As an interviewer, you aim to find the best candidate for the job.
But how do you know if someone is truly the right fit? Asking the right questions can make all the difference.
In this ultimate guide, we’ll explore 10 essential questions every interviewer should ask to uncover crucial insights about each candidate:
- Questions that reveal a candidate’s true motivations and work ethic
- Queries to assess problem-solving skills and adaptability
- Prompts to understand communication style and emotional intelligence
- Conversation starters to evaluate culture fit and values alignment
By the end of this article, you’ll have a powerful toolkit of questions to help you make the best hiring decisions.
Let’s jump right in!
Essential Questions to Ask as an Interviewer
1. “Tell me about a time you had to overcome a significant challenge at work. How did you approach it?”
This behavioral question is a fantastic way to assess a candidate’s problem-solving abilities and resilience. Ask it in a friendly, encouraging tone to put them at ease.
Listen closely to how they describe the challenge – was it a technical issue, an interpersonal conflict, or a strategic hurdle? Their response will clue you to the problems they’re accustomed to tackling.
Please pay attention to the steps they took to address the challenge. Did they break it down into smaller parts? Seek input from others? Dive into research? A methodical approach is a good sign.
Most importantly, note the outcome of their efforts. If they successfully overcame the obstacle, that’s a point in their favor. But even if things didn’t turn out perfectly, an ability to learn from setbacks is just as valuable.
If the candidate struggles to come up with a relevant example, it could indicate a lack of experience or self-awareness. But if they light up sharing the story, that’s a promising green flag.
2. “Describe your ideal work environment. In what type of setting do you do your best work?”
Here’s your chance to see if the candidate would thrive in your company’s culture. After all, an employee who feels aligned with their surroundings is more likely to stick around.
Depending on their response, you’ll get a sense of whether they prefer a collaborative open office or solo deep work. Whether they enjoy impromptu brainstorms or need structured meetings. Some folks love a lively, social atmosphere, while others crave peace.
There’s no universally right answer, of course. The key is to determine if their ideal matches your reality. If there’s a mismatch, probe to see how flexible they are. Could they adapt, or would they quickly become dissatisfied?
Also, consider what their answer reveals about their work style and personality. A lone wolf might struggle on a tight-knit team, while a social butterfly may get antsy in a remote role.
For a role that requires a lot of autonomous work, a candidate who thrives on constant collaboration might not be the best fit. Conversely, a position that involves frequent group projects may not suit someone who prefers flying solo.
Ultimately, this question helps ensure you find someone who will be energized, not drained, by your workplace environment. An employee whose needs are met is far more likely to be engaged, productive, and loyal.
3. “Can you tell me about a time you had to give difficult feedback to a coworker? How did you handle it?”
Ooh, this one is juicy! A candidate’s response can be quite illuminating. You’ll get valuable insights into their communication skills, emotional intelligence, and leadership potential.
First, consider the situation they describe. Was it a minor performance issue or a major behavioral problem? The severity can indicate the level of challenge they’re comfortable confronting.
Then, listen to how they approached the conversation. Did they plan and rehearse, or just wing it? A thoughtful strategy shows they take feedback seriously.
Note the language they used. Were they clear and direct, while still being empathetic? Or did they beat around the bush and sugarcoat the message? The ability to deliver constructive criticism respectfully is so important.
Pay attention to the coworker’s reaction too. If they were receptive and made efforts to improve, that reflects well on the candidate’s delivery. But if things got heated or defensive, it might hint at a lack of tact.
Of course, giving feedback is never easy. If the candidate acknowledges the difficulty and shares how they managed their own emotions, that’s a big plus. Self-awareness and stress management are invaluable skills.
Bonus points if they mention following up with the coworker, later on, to check their progress and offer support. That demonstrates a genuine commitment to helping others grow.
All in all, this question offers a wealth of clues about a candidate’s soft skills and leadership abilities. It’s a must-ask for any role that involves managing or mentoring others.
4. “Describe a project or achievement that you’re especially proud of.”
This is your opportunity to see the candidate’s eyes sparkle. Asking about something they’re genuinely proud of allows them to shine.
As they share their story, take note of what they choose to highlight. Is it the project’s outcome, the skills they developed, or the relationships they built? Their focus reveals their priorities and values.
Listen for signs of passion and enthusiasm too. Do they get animated discussing the details? Or is their demeanor more reserved? Genuine excitement can be contagious and boost team morale.
Also, pay attention to the scale and impact of their accomplishment. Was it a solo endeavor or a group effort? Did it affect a handful of people or make waves company-wide? This hints at their potential to take on greater responsibilities.
Don’t hesitate to dive deeper with follow-up questions. Ask about specific challenges they faced, decisions they made, and lessons they learned. The more context you get, the better you can assess their capabilities.
If the candidate has trouble coming up with an achievement they’re truly proud of, that could be a red flag. It might suggest a lack of initiative, low self-esteem, or misaligned values.
But if their faces light up and they can’t wait to tell you all about their big win, that’s a wonderful sign. A candidate who takes pride in their work is likely to be motivated, engaged, and eager to make a meaningful impact.
5. “Why are you excited about this particular opportunity?”
Here’s where you separate the generic applicants from the truly interested ones. After all, you want to hire someone enthusiastic about your specific company and role.
Pay close attention to how they answer. Do they gush about your mission statement or recent press coverage? That shows they’ve done their homework.
Or maybe they can’t stop raving about your product or service. As a user themselves, they have a firsthand appreciation for the value you provide. That kind of authentic passion is priceless.
Perhaps they express admiration for your leadership team or company culture. Alignment with your values and a desire to learn from accomplished colleagues are great signs.
On the flip side, if their response feels canned or vague, that’s concerning. Bland flattery or an inability to articulate what drew them to your company might indicate a lack of genuine interest.
And of course, if all they mention is the paycheck or prestige, that could foreshadow motivation issues down the line. While those factors aren’t irrelevant, you ideally want someone driven by more than just money or ego.
The best answers weave together multiple reasons, demonstrating thoughtful consideration. A candidate who’s reflected on how the role aligns with their skills, goals, and values is likely to be an engaged and committed team member.
So don’t miss this chance to gauge their enthusiasm. A candidate who’s truly excited about the opportunity is far more likely to go the extra mile and stick around for the long haul.
6. “Tell me about a time you had to collaborate with a colleague who had a very different work style from you. How did you handle it?”
In today’s diverse workplaces, the ability to work well with all types of people is a must. This question helps you assess a candidate’s adaptability, emotional intelligence, and teamwork skills.
As they share their example, note how they describe the colleague’s differing styles. Do they speak respectfully, even if the differences posed challenges? Or do you detect hints of frustration or judgment in their tone?
Pay attention to the specific steps they took to find common ground. Did they initiate open and honest conversations to understand the other person’s perspective? Were they willing to compromise and meet in the middle? The ability to communicate effectively and make adjustments for the greater good is key.
Also, consider the outcome of the collaboration. If they found a way to leverage each other’s strengths and produce great results, that’s a huge win. It shows they can rise above personality differences to achieve shared goals.
But if the partnership was strained and unproductive, dig deeper into why. Were they unable to find any points of connection? Did they resort to gossip or finger-pointing instead of addressing issues directly? Lack of effort or a “my way or the highway” attitude could spell trouble.
Of course, some work style differences are tougher to navigate than others. If the candidate acknowledges the difficulty and is honest about any missteps, that’s a good sign. Self-awareness and a willingness to learn from challenging experiences are valuable traits.
Ultimately, this question gives you a window into how the candidate would function on a diverse team. An employee who can harmonize with a variety of colleagues is a major asset in today’s collaborative work environments.
7. “Can you describe a situation where you had to persuade someone to see things your way? What approach did you take?”
Ah, the art of persuasion! This question offers a peek into a candidate’s influencing and communication skills, which are essential in almost any role.
Start by considering the stakes of the situation they describe. Was it a low-risk disagreement or a high-stakes conflict? The complexity can clue you into their level of experience and comfort with persuasion.
Then, pay attention to their overall approach. Did they rely on logic, emotion, or a mix of both? Were they assertive or more soft-spoken? There’s no one-size-fits-all style, but it’s useful to know their default mode.
The specific techniques they used can also be telling. Active listening, finding common ground, and providing evidence to back up their perspective – these are all great tools of persuasion.
Bonus points if they tailored their message to the audience. Being able to read the room and adjust accordingly is a valuable skill. One size rarely fits all when it comes to changing minds.
Of course, the outcome of their efforts is important too. If they successfully brought the other person around to their point of view, that’s a good sign. But even if they didn’t fully convince them, a respectful agreement to disagree can also be a win.
Watch out for any hints of manipulation or steamrolling in their story. Persuasion should never veer into coercion or bullying. You want a candidate who can influence ethically and respectfully.
If they struggle to come up with a relevant example, that could indicate limited experience or lack of confidence in their persuasive abilities. But if they light up sharing their tale of successful influence, that bodes well.
All in all, this question gives you valuable insight into how a candidate would navigate the many instances of persuasion that pop up in most roles. From galvanizing their team to wowing a client to justifying a budget, being able to bring others along is indispensable.
8. “Tell me about the last time you had to learn a new skill for work. How did you go about it?”
This question is all about assessing a candidate’s learning agility – their ability to quickly pick up new knowledge and skills. In a world where job requirements are constantly evolving, adaptability is essential.
As they share their story, take note of what prompted the need for the new skill. Was it a change in their role, a new company initiative, or their proactive desire for growth? The impetus can clue you into their level of initiative.
Then, pay attention to how they went about acquiring the skill. Did they seek out formal training or dive into self-study? Did they tap their network for guidance or practice through trial and error? There’s no one right way, but their approach can indicate their resourcefulness and learning style.
Also, consider how long it took them to get up to speed. If they mastered the skill quickly, that could be a good sign of natural aptitude or prior related experience. But if it was a steeper learning curve, their persistence and resilience are worth noting.
See if they share any challenges they encountered in the process too. Learning something new is rarely a perfectly smooth journey. If they’re candid about any obstacles and how they overcame them, that speaks to their problem-solving abilities and growth mindset.
Of course, the proof is in the pudding. If they were able to successfully apply the new skill in their work, that’s the ultimate testament to their learning agility. Bonus points if they can share specific examples of how it made them more effective or efficient.
If the candidate struggles to come up with a time they had to learn something new, that could be a red flag. In today’s fast-paced work world, constant learning is non-negotiable. But if their eyes light up remembering a recent upskilling experience, that’s an excellent sign.
Fundamentally, this question helps you gauge whether a candidate would be able to keep pace with the ever-changing demands of the role and the company at large. An agile learner who can rapidly acquire new competencies is a true asset on any team.
9. “Describe a time when you had to make an unpopular decision. What was your approach and how did it turn out?”
This question cuts to the heart of a candidate’s decision-making skills and backbone. When the stakes are high and the choices are tough, you need someone who can make the right call, even if it ruffles some feathers.
As they share their story, pay close attention to the factors they considered. Did they weigh multiple perspectives and potential consequences? Did they gather data to inform their choice? A thoughtful, thorough approach is a promising sign.
Also, note how they communicated the decision. Were they transparent about their reasoning? Did they acknowledge the dissent and show empathy for those who disagreed? The ability to explain tough calls respectfully is key.
See if they made any efforts to mitigate fallout or get buy-in too. Did they involve stakeholders in the decision-making process? Did they offer support or resources to those affected? Going the extra mile to bring people along can make all the difference.
Of course, the outcome of the decision matters as well. If it ultimately proved to be the right call, that’s a point in their favor. But even if things didn’t pan out perfectly, owning the results and learning from any missteps shows integrity and growth.
Watch out for any signs of recklessness or insensitivity in their approach. Making unpopular decisions is sometimes necessary, but it should never be done carelessly or callously. You want someone who grapples with tough choices thoughtfully and humanely.
If the candidate can’t recall a time they had to make an unpopular call, it could suggest a lack of leadership experience or an aversion to rocking the boat. But if they can speak to navigating this tricky territory with wisdom and finesse, that’s a very good sign.
At the end of the day, this question helps you assess whether a candidate has the judgment and fortitude to make difficult decisions for the greater good. In a world of complex challenges, that courageous discernment is truly invaluable.
10. “As you reflect on your career so far, what’s the most important lesson you’ve learned?”
This question invites the candidate to zoom out and share some hard-won wisdom. Their answer can be quite illuminating, offering a glimpse into their professional journey and personal values.
As they reflect, take note of the scope of the lesson they choose. Is it a tactical takeaway about a specific skill or a more universal truth about work and life? The scale can hint at the depth of their insight and experience.
Then, listen closely to the story behind the lesson. What situation or challenge prompted this realization? How did they arrive at this new understanding? The context can tell you a lot about their learning process.
Pay attention to any changes in their approach or outlook as a result of this lesson too. Did it make them more effective in their role? Did it shift how they interact with colleagues or clients? Evidence of applied wisdom is always a good sign.
Also, consider what the lesson reveals about their values and priorities. Does it speak to a commitment to personal growth, a dedication to teamwork, or a drive for excellence? Alignment with your company’s core values is key.
Of course, bonus points if they can share specific examples of how they’ve put this lesson into practice since. It’s one thing to intellectually grasp a concept; it’s another to live it out. A candidate who walks their talk is worth their weight in gold.
Watch out for any lessons that seem trite, vague, or insufficiently substantiated by their experience. You want to see evidence of genuine reflection and hard-fought wisdom, not just empty platitudes.
If the candidate struggles to identify a meaningful lesson, it could suggest a lack of self-awareness or a limited ability to learn from experience. But if their eyes shine with hard-earned insight, that’s a wonderful sign.
Ultimately, this question helps you gauge a candidate’s capacity for growth, self-reflection, and application of knowledge. In a world where change is the only constant, an employee who can distill wisdom from experience is truly priceless.
Bringing It All Together
Phew, we’ve covered a lot of ground!
By now, you’ve got a robust toolbox of questions to help you assess candidates’ skills, experience, and potential fit.
But remember, this is just a starting point.
The best interviews are organic conversations, not robotic interrogations. Use these questions as a guide, but don’t be afraid to go off-script and dive deeper when something piques your interest.
And of course, the questions are only half the equation.
The real magic is in the listening.
Pay close attention not just to what candidates say, but how they say it.
Their enthusiasm, self-awareness, and authenticity can tell you just as much as their actual answers.
At the end of the day, your goal is to find someone who not only has the skills to excel in the role but also the qualities to thrive in your unique company culture.
By asking the right questions and tuning in to the responses, you’ll be well on your way to making a fantastic hire.
Happy interviewing!