Okay, by now we all know on a job interview you’ll need to come prepared with questions like asking about room for growth and why the position has been made available as well as how long it’s been open (a key indicator as to how quickly the company is looking to make a hiring decision).

Well, this piece on Fortune was pretty poignant in terms of important questions that are sometimes overlooked. As per executive recruiters at the MRI Network, a global headhunting firm, created this list of 10 inquiries they wish more candidates would ask.

1. If, on my one-year anniversary in this role, you were giving me an excellent review, what specifically would I have accomplished?
2. What do you see as the biggest opportunities or challenges facing this position (or department)?
3. What particular skill set would be most valuable in performing this job?
4. What are the current critical issues that need to be addressed by the person you hire for this position? Within what time frame?
5. Assuming I do an exceptional job in this role, what would be my next step within the company?
6. I noticed in my research on your company that [insert interesting fact, like a major new product launch]. How will that affect this position and the company as a whole?
7. Can you tell me why the last person who held this job left it?
8. Could you give me an example of something that person did very well?
9. Could you give me an idea of the organizational structure of your company, so I can see where this position fits in?
10. What attracted you (the interviewer) to this company?

You may not get to answer all 10 so in some instances, you may want to break it down. If you’re meeting with three people, why not ask them each three questions from the list?

Above all, Gary Miller, president of the company’s Oak Brook, Ill. affiliate Miller Resource Group, indicated it shows thoughtfulness and preparedness that could put you a step ahead of other candidates. ”Many of these questions might not have been put to the employer before. You may even be perceived as helping the employer define what top performance in this role would look like, which adds value — and adding value is usually rewarded.”