Do You Have Any Questions for Us: My Real Life Story About this Job Interview Question

So you passed through a tough screening/selection process, aced through tough aptitude tests, answered all questions about your experience and skills, and made it through an intense interview. Then, just as you're beginning to relax, the panel hits you with a simple yet powerful question:

“Do you have any questions for us?”

It seems harmless. Optional, even. But what you say or do next could either leave a lasting impression or quietly undo everything you’ve done right from the beginning until now. Unfortunately, many Nigerian job seekers still underestimate the importance of this part of the interview.

Should Your Answer Be A "NO"? Never!

Let me just tell you right from the start; if you belong to those who often respond with, “No sir,” or “No ma, I don’t have any question,” when asked “Do you have any questions for us?” at the end of a job interview, then know this: you are unknowingly shooting yourself in the foot.

Yes, you technically have the option to say “no.” But should you? Definitely not. Recruiters deliberately include this question at the end of an interview, not just to round things up, but to gauge something else: your curiosity, critical thinking, creativity, and genuine interest in the role and the company itself.

In fact, this final question is still part of the interview, and it demands a thoughtful response other than a NO. Saying “no” may come across as a lack of preparedness, disinterest, or even passivity, especially in competitive roles where every impression counts.

On the other hand, asking a smart, well-thought-out question can leave a lasting positive mark, reinforcing your suitability for the job and your potential value to the team. So don’t waste that chance. Let me share my story with you.

The Day I Fumbled the Final Question During a DPR Job Interview

About seven years ago, right after my NYSC, I was invited for an interview at the Department of Petroleum Resources (DPR). It was for an HR Admin position, and I had gone through the recruitment stages handled entirely by Dragnet, a third-party HR consulting firm. The only time I met anyone from DPR was at the final interview.

The panel had three DPR staff. Everything went smoothly until the end. They asked, “Do you have any questions for us?”

I froze at first! Why? I wasn’t sure if I was even allowed to ask anything. To be honest, it was my first major job interview, and giving me the opportunity to ask my interviewers wasn't part of my preparations, so I had nothing really to ask.

I didn't respond with a 'NO' anyway, rather in my confusion, I mumbled something irrelevant, (one of a question no one should be asking at this stage, as you will see below). And that was it, never heard back from them again to date.

Looking back now, 7 years later, I realize that I missed a huge opportunity to shine. If I had been prepared, maybe I could have asked something like:

“I noticed the entire recruitment process was outsourced to Dragnet. Since I applied for an HR Admin role, I’m curious to know: What’s the philosophy behind outsourcing your recruitment process to a third party company, even though you have an in-house HR team?”

That question would have shown deep thinking, genuine interest in the company, and awareness of my potential role if employed. It would’ve positioned me as someone, not just someone, but a professional ready to contribute my quota to the department I applied to. This is why I am putting this article together, so you don't make my mistake, so pay close attention.

First, What Is This Part of the Interview Called?

This final stage is called the “candidate questions” portion of the interview. It’s also referred to as:

• Reverse interview
• Candidate-led Q&A
• End-of-interview questions
• Interview wrap-up questions
• Or even known by many as 'Do You Have Any Questions for Us'?

In this phase, interviewers give you the floor to ask your own questions; to become an interviewer to the interviewers. They are trying to put you in charge; in the asking seat; even though you are not really in charge.

Though you have the freedom to ask about anything, it could be about the role, the company, the team, or anything else relevant to your interview or the position applied for. It’s a moment to flip the script, and it’s more important than you think.

But Why This Question In The First Place?

As mentioned before, many candidates assume the “Do you have any questions for us?” part of an interview is simply a polite closing gesture, something recruiters throw in just to round off the session. But that’s far from the truth. This question serves a much deeper purpose, both for you and the hiring team.

First, They Want You To Evaluate Them

Think of it like this: interviews are not a one-way street. They’re not just about the employer sizing you up to "bomb" you with a barrage of questions. They’re equally about giving you a chance to assess the company, the culture, the leadership style, and the role itself.

When interviewers ask if you have questions, they’re handing you the floor to show curiosity, critical thinking, and confidence. They’re giving you an opening to evaluate them, just like they’ve been evaluating you, so be a smart candidate and use this opportunity wisely.

Secondly, It An Opportunity To Explore Your Thinking Faculty Even More

This is where serious job seekers stand out from those who just want any job. Generic candidates are focused on whether or not they’ll get paid well. But strong candidates, the ones who want to grow, contribute, and build a meaningful career, think about long-term fit.

When you ask questions about growth opportunities, team dynamics, or the company’s future plans, you’re showing that your interest goes beyond a paycheck. You’re showing yourself as someone who’s serious, intentional, and ready to make a smart career move.

And Finally, It Leaves a Lasting Impression on Your Interviewer

Don’t underestimate the timing of this question. It usually comes at the very end of the interview, which means it can shape the final impression you leave behind.

Sometimes, a thoughtful, honest question (think the question in my story above) can open up a new conversation, or even position you as a better-suited candidate than those coming unprepared. In a highly competitive job market, that final impression might just be the edge you need.

But Why Do Most Candidates Fail at This Stage?

No One Talks About It

Many job seekers walk into interviews prepared to answer questions but completely unprepared to ask any. Why? Because most job tips and interview guides stop at “how to answer their questions.” There’s hardly any real advice on what to say when the interviewer flips the script and says, “Do you have any questions for us?”

Many candidates don’t realize that the final minutes of the interview are still being evaluated, and missing the opportunity to ask questions makes them seem less suited for the role.

Desperation Makes Us Fear Offending Them

In many countries, not just Nigeria, job opportunities are limited, and the pressure to secure employment is intense. This desperation often makes many candidates overly cautious during interviews.

Even when given a chance to ask questions, many would choose to stay silent, afraid that saying the wrong thing might ruin their chances. The fear isn’t always about being rude; it’s about being disqualified.

But what they don’t realize is that thoughtful, respectful questions rarely hurt your chances; in fact, they often do the opposite. Recruiters appreciate candidates who are curious, engaged, and serious about the role. Staying completely silent can make you appear passive, uninterested, or worse, unintelligent, which may hurt your chances more than asking a well-framed question ever could.

We Assume the Interview Is Over

It’s very common for candidates to relax once the interviewer says, “That’s all from my side, do you have any questions for us?” They assume it’s a formality, a polite wrap-up before saying goodbye. But this moment is not just a courtesy or salutation. It’s still part of the interview process.

Interviewers are paying attention to how you respond. Do you say “No, I’m fine” and pack your bag? Or do you lean in with a thoughtful question that shows you’ve been listening and you’re genuinely interested? The difference can be subtle, but it leaves a strong impression.

We Weren’t Taught to Ask

This may be harsh, but it is the truth. From school days, we’ve been taught that the “good student” is the quiet one who follows instructions and doesn’t challenge authority. Questioning a teacher or even asking “why” can be seen as being stubborn or disrespectful.

Unfortunately, this mindset doesn’t prepare us for real-world settings like job interviews, where asking questions is actually a strength. Many candidates feel unsure about what to ask, or worse, they second-guess themselves and stay silent. But in the professional world, confidence, curiosity, and critical thinking are valued far more than quiet obedience.

So, What Should You Ask?

Now is the section I know many have been waiting for. Since we've established that asking your interviewers questions is an important part of the process, just like every section of the interview, what then should you be asking? Politics? Trending News, or should you be asking if your interviewer watched the latest football match between Nigerian women and Morocco? Of course not!.

The rule changes here! You've heard that first impression matters alot right? Well, here last impression matters most!

It is your chance to ask smart, job-related, or even job-role-related questions. Questions that show you've done your homework correctly, and that you know what you are doing. Ones that show you’re serious, curious, and ready. The goal is to understand the role better and leave a strong final and lasting impression on your interviewer.

Here are some strong questions that are safe, thoughtful, and relevant that you can ask your interview when asked, "Do You Have Any Questions for Us?"

You Can Ask Questions About the Role

This is your chance to understand what the job truly involves beyond what was written in the job description. You can ask questions like: “What does a typical day in this role look like?” This helps you picture yourself in the position and know what tasks will fill your time.

You might also ask, “What are the biggest challenges someone in this position might face?”, because it’s good to know what difficulties you may be walking into. Finally, asking “What are the metrics to measure my job success in the first 6 months?” shows that you’re thinking ahead and already planning how to make a positive impact.

You can also ask about the Company

It is also okay to show that you care about the environment you’ll be working in. You can ask something like, “How would you describe the company culture?” to understand if it's a place that fits your personality. Is it formal? Friendly? Strict? You can also ask, “What are the company’s major goals for the next year?” This helps you know the direction the company is going and how your role might contribute to it.

The Team, Structure, or Department You'll be Working With

A job is more than tasks; it’s about people, too. So, ask about the team you’ll be joining. For example, “Can you tell me more about the team I’d be working with?” This gives insight into the dynamics of the group. You can also ask, “How does this department interact with others in the organization?” to understand how your work will connect with other teams.

You Could Also Ask About Training & Growth

This is important for your long-term future. Ask “What training opportunities are available for new hires?” to know if the company invests in building your skills. You can also ask, “Are there any career growth paths within this department?” This lets the employer know you’re interested in growing with them, not just getting a paycheck.

For Strategic Roles (Like HR, Admin, Project Management)

If you’re applying for roles that involve planning, coordination, or leadership, go deeper. You might ask, “How involved is the HR/Admin team in decision-making processes?” This shows that you’re thinking about your impact on the company.

Another smart question would be, “Are there areas in the current workflow that need restructuring or support?”, or even questions similar to the one in my life story section. This can start a valuable conversation about where your skills are most needed.

Think deeply and think critically, and don't let anything hold you back. Some might think, 'how can I ask this deep question about the team or department I will be working with when I don't know whether I'll be getting the job or not'. Well, first, that's a loser mentality, and secondly, if you are not hear to get the job, then why are you here in the first place?

What You Should Avoid Asking

Asking questions at the end of an interview is important, but not all questions are good ones. Some can make you look unprepared, too focused on the wrong things, or even unprofessional. Here are the types of questions you should stay away from asking. Please don't be like me.

Questions about salary or benefits (unless they bring it up first)

Asking about salary, bonuses, or vacation too early can make it seem like you only care about the money. While these things are important, they are best discussed after the company has shown serious interest in hiring you, or if the interviewer mentions them to you first.

Questions you could have easily researched online

Don’t ask things like “What does your company do?” or “Where is your office located?” (Excuse me?) These are basic facts you should already know even before coming. Asking them shows you didn’t do your homework and might not be that serious about the role.

Complaints disguised as questions (My exact mistake!)

Remember the story I shared at the beginning of this article? Well, it turns out this was my exact mistake. During that time, the DPR graduate recruitment process got so delayed that it was concluded, even by the media, that the government had hijacked it, and if you're a Nigerian, you'd know exactly what that means.

So instead of focusing on the job and why I was there in the first place, I went ahead to ask why the process had been delayed, bringing in a media report that was totally irrelevant to my role as a Human Resource Admin. Well, as mentioned before, I never heard from them again.

So do your best to avoid saying things like, “Why did it take you so long to get back to me?” or “How come you didn’t respond to my last email?” These types of questions make you sound bitter or impatient. It’s better to keep the tone professional and positive.

Personal questions to the interviewer

It’s okay to connect on a human level, but asking questions about their family, religion, or political views is a no-go area. Keep your questions focused on the role, the team, and the organization.

Don't ask which religion is dominant in the organization, don't ask if there is a church or mosque for daily or weekly worship. While these things are important, they are not the primary reasons why you are there.

Yes/No questions

Finally, please do not ask yes or no related questions. If you ask questions that can be answered with just a “yes” or “no,” the conversation ends quickly. Instead, ask open-ended questions that allow the interviewer to give more details and open up a discussion.

The Best Way to Prepare for This Moment

Now that we’re approaching the end of this article, let’s focus on how you can confidently walk into your next interview prepared, not just to answer questions, but to ask the right ones too. Here’s how to get yourself ready for that final moment of the interview where you're invited to ask questions.

1. Do Your Research on the Company

Go beyond the company’s homepage. Look into recent news updates, changes in leadership, partnerships, or product launches. Check the company’s social media activity, staff structure on LinkedIn, and employee reviews on sites like Glassdoor, or even Nairaland. The goal is to walk into the room already sounding like someone who belongs. I can't emphasize the importance of this enough.

2. Understand the Role Deeply

Read the job description again and again until you’re clear on what the company is looking for. Use a job description that clearly defines who you'll be reporting to, or the department you'll be responsible for, as a checklist to draft engaging questions. Ask yourself:

• What problems will this person be solving?
• What goals will they be expected to achieve within the first few months?
• This understanding will help you ask sharper, role-specific questions.

3. Think Like an Insider

Imagine yourself already working in the team. What would you want to know to succeed in that environment? That mindset will help you ask questions that show maturity, responsibility, and serious interest. Questions about team dynamics, leadership styles, expectations, and opportunities for growth, show your insight into the organization even before the official welcome message.

4. Practice is key

Confidence comes from preparation. Don’t leave your questions to chance or say “I’ll come up with one during the interview.” No! Practice them out loud. Write them down. You’ll sound more thoughtful and composed when the moment comes.

5. Tailor Your Questions to the Conversation

Listen closely during the interview. If something interesting comes up, maybe a challenge the team is facing, or a recent project, they just handed you an opening. Build on that with a relevant question. This shows you're attentive, engaged, and thinking ahead.

Some Practical Examples

To help you visualize what thoughtful questions look like, Here are five well-crafted questions you could ask in an interview, each tailored to different roles or industries:

For an IT Support Role:

“I noticed the company is expanding its regional offices. Will the IT support structure also be expanding? What are the key plans to support this growth digitally?”

This shows awareness of the company’s growth and how your role can support it.

For an NGO Position:

“How does this organization measure success for its field officers or program managers? What are some of the metrics used to measure employee perform within the first 6 months on the job?”

This reflects a performance-driven mindset and a willingness to be accountable.

For an Administrative Role

“What are the most common workflow or communication challenges the admin team currently faces? Any model designed so far to resolve them?”

Shows problem-solving curiosity and readiness to add value quickly.

For an HR Role

“How involved is the HR team in strategic planning and organizational changes?”

Signals that you’re not just operational, but also interested in contributing at a strategic level.

For a General Role (Any Industry):

“What would a successful first three months in this role look like from your perspective?”

Shows that you care about hitting the ground running and aligning with expectations.

These questions help you stand out because they show that you’ve done your homework, you care about the role, and you’re already thinking like someone who belongs in the team.

Conclusion

So there you have it. That final question, “Do you have any questions for us?” isn’t just polite formality. It’s a test. A test of your curiosity, maturity, and readiness. If you’re not ready for it, you’ll fumble, just like I did. But if you are, you can shine in ways most candidates never do.

So make sure you factor this into your next job interview preparation, either here in Nigeria, or anywhere else. Don’t just rehearse your answers, prepare your questions too. That one question could be your chance to stand out, just as it could be your biggest missed opportunity as well.