Don't ask about work-life balance in the interview, says a former Google recruiter

When you interview, ask questions that do two things: They show your potential employer that you want to succeed, and they give you the information you need to decide if you really want the job, says Nolan Church, a former Google recruiter and current CEO of salary data company FairComp.

He suggests asking questions like, “What is the company's guiding light for the next 12 months?” and “What is the common trait of your top performers?” Both of these demonstrate your eagerness to help the company grow and give you a sense of how things are going internally.

“The thing that people get wrong at first,” Church says of interview questions, “is that they tend to ask these very general, superficial questions that they've picked up online.” He did a little research and found some that he thinks job seekers should definitely avoid.

While this is a relevant question to determine if you want the job, the interview is not the time to ask it.

Asking “tells me you don't want to work hard,” Church says. Instead of asking about the company's mission and showing that you're already working toward internal successes, ask how long a workday is. “That's a red flag,” he says.

This question “has to be asked after you've received an offer,” Church says. That's the moment when you've gained some advantage and proven you have what it takes to do the job. Otherwise, “I don't think you have the right to ask,” he says.

According to Church, this question raises some problems.

First, “the question makes a distinction about you,” he says. Instead of conveying that you're a team player who wants to solve problems and move everyone forward, you give the impression that you only care about your own progress.

The other problem with this question is that it's fairly general. It doesn't necessarily force the interviewer to give you specific examples that could ultimately help you decide on the employer. “A vague question will get you a vague answer,” says Church.

“Good questions are usually very specific, very relevant and very timely,” he says. Instead of asking about career development, ask about the most important quality of the company's top performers. This will give you a sense of what you can work toward and show that you want to succeed.

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