There comes a point in every interview when hiring managers ask applicants the exact same thing, "Do you have any questions for me?" Although this off-script moment feels like a formality, the applicant's questions could provide just as much insight as you make your final evaluations.

Global Vice President of Talent Acquisition at Johnson & Johnson, Sjoerd Gehring, shared his favorite candidate questions and the reason why after 100,000 or so interviews, in The Muse, an online career resources website, which is a content partner of Inc.com.

1. "Why does this role matter to the growth of the company?"

Whew, talk about laying on the pressure. As a manager, try not to be too nebulous when answering this question. You want to help the candidate visualize the bigger picture without setting false expectations or creating confusion.

Focus on connecting the dots and explain the important interdependencies between the role's work and the company's strategic vision. The candidate's aim is to will walk away with a better understanding of the organization's vision and an idea of where they can leave a mark. It's a great sign that they are interested in more than the here and now.

"This question showed me the candidate was interested in making an impact beyond their role and how they'd fit into the future plans of the business," said Gehring.

2. "Could I meet some of the people I'd be working with?"

This question is a little aggressive and one that I would hope candidates ask later on in the interviewing process. However, it shows that they're interested in ensuring a cultural fit and understand the importance of team connections. Your whole team may not be involved in the interview, but they are the ones that will have to work with the candidate every day--make sure they understand the dynamics.

Gehring walked away thinking, "This is clearly not a person who wants to come to work, sit down at their desk every day, and work in a solitary bubble."

3. "Why has the person in this role decided to leave?"

This can be a very telling question for both parties. Candidates can determine whether or not there are viable career development opportunities, and hiring managers can clarify their definition of success.

Whether the vacancy is due to a promotion or a termination, it's important to be as open and honest as possible. Then provide specific reasons why the employee was promoted or why it didn't work out (within reason). Everyone understands that attrition happens. Just make sure you clarify ways to mitigate mistakes and repeat successes.

4. "What do you like most about working here?"

Throughout the interview, it's likely that you and the others on the itinerary are following a script. Even though a list of consistent and vetted questions is great for ensuring an objective evaluation, we all know the importance of making a deeper connection. This question may force you off-script, but it also opens a door for you to differentiate your organization's culture.

"We ended up having a great conversation about how rewarding a career at J&J can be, both personally and professionally," said Gehring.

5. "Do you have any reservations about me or my qualifications?"

This takes some courage. As someone who has interviewed thousands of candidates, I'm not usually a fan of this question. If the tone isn't right, it can come off as a little too brash and leave a negative impression. I will admit though, when asked properly, this question encourages managers to voice their doubts and gives candidates the ability to address any unfounded reservations.

In Gehring's case, "...the candidate was actually able to mitigate the concerns I had about a large, unexplained gap on their resume."

6. "How do you deal with professional disagreements within the team? Can you give me an example?"

"Another question that shows that you're talking to a candidate who cares about team dynamics and understands how a team works together can make or break the success of its projects," said Gehring.

I don't think there's a better way of depicting a team's dynamics than through conflict resolution. This question also signals to managers that the candidate is serious about understanding and jelling with the team.

Disagreements are bound to happen. It's important to reiterate a democratic environment where employees are encouraged to speak up and one in which everyone's opinion matters -- regardless of their rank.

7. "Who does the wireframing for your site?"

Ok, so this one seems weird. It's hyper-specific and was obviously for some type of web design role, but that's also the reason why it's so good. It's a great example of a question that distinguishes the applicant's experience and helps you as the manager evaluate their technical expertise.

In his explanation of the situation, Gehring said the question lead to a great conversation about J&J's processes and how this candidate could add value. Gehring described the discussion as if "we were already working together."

Although it seems like a polite way to close the interview, a candidate's questions can be a powerful and telling way to determine their fit for the role and for the organization.