20 Common Interview Questions Candidates Ask and How HR Should Respond

Interviews are no longer one-way. Candidates now come in with their own list of common interview questions, and employers must be ready to answer them clearly. Good, honest answers improve the candidate experience, make your company look more professional, and strengthen your employer brand.

In Malaysia, this matters even more as candidates increasingly expect upfront clarity on salary, career growth, hybrid work options, and benefits, not vague promises such as “we’ll discuss later.”

Why Candidates Ask Questions During Interviews

A good candidate asking many questions is usually a good sign. It shows they are serious about the role and are checking if the company is the right fit.

Most of the time, candidates ask questions because they want to:

Understand what the company culture really feels like day to day.
See whether there is clear career growth or they will be stuck in one role.
Evaluate job stability and work–life balance.
Compare different offers on salary, benefits and workload.
Confirm that their salary expectations match your budget.

In Malaysia, it is very common for candidates to ask about:

Overtime (OT) and whether it is paid or expected as “normal”.
Public holiday entitlements and replacement days.
EPF contribution rate (whether the employer side is higher than the minimum).
Probation period and confirmation criteria.
Bonus, increment cycle and allowances.

Being ready with clear and honest answers is part of giving a professional interview experience. Guidance from global HR best practice also recommends being transparent, protecting confidential information, and following up when an answer needs extra research.

List of Common Interview Questions Candidates Ask (with Sample HR Answers)

Below are 20 common interview questions candidates ask employers, with sample HR answers you can adapt. The answers are written in simple, neutral language that fits the Malaysian context.

1. “Can you tell me more about the company culture?”

You can say something like:

“We are quite performance-driven, but at the same time we try to keep the environment friendly and supportive. People here work closely in small teams, so communication and teamwork are very important. We have a mix of senior staff who have been here many years and newer hires, so you will see a balance of structure and new ideas. I can also share some examples of our activities, like town halls, training sessions and team events, if that helps you picture it better.”

2. “What are the company’s goals for the next 1–2 years?”

“Over the next one to two years, our main focus is to grow in the Malaysian market and strengthen our customer base. For this department, the goal is to improve our service quality and efficiency, so we can handle more customers without compromising experience. We have clear OKRs and KPIs for each team, and this role will contribute to those targets. We review our goals every quarter and keep employees updated through town halls and team meetings.”

3. “What does a typical day in this role look like?”

“On a normal day, you will start by checking emails and any tasks carried over from the previous day. For the first half of the day, you will usually handle ongoing tasks such as client follow-ups and internal coordination. After lunch, there are often meetings with the team or with other departments. We try not to overload people with meetings, so you still have quiet time to focus. I can walk you through a real example of this week’s schedule if you’d like.”

4. “Why is this position open?”

“This role is open because we are expanding the team. Previously, the workload was handled by a smaller group, but as our projects grew, we decided it is better to add headcount so we can maintain quality and avoid burnout. The person who last held this role has moved internally to another team, so we also see this position as part of our long-term growth.”

(If it is due to turnover, keep it honest but constructive.)

“The previous person in this role left to pursue an opportunity overseas. We did a proper handover and also reviewed feedback from them to improve how we manage this position.”

5. “What are the biggest challenges of this job?”

“The main challenge is the pace. Sometimes we have tight deadlines and last-minute requests from clients or management. That means you need to be comfortable prioritising and communicating clearly when something is not realistic. Another challenge is working with different stakeholders who may have different expectations, so patience and diplomacy are important. The good thing is the team is supportive and we try to solve problems together, not alone.”

6. “What is the salary range for this role?”

If you are allowed to share the range, answer directly:

“For this role, the salary range is between RMX and RMY per month, depending on experience and skills. Based on your background, we are likely to place you in the [mid/upper] part of that range if everything else fits. This is the basic salary and we can then talk about allowances and benefits as well.”

If you cannot share the exact range yet, still give some structure:

“We have a structured salary band for this position. The final offer will depend on your experience level and internal equity with existing team members. It will also consider the expectations you shared in your application. If we move to the offer stage, I will explain clearly how we arrived at the number.”

7. “Is there an annual increment or bonus structure?”

“Yes, we have an annual performance review. Based on that review, employees may receive a salary increment and a performance bonus. The review looks at your individual KPIs, team results, and company performance for the year. We usually run the review at the end of the year and communicate increments and bonuses in the first quarter of the following year.”

8. “Are there allowances like transport, meal or phone?”

“For this role, we provide a fixed transport allowance of RMX per month and a mobile phone allowance of RMY, mainly to cover work-related calls and data. Meal allowance is provided in the form of [claimable meals/canteen subsidy/overtime meal claims]. I can share the full list of allowances and claimable items if we move forward to the next stage.”

9. “Is remote or hybrid work allowed?”

“We currently practise a hybrid arrangement. Most teams work from the office three days a week and can work from home two days. For this specific role, we still need some in-office presence because of meetings and access to certain systems, but we are open to discussing the exact schedule once you are on board. During probation, we usually keep people more in-office so training is easier.”

(If remote is not allowed, be honest.)

“For now, this role is fully on-site because of our operational setup. We understand flexibility is important, so we do offer some flexibility in start and end times where possible.”

10. “What are the working hours? Is there overtime?”

“Our standard working hours are from 9.00 am to 6.00 pm, Monday to Friday, with one hour for lunch. There may be overtime during peak periods, for example month-end closing or big projects. When overtime is required, we either provide OT pay according to the Employment Act or off-in-lieu, depending on your level and the situation. We try to plan workloads so regular late nights are not the norm.”

11. “Are there training or development opportunities?”

“Yes, we have a mix of internal and external training. New hires go through onboarding and job-specific training. After that, we encourage staff to attend role-related courses, for example technical skills or soft skills like communication and leadership. We also support selected certifications and provide access to online learning platforms. Career conversations with your manager are part of the regular performance review.”

12. “What does the career path look like for this role?”

“Most people who start in this role spend about two to three years building strong technical skills. From there, they typically move either deeper into a specialist track or into a lead or manager role, depending on interest and performance. We prefer to promote internally where possible, and we announce internal vacancies before going external, so you will see opportunities to move across teams as well.”

13. “How big is the team?”

“You will be joining a team of eight people: one manager, one senior, and six executives including this role. The team works closely with [other departments], so you will also interact with colleagues from finance, operations and sales quite often.”

14. “Who will I report to?”

“You will report directly to the [Job Title], who is the team manager. They have been with the company for [X years] and manage [number] of team members. You will also work closely with a senior in the team who will act as your buddy during the first few months.”

15. “How long is the probation period?”

“Our standard probation period is three months for this level. During this time, we focus on training and making sure both sides feel it is a good fit. We have a review discussion around month two, so you know clearly where you stand. If everything is fine, confirmation is done at the end of the third month. In some cases, we may extend probation if we feel more time is needed, but we will explain the reasons.”

16. “How is performance evaluated?”

“We have a formal performance review once a year, and for new joiners we also do a review at the end of probation. We look at your KPIs, quality of work, teamwork, communication and how you live our company values. The review includes self-feedback, manager feedback and sometimes peer input. The outcome of the review links to increments, bonuses and promotion decisions.”

17. “What are the next steps after this interview?”

“After today’s interview, we will review your profile together with the hiring manager. If you are shortlisted, the next step is a second interview with [the department head / a panel]. We aim to complete this within the next one to two weeks. Either way, we will update you by [specific day or timeframe], so you are not left guessing.”

(Setting clear expectations like this is strongly recommended in best-practice interview guidance. )

18. “When can I expect feedback?”

“You can expect an update from us by [date or number of days], even if the decision is still in progress. If we move forward, we will inform you of the next step. If we decide not to proceed, we will also let you know so you are not kept waiting.”

19. “What employee benefits does the company offer besides salary?”

“Apart from basic salary, we provide medical coverage for employees and, for certain levels, dependants as well. We also offer personal accident or life insurance, annual leave above the legal minimum, and company-wide benefits such as staff discounts and wellness programmes. On the practical side, we offer [parking/transport/meal allowance] depending on office location. I can share our benefits summary document with you if you would like to review it in detail.”

20. “Is there flexibility for emergency leave or family matters?”

“We follow the Employment Act for all statutory leave such as sick leave, maternity and paternity leave, and we also provide annual and compassionate leave. For urgent family matters that do not fall under these categories, we try to be flexible as long as it is communicated early and does not heavily impact operations. Many managers are open to work-from-home or time-off arrangements in genuine emergency cases.”

Tips for HR When Answering Candidate Questions

Good answers are not about sounding perfect. They are about being clear, honest and consistent. Here are some practical tips, supported by general interview best practice.

Be Transparent

If there are known challenges (heavy workload at peak times, older systems, a lot of change), mention them honestly and explain how the company is managing them. Candidates appreciate realistic information more than sales talk.

Avoid Overpromising

Do not promise work-life balance, hybrid work or promotion speed that you cannot deliver. Overpromising may help you close an offer, but it will increase early resignation and damage your reputation later.

Keep Answers Consistent Across the Hiring Team

Make sure HR, hiring managers and senior leaders use the same facts when answering common interview questions, especially about salary range, hybrid policy, OT and benefits. Inconsistent answers make candidates lose trust.

Provide Clarity on Salary and Benefits

You do not have to reveal every detail in the first call, but try to:

Share a clear salary band or at least a realistic range.
Explain how increments and bonuses work.
Give a summary of key benefits so candidates can make informed decisions.

Encourage Candidates to Ask More Questions

At the end of the interview, invite questions:

“Before we wrap up, is there anything else you would like to know about the role, the team, or the company?”

This shows openness and helps you address misunderstandings early.

Document FAQs to Streamline Hiring

Collect the top questions candidates ask and create an internal FAQ for recruiters and hiring managers. This keeps your answers aligned and saves time.

Candidate Experience Matters

Answering common interview questions well is not just a “nice to have”. It can:

Increase your offer acceptance rate, because candidates feel informed and respected.
Reduce ghosting, since clear timelines and honest communication build trust.
Strengthen your employer brand, even rejected candidates may speak positively about their experience.
Improve hiring quality, as good candidates are more likely to choose you over another employer who feels vague or disorganized.

In a competitive Malaysian job market, the way you handle candidate questions can be the difference between hiring your preferred candidate or losing them to a competitor.

FAQs

Should HR allow candidates to ask many questions?

Yes. Reasonable questions show interest and maturity. You can manage time by saying:

“We have about 10 more minutes, so let’s prioritise the most important questions for you.”

If candidates never ask anything, it may signal low interest or poor preparation.

What if HR does not know the answer?

Do not guess. Interview best practice suggests you:

Clarify the question.
Admit that you do not have the exact information.
Commit to checking and giving an answer later.
Follow up in your thank-you or status email.

This shows professionalism and builds trust.

How can HR handle sensitive topics like salary and workload?

For salary, explain your band, how you benchmark, and that final offers depend on experience and internal equity.
For workload, be honest about peak periods and support systems (extra headcount, tools, OT pay, off-in-lieu).
Avoid phrases like “We are like a family, everyone works until late every day” as this may scare good candidates away.

Clear, balanced answers help candidates decide whether the role truly fits them, which is better for both sides.

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