What to ask (and what to avoid) in your interview

The questions you ask at the end of an interview are not a formality. They're one of the clearest signals of how seriously you take the work — and a few of them can quietly cost you the role. Here's how to get it right.

Questions that show you understand the work

Good questions move past the basics and into the reality of the role. They tell the panel you're already thinking like part of the team.

• "What does a typical day look like for this role, and where do the pressures usually sit?"
• "How is supervision and support structured for the team?"
• "What does good safeguarding practice look like here day to day?"
• "What training and development is available once I'm settled in?"
• "How do you measure whether someone is doing well in this role?"

Questions that signal you've done your homework

If you've researched the service, show it. Reference something specific and ask a thoughtful follow-up.

• "I saw the service recently focused on X — how has that changed the day-to-day work?"
• "How does this team work alongside families and other professionals around a child?"

Questions to be careful with

A few questions feel safe but can work against you, especially early in the conversation.

• Leading with pay and time off. It's reasonable to know, but let the panel raise it, or save it for the end. Opening with it shifts the focus away from the children.
• "So what does the organisation do?" This tells them you haven't prepared. Find that out beforehand.
• Anything negative about a previous employer. Even a fair point lands badly in an interview. Keep it constructive.

How to close

End on intent. A simple, genuine line works well: "I've really enjoyed this conversation and I'd love the opportunity — is there anything about my experience you'd like me to expand on?" It invites them to resolve any doubts before you leave the room.

Ask one or two strong questions, not ten. Quality signals confidence; a long list can signal nerves.