🩺 4 Essential Interview Questions that Candidates Must Ask

Landing the ideal role is about more than just finding a practice with the hours, salary and location you want. We all know that feeling when a job looks perfect on paper, but something doesn’t feel quite right in the interview – or that wonderful moment when you realize a practice could offer even more opportunity than you expected.

The trick is asking questions that actually show you what it’s like to work there. Not just about the money and schedule but real insights into how they think, what drives them, and whether you’ll thrive in their environment.

With help from our community of veterinarians, nurses, and techs who’ve successfully found their ideal practices, we’ve put together four key questions that help get to the heart of what matters: initiative, motivation, growth, and teamwork. These aren’t meant to be fired off like a checklist – they’re conversation starters that let you and your potential new practice get to know each other properly.

Here are the questions our community finds most revealing…

Find your next Team Member or Job…the Fresh Way

[ Click here to see the 4 Essential Interview Questions that EMPLOYERS Must Ask ]

Before diving into these questions, remember that good interviews work both ways. When you feel comfortable asking thoughtful questions, you get a much better sense of whether a practice is right for you.

Question 1: “What’s been your team’s best day recently? What made it special?”

Why it works: This question reveals what a practice truly values and celebrates. Instead of asking generically about culture or teamwork, it lets you hear about real moments that made the team proud. The answer gives you genuine insights into how success is defined, recognized, and shared across the practice.

What to listen for:

• How they balance individual and team achievements
• Whether the focus is purely clinical or includes other aspects of practice life
• The way they talk about different team members’ contributions
• Signs of genuine enthusiasm vs. rehearsed responses
• How celebration and recognition actually happen

Role-specific insights: As a veterinarian, listen for how different roles are valued in their best moments. As a nurse or tech, note whether clinical support staff are central to the story or merely background players. Great practices typically share stories where everyone played a meaningful part in the success.

I asked this in my interview and the practice owner lit up, describing a complex emergency case where she was most proud of how the newest nurse stepped up and the senior tech took time to guide them through it. The whole team celebrated that success together – it told me everything about their culture I needed to know – Rachel M, Emergency Veterinarian, Denver, Colorado

Question 2: “I love learning or implementing new things – what’s the best way for me to suggest new or different things to be considered?”

Why it works: This question demonstrates initiative while showing respect for existing practice protocols. It reveals how the practice actually handles new ideas and change, not just what they claim about being innovative. The way they answer tells you whether they genuinely value fresh perspectives or prefer to stick with “how we’ve always done it.”

What to listen for:

• How structured or informal their process is for new ideas
• Whether they share specific examples of implemented suggestions
• The tone when discussing past changes – enthusiasm or resistance
• If they mention ideas from all levels of the team
• The balance between openness to change and respect for experience

Role-specific insights: Veterinarians should note if clinical suggestions are welcomed beyond senior staff input. Nurses and techs should listen for examples of process improvements or patient care innovations that came from support staff. The best practices usually have clear examples of implemented ideas from all team members.

I loved how they walked me through a recent change to their patient handling approach that came from one of their newer techs. They showed me exactly how the team tested and refined the idea together. Really showed me they’re open to good ideas from everyone – James K, Veterinarian, Perth, Australia

Question 3: “Could you tell me about someone in the team who’s really grown since joining the practice?”

Why it works: This question reveals actual examples of career development rather than just promises of opportunity. It shows if the practice genuinely invests in their team’s growth and how they support different career paths. The response tells you whether professional development is a real priority or just a recruitment talking point.

What to listen for:

• Specific examples rather than general statements
• The types of growth opportunities mentioned
• Whether development is active or just time-served
• If they discuss different roles and career paths
• How they support various learning styles and interests

Role-specific insights: Veterinarians should note whether mentoring extends beyond clinical skills. Nurses and techs should listen for examples of specialty training or leadership development. Look for practices that recognize and nurture potential across all roles.

The practice manager shared this great story about a nurse who started as a receptionist. They supported her through her studies, and now she’s coordinating their ECC training. What stood out was how proud they were of her journey – not just what she brought to the practice – Tom H, Veterinary Nurse, Manchester, UK

Question 4: “We all know about ‘those days’ when everything happens at once – what does the team do to survive and thrive?”

Why it works: This question shows you understand practice reality while revealing how the team handles pressure. Instead of asking vaguely about support, it lets you see how they actually manage when it matters most. Their response shows whether they have real systems in place or just cope day to day.

What to listen for:

• Specific examples of team coordination
• How different roles support each other
• Whether there are clear protocols or just chaos
• Signs of proactive vs. reactive management
• How they maintain quality care under pressure

Role-specific insights: Veterinarians should note how clinical backup works in practice. Nurses and techs should listen for how workflow and roles adapt under pressure. Watch for practices that have systems to support their team rather than just expecting everyone to work harder.

When I asked this, they described how they do a quick team huddle to prioritize cases and make sure everyone’s got what they need. No heroics, just good teamwork. That’s exactly what you want to hear – Sarah B, Veterinary Technician, San Francisco, USA

The key to getting the most from these questions isn’t just asking them – it’s listening carefully to the responses. Pay attention to not just what is said, but how it’s said. Often the most revealing insights come from the natural conversation that follows your initial question.

Remember that good practices will appreciate thoughtful questions from candidates. These questions show you’re serious about finding the right fit and give them the chance to share what makes their team special. Professional compatibility is about aligning values, work style, and goals – these questions help you discover if this practice matches what you’re looking for.

Think of these questions as a starting point – likely you will find your own variations that are specific to what matters most to you, but they do represent best-practice based on input from our Community. The goal is to get beyond rehearsed answers and gain real insights into your potential new practice – whether you’re a new graduate or experienced professional, vet, nurse, or tech.

And sometimes the best follow-up is simply “Can you tell me more about that?” when something interests you. The more natural the conversation feels, the better sense you’ll get of whether this could be your next “fur-ever” home.

---

About Veterinary Jobs Marketplace…