Nearly three out of four new hires regret accepting a job offer. Here are the questions to ask to make sure it doesn't happen to you.

• There are many horror stories of people taking jobs only to find they're nothing like they expected.
• In a recent survey of 2,500 employees, 72% reported having regret because a new job or company wasn't what they expected.

Starting a new job can be exciting and even a little nerve-wracking.

But in a recent survey by The Muse of 2,500 millennial and Gen Z employees, a whopping 72% of respondents reported feeling surprise or remorse in a new position because the role or company wasn't what they expected.

As Insider's Rebecca Knight reported, many new employees are experiencing new-hire's remorse as Zoom interviews in the era of remote work preclude applicants from getting a closer look at a potential employer firsthand.

Disappointed new hires may quit in their first few months, which can come at great expense to companies and the workers themselves.

One of the best ways to protect yourself? Asking the right questions.

Here's our guide to avoiding new-hire's remorse.

What is the workplace culture like?

Why is this position open?

If the previous employee is no longer with the company, ask why. Departures can reveal possible issues at the company, but "it's not always negative," Paul McDonald, senior executive director at staffing firm Robert Half, told Insider. The employee might have been offered their dream job, for example.

Don't be afraid to ask about ways the interviewer thinks the company can improve, whether in culture or other aspects.

"If they can't see any areas of improvement or ways the company is still growing and evolving, that would raise a red flag for me," Kimberly McNeil, HR knowledge advisor at The Society for Human Resource Management, told Insider.

What are the supports for long-term career growth?

To get a sense of the company's timeline for promotions and raises, McDonald suggests asking, "I haven't been hired, but if we do move forward, what's the typical review process for input back to me on advancement opportunities and compensation reviews?"

Consider asking how the company approaches training and development as well, McNeil says. Are there trainings beyond the standard ethics and compliance? Are there programs or workshops geared towards professional development?

McNeil says you can also ask, "In a year from now, if you told me that I've done a great job, or I was exceeding expectations and had great performance, what would that mean to you? And what would that look like?"

What are your potential boss and coworkers like?

People in your own network may have answers to questions the interviewer can't or won't answer. Ask around to learn who might know what it's like to work with your potential future boss and colleagues.

"If you have any former colleagues that work there, asking their honest opinion is a way to kind of gain some access that may be more real-life as opposed to what the recruiter or talent acquisition professional would give you," said McNeil.

If you don't have a mutual connection in your network, consider reaching out to someone from the company who went to the same university you attended, for example, and asking if they'd tell you about their experience there.

If you have a panel interview, pay attention to members' interactions with each other and with you. You can also try to pose a question to each person individually.

"You can see the dynamics between the interviewers," said McDonald. "How are they interfacing with one another? What is their engagement with you?"

How are employees of color supported?

McNeil and McDonald suggest scanning the company's website for Diversity, Equity, and Inclusion, or DEI, initiatives. You can also look at the makeup of leadership.

McNeil recommends asking, "What does Diversity, Equity, and Inclusion mean to the company and what active steps is it taking in that direction?"

In light of tragedies like the murders of George Floyd and Ahmaud Arbery and the rise of anti-Asian violence, McDonald suggests also asking, "Do you have employee networking groups? And how has that looked over the past two years?"

Is there work-life balance here?

When thinking of work-life balance, it's important to know the company's policy on remote work or other flexible working arrangements, says McDonald.

Don't hesitate to ask about wellness programs and childcare support, as well as the company's core business hours. Ask, "What does an average day look like?" or "How does leadership model work-life balance?"

Are the job responsibilities actually as advertised?

McNeil and McDonald recommend asking for the job description in the first interview. "Sometimes employers will put out a job ad that may not encompass everything in a job description," said McNeil.

You can also explicitly ask if your expectations align with the reality of the job. According to McDonald, you might try saying, "This is my understanding of what I'm interviewing for. Does this match up?"

If the interviewers would be your team members in the role, ask how they see the job and how it interacts with theirs. If an interviewer has the same job title, you can gain deeper insights on what the day-to-day looks like for the position.

Overall, when evaluating a company and job for a fit, McNeil says to stick with your gut if you're unsure.

"If something doesn't feel right, if it feels off, usually that natural instinct we have as humans may be an indication that may not be the best place for you," she says.