a great sign. If they nervously laugh and say, “Well, we work hard and play hard”—brace yourself for burnout (Talent Select, 2022).

5. Can you share a recent example of how a major workplace conflict was resolved?

Conflict resolution is everything. The way teams handle disagreements shows if they thrive on collaboration or passive-aggressive email wars. A good response would be something like, “We had a disagreement on project priorities, but we facilitated a roundtable discussion and came to a mutual agreement”. A bad response? “Oh, we don’t really have conflict here”. (Translation: We ignore problems until they explode.) (Trevor Frances, 2022).

6. How does leadership communicate major changes to employees?

Does leadership just drop life-changing news via a surprise email at 5 PM on a Friday? Or do they hold town halls and encourage two-way dialogue? A company that values transparency will have structured communication plans, regular check-ins, and clear expectations. A company that doesn’t will leave employees perpetually confused and scrambling (HBR, 2022).

7. Can you describe a time when the company actively sought employee feedback and implemented changes based on it?

A company that values its employees will actually listen to them. If they can’t give a concrete example, chances are they don’t prioritize employee input. A good employer will say something like, “Last year, employees asked for better remote work options, so we implemented a hybrid model”. A bad employer will default to, “We send out surveys”, which is often code for “We collect feedback and do nothing with it” (Talent Select, 2022).

8. What’s something you wish you knew about this company before you started?

This is a sneaky but powerful question. It gives the interviewer a chance to be candid. If they say something thoughtful like, “I wish I knew how fast-paced it was, but I’ve grown a lot because of it”, that’s insightful. But if they hesitate and say, “Hmm… that’s a good question”, they’re likely filtering their response. Read between the lines (Trevor Frances, 2022).

9. What’s the biggest challenge the team is currently facing?

Every team has challenges. The key is how they handle them. A solid company will acknowledge issues but also discuss how they’re tackling them. If the answer is something like, “We’re growing fast, so we’re working on making sure our processes keep up”, that’s honest. If they dodge the question or get defensive, consider that a red flag (HBR, 2022).

10. How does the company recognize and reward employees?

Your hard work deserves recognition. If they say, “We have a structured rewards system, performance bonuses, and public shoutouts”, that’s a great sign. If they chuckle and say, “We believe the work is its own reward”—you should be very, very concerned (Talent Select, 2022).

Final Thoughts: Flip the Script—You Have Every Right to Interview Them

Too often, job seekers approach interviews like an audition, focusing entirely on impressing the employer. But let’s be clear: this isn’t just about you proving your worth—it’s about making sure they deserve you. The wrong job can drain your energy, erode your confidence, and leave you questioning your own potential. That’s why it’s critical to go beyond surface-level answers and dig into the reality of the workplace before you sign that offer letter.

By asking well-crafted, behavioral-based questions, you can uncover how leadership truly operates, whether communication is transparent or chaotic, and if the culture fosters growth—or just burnout. If an interviewer stumbles, gets defensive, or dodges your questions? Consider it a major red flag. You are not just filling a role—you are choosing a workplace that will impact your well-being, career trajectory, and overall happiness.

So, take control of the conversation. Develop sharp, insightful questions that get past the corporate fluff. Your future self—the one who thrives in a role that respects and values you—will thank you. And if something feels off? Trust that instinct. You deserve a workplace that aligns with your values and goals. Keep searching until you find it.

Take care out there, and keep leading with heart!

References

• Harvard Business Review. (2022). 38 smart questions to ask in a job interview. Retrieved from https://hbr.org/2022/05/38-smart-questions-to-ask-in-a-job-interview
• Trevor Frances. (2022). Behavioral vs. situational interview questions: A guide for employers. Retrieved from https://trevorfrances.com/behavioral-vs-situational-interview-questions-a-guide-for-employers/
• Talent Select. (2022). 10 powerful secrets of psychology for successful interviews. Retrieved from https://talentselect.com/blog/10-powerful-secrets-of-psychology-for-successful-interviews/