Asking the right questions lets you see beyond the resume. You get a feel for how someone thinks and solves problems. It also shows if they’ll mesh well with your company culture.
Great interview questions save time and headaches down the road. They help you avoid costly hiring mistakes. Plus, they give candidates a chance to shine and show what makes them unique.
Getting to Know the Candidate
Asking the right questions helps you understand who your candidates really are.
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“What’s a project you’re proud of?”
Ask this to see what they value and how they measure success. Look for enthusiasm and specific details about their role. -
“How do you handle stress at work?”
This reveals their self-awareness and coping skills. Good answers show practical strategies they’ve used before. -
“What’s your ideal work environment?”
You’ll learn if they’ll fit your culture. Listen for preferences that match your workplace. -
“Tell me about a time you failed. What did you learn?”
This shows how they handle setbacks. Look for honesty and lessons they applied later. -
“Where do you see yourself in 5 years?”
It shows their ambition and if they’ve thought about their future. Good answers align with your company’s growth plans. -
“What’s the toughest feedback you’ve received?”
This reveals how they take criticism. Look for those who accepted it gracefully and made changes. -
“Why are you leaving your current job?”
It shows their motivations. Be wary of those who only complain about their old job. -
“What do you know about our company?”
This shows their interest and research skills. Good answers go beyond what’s on your website. -
“How do you stay updated in your field?”
It reveals their passion for learning. Look for specific blogs, courses, or events they follow. -
“Do you have any questions for me?”
This shows their curiosity. The best candidates ask thoughtful questions about the role and company.
Discussing Professional Achievements
Asking about professional achievements helps you understand a candidate’s strengths and accomplishments.
“What’s your proudest work achievement?”
Why ask: It reveals what the candidate values most.
How to evaluate: Look for specific, measurable results and the impact they had.
“Tell me about a project you led from start to finish.”
Why ask: Shows leadership and project management skills.
How to evaluate: Listen for planning, teamwork, and problem-solving abilities.
“How have you improved processes in your previous roles?”
Why ask: Highlights innovation and initiative.
How to evaluate: Consider the creativity and effectiveness of their solutions.
“What’s the most challenging goal you’ve reached?”
Why ask: Reveals perseverance and goal-setting skills.
How to evaluate: Pay attention to the obstacles they overcame and strategies used.
“Can you share an example of how you’ve saved your company money?”
Why ask: Shows business acumen and cost-consciousness.
How to evaluate: Look for concrete figures and long-term impact.
“What professional skill have you developed most in the past year?”
Why ask: Indicates commitment to growth and self-improvement.
How to evaluate: Consider the relevance of the skill to your open position.
“Describe a time you exceeded expectations on a project.”
Why ask: Reveals work ethic and ability to go above and beyond.
How to evaluate: Look for enthusiasm and willingness to take on extra responsibilities.
“What’s the most innovative idea you’ve implemented?”
Why ask: Shows creativity and ability to bring new ideas to life.
How to evaluate: Consider the originality and results of their innovation.
“Tell me about a time you turned a failure into a success.”
Why ask: Reveals resilience and ability to learn from mistakes.
How to evaluate: Look for honesty, self-awareness, and positive outcomes.
“What achievement are you most excited to replicate in your next role?”
Why ask: Indicates motivation and future goals.
How to evaluate: Consider how their aspirations align with your company’s needs.
Understanding Motivations
Asking about a candidate’s motivations can reveal a lot. You want to know what drives them and if they’re a good fit for your team.
“What excites you most about this role?”
Why ask: This shows what aspects of the job appeal to them.
How to evaluate: Look for answers that align with key responsibilities and your company culture.
“Tell me about a time you went above and beyond at work.”
Why ask: It reveals what motivates them to excel.
How to evaluate: Listen for passion and pride in their accomplishments.
“What’s the biggest challenge you’re looking for in your next job?”
Why ask: This uncovers their career goals and ambitions.
How to evaluate: See if their desired challenges match what your role offers.
“Why did you choose your career path?”
Why ask: It gives insight into their long-term motivations.
How to evaluate: Look for genuine interest in the field, not just practical reasons.
“What keeps you engaged in a job?”
Why ask: This reveals what they need to stay motivated daily.
How to evaluate: Check if their needs align with your work environment and management style.
Behavioral Interview Questions
Behavioral questions help you learn how candidates handle real-world situations.
“Tell me about a time you faced a difficult problem at work. How did you solve it?”
Why ask: Reveals problem-solving skills.
How to evaluate: Look for structured approach and positive outcome.
“Describe a situation where you had to work with a challenging coworker.”
Why ask: Shows interpersonal skills.
How to evaluate: Notice conflict resolution strategies and empathy.
“Give an example of a goal you didn’t meet. What happened?”
Why ask: Uncovers ability to learn from failures.
How to evaluate: Check for accountability and growth mindset.
“How do you handle stress and pressure?”
Why ask: Assesses emotional intelligence.
How to evaluate: Listen for healthy coping mechanisms.
“Share a time you had to adapt to a big change at work.”
Why ask: Gauges flexibility.
How to evaluate: Look for openness to new ideas and quick adjustment.
“Describe a situation where you had to persuade someone to see things your way.”
Why ask: Tests communication skills.
How to evaluate: Notice persuasion techniques and respect for others’ views.
“Tell me about a time you went above and beyond for a customer or coworker.”
Why ask: Reveals dedication and teamwork.
How to evaluate: Look for initiative and willingness to help others.
“How do you prioritize tasks when everything seems urgent?”
Why ask: Assesses time management skills.
How to evaluate: Check for logical prioritization and ability to meet deadlines.
“Describe a time you had to make a tough decision with limited information.”
Why ask: Tests decision-making abilities.
How to evaluate: Look for reasoning skills and confidence in choices.
“Tell me about a time you received criticism. How did you respond?”
Why ask: Shows ability to handle feedback.
How to evaluate: Notice receptiveness and willingness to improve.
“Give an example of a time you motivated a team member.”
Why ask: Reveals leadership potential.
How to evaluate: Look for understanding of others’ needs and effective motivation tactics.
“Describe a situation where you had to explain something complex to someone.”
Why ask: Tests communication skills.
How to evaluate: Check for clarity, patience, and ability to adapt explanations.
“Tell me about a time you had to juggle multiple projects. How did you manage?”
Why ask: Assesses multitasking abilities.
How to evaluate: Look for organizational skills and ability to meet deadlines.
“Share an experience where you had to deal with an upset customer or client.”
Why ask: Tests customer service skills.
How to evaluate: Notice empathy, problem-solving, and ability to maintain composure.
“Describe a time you had to learn a new skill quickly.”
Why ask: Reveals adaptability and learning ability.
How to evaluate: Look for enthusiasm for learning and effective strategies.
“Tell me about a time you disagreed with a supervisor. How did you handle it?”
Why ask: Shows communication and conflict resolution skills.
How to evaluate: Check for respect, professionalism, and ability to find common ground.
“Give an example of a time you had to work with limited resources.”
Why ask: Tests creativity and problem-solving.
How to evaluate: Look for resourcefulness and ability to overcome obstacles.
“Describe a situation where you had to meet a tight deadline.”
Why ask: Assesses time management and performance under pressure.
How to evaluate: Notice planning skills and ability to maintain quality under stress.
“Tell me about a time you had to work with people from different backgrounds.”
Why ask: Shows cultural sensitivity and teamwork skills.
How to evaluate: Look for open-mindedness and ability to collaborate across differences.
“Share an experience where you had to take initiative on a project.”
Why ask: Reveals leadership and proactivity.
How to evaluate: Check for self-motivation and ability to drive results.
Situational Interview Questions
Situational interview questions help you see how candidates might handle real-world scenarios in your workplace. They reveal problem-solving skills, adaptability, and decision-making abilities.
“You’re working on a tight deadline when a colleague asks for help. What do you do?”
Why ask: Tests prioritization and teamwork.
How to evaluate: Look for balance between helping others and meeting deadlines.
“Describe a time you had to explain a complex idea to someone who didn’t understand.”
Why ask: Checks communication skills.
How to evaluate: Clear explanation methods and patience.
“How would you handle an upset customer?”
Why ask: Assesses customer service skills.
How to evaluate: Empathy, problem-solving, and ability to stay calm.
“What would you do if you made a mistake that no one noticed?”
Why ask: Reveals integrity and accountability.
How to evaluate: Honesty and willingness to admit and fix errors.
“How would you motivate a team member who’s struggling?”
Why ask: Tests leadership and empathy.
How to evaluate: Supportive approach and practical solutions.
“Describe how you’d handle conflicting deadlines from two managers.”
Why ask: Checks prioritization and communication.
How to evaluate: Diplomatic problem-solving and time management.
“What would you do if you disagreed with your boss’s decision?”
Why ask: Assesses respect and assertiveness.
How to evaluate: Constructive feedback and willingness to support team decisions.
“How would you deal with a coworker who isn’t pulling their weight?”
Why ask: Tests conflict resolution and teamwork.
How to evaluate: Diplomatic approach and willingness to address issues.
“Describe how you’d handle a project that’s falling behind schedule.”
Why ask: Checks problem-solving and adaptability.
How to evaluate: Proactive solutions and ability to adjust plans.
“What would you do if you were asked to perform a task you’ve never done before?”
Why ask: Tests willingness to learn and adaptability.
How to evaluate: Resourcefulness and openness to new challenges.
“How would you handle negative feedback from a client?”
Why ask: Assesses professionalism and receptiveness to feedback.
How to evaluate: Ability to stay calm and use feedback constructively.
“Describe how you’d prioritize tasks if you had multiple urgent projects.”
Why ask: Tests time management and decision-making.
How to evaluate: Logical approach to prioritization and ability to communicate choices.
“What would you do if you saw a coworker behaving unethically?”
Why ask: Reveals integrity and courage.
Evaluate: Willingness to address issues and follow proper channels.
“How would you handle a team member who constantly interrupts others in meetings?”
Why ask: Tests leadership and conflict resolution.
How to evaluate: Tactful approach to addressing disruptive behavior.
“Describe how you’d onboard a new team member.”
Why ask: Assesses leadership and communication skills.
How to evaluate: Organized approach and ability to make others feel welcome.
“What would you do if you realized you couldn’t meet a promised deadline?”
Why ask: Tests communication and problem-solving.
How to evaluate: Proactive communication and solution-focused approach.
“How would you handle a situation where you lacked information to complete a task?”
Why ask: Checks resourcefulness and initiative.
How to evaluate: Ability to gather information and ask for help when needed.
“Describe how you’d deal with a client who keeps changing project requirements.”
Why ask: Tests patience and adaptability.
How to evaluate: Flexibility and ability to set boundaries professionally.
“What would you do if you received conflicting information from team members?”
Why ask: Assesses critical thinking and communication.
How to evaluate: Ability to verify information and resolve discrepancies.
“How would you approach learning a new software system for your job?”
Why ask: Tests adaptability and learning skills.
How to evaluate: Willingness to learn and methods for acquiring new skills.
These questions will help you gauge how candidates might perform in your workplace. Pay attention to their thought process and how they approach challenges.
Judging Soft Skills and Adaptability
Soft skills can make or break a candidate’s fit for your team.
“Tell me about a time you had to adapt to a big change at work.”
Why ask: Reveals flexibility and resilience.
How to evaluate: Look for positive attitudes and concrete steps taken to adjust.
“How do you handle disagreements with coworkers?”
Why ask: Shows conflict resolution skills.
How to evaluate: Listen for respectful approaches and win-win solutions.
“Describe a project where you had to work closely with others.”
Why ask: Assesses teamwork abilities.
How to evaluate: Note mentions of collaboration, compromise, and shared success.
“What’s your approach to learning new skills?”
Why ask: Indicates adaptability and growth mindset.
How to evaluate: Look for enthusiasm and proactive learning strategies.
“How do you prioritize tasks when everything seems urgent?”
Why ask: Reveals time management and decision-making skills.
How to evaluate: Check for logical methods and ability to handle pressure.
“Tell me about a time you had to explain a complex idea to someone.”
Why ask: Tests communication skills.
How to evaluate: Look for clear explanations and ability to tailor message to audience.
“How do you stay motivated during long-term projects?”
Why ask: Shows self-motivation and perseverance.
How to evaluate: Listen for specific strategies and intrinsic motivation factors.
“Describe a situation where you had to think on your feet.”
Why ask: Assesses problem-solving and quick thinking.
How to evaluate: Look for creative solutions and calm under pressure.
“How do you handle feedback on your work?”
Why ask: Reveals openness to growth and emotional intelligence.
How to evaluate: Check for gracious acceptance and concrete steps for improvement.
“Tell me about a time you went above and beyond for a customer or coworker.”
Why ask: Shows initiative and service orientation.
How to evaluate: Look for genuine care and willingness to exceed expectations.
These questions can help you gauge a candidate’s soft skills and adaptability. Pay attention to their examples and thought processes to get a clear picture of their potential fit.
Problem-Solving and Creativity
“Can you describe a time when you faced a tough problem at work? How did you solve it?”
Why ask: This shows how candidates approach real-world challenges.
How to evaluate: Look for clear steps they took and creative thinking in their solution.
“If you had a magic wand, how would you improve our product/service?”
Why ask: It tests their ability to think outside the box and innovate.
How to evaluate: Pay attention to unique ideas and how well they understand your business.
“How would you explain a complex idea to a 5-year-old?”
Why ask: This reveals their communication skills and ability to simplify tough concepts.
How to evaluate: Check if their explanation is clear, simple, and creative.
“What’s the most innovative project you’ve worked on?”
Why ask: It showcases their creativity and passion for new ideas.
How to evaluate: Look for excitement in their answer and details about their role in the project.
“How do you stay up-to-date with industry trends?”
Why ask: This shows their curiosity and commitment to learning.
How to evaluate: Listen for specific methods they use to keep learning and growing.
“If you had unlimited resources, what project would you start?”
Why ask: It reveals their ambition and ability to think big.
How to evaluate: Look for ideas that align with your company’s goals and values.
“How would you improve a common household item?”
Why ask: This tests their ability to find new solutions to everyday problems.
How to evaluate: Check for practical and creative ideas that show out-of-the-box thinking.
“What’s a creative way you’ve solved a customer’s problem?”
Why ask: It shows how they apply creativity to real-world situations.
How to evaluate: Look for unique approaches and positive outcomes.
“How do you handle setbacks or failures?”
Why ask: This reveals their resilience and ability to learn from mistakes.
How to evaluate: Listen for a positive attitude and specific lessons they’ve learned.
“If you could change one thing about your current/previous job, what would it be?”
Why ask: It shows their problem-solving skills and ability to spot areas for improvement.
How to evaluate: Look for constructive suggestions rather than complaints.
Evaluating Skills and Competencies
“Can you describe a project you managed from start to finish?”
Why ask: This shows project management skills.
How to evaluate: Look for clear planning, execution, and problem-solving.
“How do you prioritize tasks when you have multiple deadlines?”
Why ask: It reveals organizational and time management skills.
How to evaluate: Listen for specific strategies and tools they use.
“What’s the most complex technical problem you’ve solved?”
Why ask: This highlights technical skills and problem-solving abilities.
How to evaluate: Pay attention to their thought process and the steps they took.
“Tell me about a time you had to explain a complex idea to someone.”
Why ask: It shows communication skills.
How to evaluate: Look for clarity, patience, and ability to simplify complex concepts.
“How do you stay updated with industry trends?”
Why ask: This reveals dedication to learning and growth.
How to evaluate: Listen for specific resources, courses, or methods they use.
“Describe a situation where you had to work with a difficult team member.”
Why ask: It shows interpersonal skills and team player attitude.
How to evaluate: Look for diplomacy, conflict resolution, and collaboration.
“What’s your approach to meeting tight deadlines?”
Why ask: This reveals time management and work ethic.
How to evaluate: Listen for strategies to prioritize, delegate, or work efficiently.
“Can you share an example of a creative solution you came up with?”
Why ask: It shows innovation and problem-solving skills.
How to evaluate: Look for unique approaches and out-of-the-box thinking.
“How do you handle criticism or feedback?”
Why ask: This reveals emotional intelligence and adaptability.
How to evaluate: Listen for openness to feedback and willingness to improve.
“What’s your biggest professional achievement?”
Why ask: It shows what they value and their definition of success.
How to evaluate: Look for alignment with your company’s goals and values.
Assessing Technical Proficiency
“Can you explain a complex technical concept in simple terms?”
Why ask: This tests communication skills and deep understanding.
How to evaluate: Look for clear, jargon-free explanations that a non-expert could grasp.
“What’s a recent technical challenge you faced and how did you solve it?”
Why ask: It reveals problem-solving abilities and real-world experience.
How to evaluate: Listen for logical thinking and creative solutions.
“How do you stay updated with new technologies in your field?”
Why ask: Shows dedication to learning and growth.
How to evaluate: Check for specific learning methods and enthusiasm for staying current.
“What’s your favorite programming language and why?”
Why ask: Indicates depth of knowledge and personal preferences.
How to evaluate: Look for thoughtful reasons beyond just familiarity.
“How would you improve our product/service?”
Why ask: Tests critical thinking and industry awareness.
How to evaluate: Consider the practicality and creativity of their suggestions.
“Describe a project where you had to learn a new skill quickly.”
Why ask: Shows adaptability and learning speed.
How to evaluate: Note how they approached the challenge and what they learned.
“What’s your process for debugging a complex issue?”
Why ask: Reveals systematic thinking and troubleshooting skills.
How to evaluate: Look for a structured approach and attention to detail.
“How do you ensure code quality in your projects?”
Why ask: Indicates commitment to best practices and clean code.
How to evaluate: Listen for mentions of testing, code reviews, and other quality assurance methods.
“What’s your experience with [specific technology relevant to the role]?”
Why ask: Directly assesses relevant technical skills.
How to evaluate: Look for hands-on experience and depth of understanding.
“Can you walk me through your thought process for solving this problem?”
Why ask: Shows real-time problem-solving and communication skills.
How to evaluate: Pay attention to their approach, creativity, and ability to explain their thinking.
Remember to listen carefully to their answers and ask follow-up questions when needed.