Questions to avoid asking in a job interview

However, not all questions make you look good. Some can instantly raise red flags and leave hiring managers questioning your professionalism, your motivations, or even your readiness for the role.

That’s why the questions you avoid are just as important as the questions you prepare.

In this guide, we’ll break down:

• The specific questions you should never ask in an interview
• Why these questions can damage your chances
• What to ask instead so you still get the information you need

One of the biggest problems candidates face in interviews -often without realising it- is asking questions that signal you might be hard to supervise. Even if you’re being direct or trying to understand expectations, hiring managers can interpret certain questions very differently.

Why?

Because interviewers are trained to look for red flags. And if your question hints at conflict, rule‑breaking, or challenges with authority, it can immediately raise concerns about how you’d behave once hired.

Questions that may backfire

These questions often seem harmless, but they can imply a lack of respect for company policies or leadership:

• “Are there a lot of rules and regulations about safety or dress code?”
  This can sound like you’re already preparing to push boundaries.

• “How many warnings do you get before you are fired?”
  This one almost always triggers alarm bells as it suggests you’re anticipating problems instead of focusing on success.

What to ask instead

You can still gather the information you need without sounding combative or rule‑averse. The key is to frame your curiosity around understanding expectations and aligning with company culture.

Try these alternatives:

• “Is there a workplace handbook I can review?”
  or
  “What values and standards guide behaviour here?”
  These questions show you’re proactive, respectful, and genuinely interested in understanding how the organisation operates.

• “How does the company approach corrective action or coaching?”
  This still gives you insight into performance expectations but positions you as someone who values communication and fairness, not someone preparing for disciplinary issues.

Another common problem candidates run into is asking questions that unintentionally signal impatience, misplaced priorities, or a lack of professionalism. These questions aren’t “wrong” in everyday conversation but in an interview, they can send the wrong message fast.

Interviewers expect curiosity. What they don’t expect is for your first concerns to be about convenience, social perks, or when you can take a break.

Questions that can hurt your professional image

These may feel practical to ask, but they often create the impression that you’re not fully focused on the role:

• “How long will this interview take?”
  This can come across as rushed or uninterested.

• “What is the social life like? Does the team get together for drinks often?”
  This shifts the focus from the job to the social perks, something hiring managers notice quickly.

• “How long are lunch breaks?”
  Employers may interpret this as being more interested in downtime than responsibilities.

What to ask instead

The key is reframing your questions to demonstrate preparation, curiosity, and a genuine interest in how the organisation works.

Try asking:

• Before the interview:
  “How much time should I set aside for the interview?”
  This sounds respectful and organised, rather than impatient.

• To understand culture:
  “How would you describe the culture of the organisation?”
  or
  “In your view, what are the working relationships like within this team?”
  These questions show you’re thinking about long‑term fit, not after‑work drinks.

• To understand daily structure:
  “How are breaks structured during the workday?”
  This helps you learn what to expect without focusing on the exact length of breaks.

Some questions can unintentionally signal that you're more focused on your next role than the one you're interviewing for.

If your very first concerns revolve around promotions, pay increases, or internal transfers, hiring managers may wonder whether you’ll stay long enough for the company to benefit from hiring and training you.

Questions that can raise commitment concerns

Even if your intentions are good, these questions can make it sound like you’re already planning your exit:

• “How long do employees normally wait until they are promoted?”
  This can imply you see the role as a stepping-stone or a temporary stop.

• “How soon could I apply for a job in other areas of the business?”
  This signals you’re not very invested in the role you’re interviewing for.

• “When can I expect a pay rise?”
  Asking this too early can make it seem like compensation matters more than contribution.

What to ask instead

You can absolutely ask about growth, you just need to frame your questions around development, expectations, and opportunities to contribute.

Try these alternatives:

• “What are the company’s procedures for promotions and raises?”
  This shows interest in long‑term progression without sounding impatient.

• “Do you have policies or programs that support skill‑building and ongoing development?”
  This positions you as someone who wants to develop their career with the company, not someone eyeing the quickest path out.

These versions communicate ambition and forward thinking, but in a way that still reassures the interviewer you’re committed to the role in front of you.

These types of questions often prompt more suspicion than clarity:

• “Do you conduct background checks?”
  This can look like you’re worried about what might come up.

• “Is passing a drug test required?”
  Even asking this can create doubt about your eligibility.

• “Do you require a doctor’s note for sick days?”
  This may seem procedural, but it can come across as trying to game the system.

• “How long do I need to work here before I can take paid personal or sick leave?”
  Asking this too early can suggest you’re already planning time off.

What to ask instead

You can still gather the information you need while showing professionalism and respect for company policies.

Try these alternatives:

• “What security or compliance measures are in place for this role?”
  This shows responsibility and awareness, not avoidance.

• “Are there specific processes for requesting time off?”
  A great way to understand expectations without raising concerns.

These questions still give you clarity on procedures and requirements, without making the interviewer second‑guess your honesty or work ethic.