When were redundancies last made, and how many people were impacted? Look for valid reasoning versus short-term decision-making. Consider if the situation is likely to arise again soon. For example, if funding is an issue, is that on the horizon in six months time?

Look to the board, chair, and senior leadership team for quality appointments and stability. What of the industry? Is it volatile, or is the revenue stream assured and secure? Has the share price had any significant fluctuations, and what of the recent press releases? Use all indicators in making an informed decision.

If the position has been vacant for an extended time, this could mean a compromise in skills required for the role. Also representing a significant career and learning opportunity! But be aware, the employers reconciliation of skills may not be aligned with the reality of the expected job performance.

The skills compromise must also extend to the time required to come up to speed. Understanding this assists both parties in exploring timelines, training, and support required. The skills gap is new territory for both employers and employees. Responsibility sits with you as well to invest in the role to ensure success.

Every working environment is asking more from their employees. It’s today’s workplace reality. To uncover the impact on you, ask about any headcount issues in your team. How many of the team are new hires? Even new hires, matching full job competency take time to come up to speed.

When was the job description (JD) last updated? Marry the JD with what has been discussed at the interview and the job advertisement. Look for gaps and discrepancies. Why is the incumbent leaving, and how long were they in the role? Don’t be put off by workloads or turnover in the position. It can still represent a good opportunity. You just need to know the facts to make the right call.

I’m referring to that all-important fit and culture. Don’t let anyone cajole you, including yourself, into thinking it’s not important. Part of the culture refers to your new boss and colleagues. Ask your future boss what the must-lived values are. Then ask for examples that showcase these. What do your boss and colleagues like about their job and the organisation?

Authenticity is key, not token statements. If they love their job, which is never hidden, the higher the chances of positive and passionate people surrounding you.

It’s always good to show interest in others. Importantly though, it provides insight into who you will be working with, their interests, values and perspectives. You will quickly gauge connection, relatedness and shared values. If it is your boss, ask how they like to work, even their hours, communication style and the deal breakers.

Perhaps the most pertinent question isn’t at the interview but the question you ask yourself. Why are you looking to change jobs? Any impulse decision must be accompanied by internal stimulation and not only by outer novelty. Clarity and honesty with oneself before embarking on such significant life-changing moves assist with smart decisions.