30 Essential Questions to Ask in an Interview

Key Takeaways

• Filling in the blanks with the right questions Go beyond the resume with strategic interview questions that reveal a candidate’s true abilities, experience and fit for the position. It’s a matter of your own professionalism as an interviewer.
• To get a good read on a candidate’s problem-solving abilities and technical expertise, prepare a mix of behavioral, situational and skill-specific questions.
• Steer clear of big pitfalls, such as asking questions that are way too broad or misdirected. Make sure to ask questions that are both relevant to the job in question and your company’s long-term vision.
• Be present and listen to what your candidates have to say. Watch, listen and pay attention to their body language to better understand their fit for the role.
• Prepare to answer candidate questions and give them an understanding of what’s expected with clear and honest detail about the company, role, and team culture.
• Creating a better interview strategy makes for a seamless and more effective interview process — resulting in better hiring decisions and more successful teams.

The questions you ask can completely change your perception of the interviewee’s experience. It helps you gauge their fit for the role.

Asking clear, thoughtful questions helps create a productive conversation and gives insight into their skills, problem-solving approach, and work style.

Whether you’re hiring for technical expertise or team collaboration, ask the right questions. This method ensures that you’ll capture the data you need to make smart, informed, confident decisions.

Importance of Asking the Right Questions

Asking the right questions is key to a successful interview. So you can find your perfect fit for the role. The bigger picture A thoughtful, strategic approach blends all four question types. With general, behavioral, situational, skill-based, and technical questions, you get the full picture of what a candidate is capable of.

Use broader, open-ended questions to start, and learn more about the candidate’s history. Behavioral questions will get at how they’ve tackled challenges in the past. Skill-based and technical questions, for example, help make sure they have the know-how to do the role. This balanced blend gives you the opportunity to judge them through a comprehensive lens, cutting down on the potential for ambiguity.

Behavioral questions are particularly useful because they are rooted in looking back at what you did, which is the best indicator of what you will do. Asking an applicant for a time they had to work through a disagreement with a coworker reveals critical thinking and interpersonal abilities. It shows you how well they can play nice with others.

When you ask, “Tell me about a time when you had to work under pressure to meet a deadline,” you find out if they know how to manage time. You are learning how they perform under duress in difficult circumstances. These illustrative questions give them an opportunity to give concrete examples of how they’ve put their skills to use in real-world situations.

This method is much more practical than simply getting theoretical responses. Research demonstrates that questions of this type are the most reliable way to evaluate candidates. Moreover, 75% of recruiters believe that they are the most effective approach.

On the flip side, brainteaser questions that used to be popular, such as “How many golf balls can fit in a bus?” have proven to be ineffective. Google’s data showed that these types of questions don’t predict job performance, making them less helpful in identifying the best candidate. Instead, focus on questions directly linked to the job and your company’s needs.

For example, if you’re hiring for a marketing role, you might ask, “Can you tell me about a successful campaign you led?” This ensures the conversation stays relevant and helps you evaluate their practical experience.

The second key element is providing multiple opportunities for candidates to demonstrate their various skills and experiences. Open-ended questions like, “What’s an achievement you’re most proud of?” allow them to share their strengths in their own words.

By using rating scales, you put yourself in a position to make objective, data-driven decisions. Be sensitive to bias when using these questions. Pairing the right questions with well-defined evaluation criteria can help reveal the ideal fit.

This approach makes it possible even when a candidate fails to check every last box on paper.

Questions for Interviewers

When you’re interviewing prospective candidates, it’s important to ask the right questions. This method allows you to get a glimpse into their skill set, personality, and if they’d be a great fit for the role. Here’s a list of 30 key questions to ask to peel back the layers and get clear signals on their skills and attitude.

Get right to the point. Start by asking what they think their strengths are and their weaknesses, but in two different questions. This method gives you the flexibility to pursue each topic further, creating the opportunity for the interviewee to share more.

One possible strength might be the individual’s leadership of a successful team. A good weakness would reveal a growth potential, like needing to develop strong time management skills. By breaking these questions apart, you create space for follow-up questions that can either clarify their answer or draw attention to an interesting example.

Work-life balance, which is arguably the most important component, is a good place to start. Research has demonstrated that a lack of work/life balance—like working on the weekends or during vacations—is damaging to employee motivation and job satisfaction.

Find out what they do to keep their work-life balance in check. The way they approach boundaries will help you understand what they value most and how they align with your company culture. For example, a candidate who appreciates clear boundaries might be happier in a workplace that encourages work-life balance and flexibility.

More than 80% of job searches are done online these days. Questions like how do they find out about opportunities or prep for interviews can open up an interesting conversation about their research capabilities and resourcefulness.

When candidates ask questions, especially if they’re targeted at the company or the position, it’s a great indication of interest. This proactive behavior shows their go-getter spirit. For instance, ask them how they got ready for this interview and you can start to see how they approach potential obstacles.

In fact, soft skills are even more important than technical skills. Soft skills, like time management, for example, are essential to nearly all positions. Questions around how they prioritize projects or meet deadlines can help you gauge their skill to manage their workload efficiently.

Probing their experience with tools like spreadsheets can reveal their preparedness for the administrative side of the position. Most positions need at minimum a fundamental knowledge of this program.

Finally, think about asking less conventional or more personal/open-ended questions. These can be as simple as questions about their hobbies or interests beyond work.

These types of questions not only humanize the process, but may reveal a hidden talent or drive. A standout candidate could tell a great story about how they got started volunteering and the values that taught them.

This demonstrates their dedication and understanding, endlessly aligning with your team’s culture.

Essential Questions for Interviewees

When it comes time for an interview, asking the right questions is essential. It helps you avoid the situation of hiring a candidate who isn’t a good fit for the position or your company. These questions should move past checking the qualifications box to give you a glimpse into their skill set, personality, and motivations.

Let’s look at some of the most foundational questions that can yield high-value insights. Start by getting to know the candidate. Next, prompt them to explain how they see the role fitting into the bigger picture of the company’s success. This is a great question to gauge how well they’ve researched and if they truly have an interest in the role.

If they’re familiar with the specifics of your company’s recent work, it indicates that they’ve done their homework. Further, knowing your values shows their dedication to learning about your business. You certainly don’t want to hire someone who views your organization as just another paycheck.

This kind of discussion is a good way to identify who is truly interested and a good fit to stick around for the long haul. Second, thinking about strengths and weaknesses can be very illuminating. By breaking this down into two separate questions, you give the candidate the chance to provide a more nuanced and thoughtful response.

Questions about their strengths put them in a position to talk about their own skills and accomplishments. Talking about their weaknesses shows self-awareness and shows you how they approach their shortcomings. Or perhaps a candidate would point to examples where they’ve worked to improve their time management skills.

This skill is essential in almost every occupation. This paves the way for deeper follow-up questions, such as how they go about prioritizing work or navigating competing deadlines. A third area to focus on is technical skills. This could be tools or software that you expect them to be proficient in for the role.

For example, many entry-level jobs today require at least a basic understanding of spreadsheets to track data or workflow. Finding out whether they’ve used similar tools in the past will give you valuable insight into their preparedness for the role. If they don’t have this experience, probe for how they approach learning new tools.

Their response is a reflection, not just of their industry, but of their eagerness to grow. Finally, don’t forget to ask about work-life balance and how they prioritize it. Research has repeatedly found that when you work on weekends or while on vacation, you’re upending your equilibrium.

This abrupt change may cause burnout and a decline in job satisfaction. By understanding their perspectives on this critical issue, you can better position them to succeed in your organization. This holistic approach protects their future productivity and happiness.

Behavioral and Situational Questions

Behavioral and situational questions are key in interviews. They demonstrate how candidates have approached tasks and challenges in the past and provide a window into how they might address those same scenarios moving forward. These questions help move the conversation away from resume minutia and tangential qualifications and closer to the heart of practical skills and on-the-job problem solving.

Let’s take a closer look at these big questions. Behavioral questions get at what you’ve done in the past as an indicator for what you’ll do in the future. By asking questions like, “Tell me about a time you had to work under a tight deadline,” you open the door for the interviewee to provide qualifying details. This method is very useful for illustrating their time-management skills.

Their response should touch on how they plan and prioritize their work, delegate tasks, or utilize organizational tools (such as calendars or project management software). This will provide you with insight on how they’ve performed in these high-pressure circumstances in the past. That would be another better example, “Describe a time when you needed to work through a disagreement with a coworker.

This is the kind of question that really gives you insight into their style when it comes to communication and collaboration. A good answer would touch on hearing out each side, looking for where they agree, and keeping it cordial and respectful. Situational questions deal with made-up situations. These questions are useful to gauge how the interviewee would respond in given scenarios.

Instead of this, you might ask them a behavioral question like, “Tell me how you would handle a project where resources were scarce.” This question really challenges their creativity and problem-solving ability. Look for outside help to solve your biggest problems. You can either negotiate for extra resources or do more with what you have.

A third good one would be, “What would you do if a customer were dissatisfied with your service?” This question gives you insight into their customer service approach and whether they have the temperament to keep their cool when things go awry. They could detail concrete steps such as listening deeply, truly apologizing, and providing tangible solutions.

Both types of questions have their strengths. Behavioral questions are rooted in real-life experiences and provide a reliable indicator of how someone has acted in similar situations. Situational questions, meanwhile, evaluate critical thinking and decision-making in the moment. Using a mix of both ensures you cover all bases, giving you a full understanding of the interviewee’s capabilities.

Skill-Specific Interview Questions

When looking to hire, going deep with skill-specific questions helps you determine just how well a candidate might fit the role. It’s just a shift to thinking more about the specific skills they’ll need to hit the ground running and what their day-to-day work will look like.

For example, most jobs now demand at least a basic level of comfort with spreadsheet software. Asking about a candidate’s experience with tools like Microsoft Excel can reveal whether they’re familiar with basic functions or have more advanced skills, like creating pivot tables or using formulas. If the position is more technical, add an Excel test.

These shifts will create a much more interactive and participatory interview experience. In this manner, you’re not simply relying on their word—you’re witnessing their skills first-hand.

Time management is a third important area to explore. It’s one of those soft skills that’s incredibly important in almost any position, but hard to quantify. Request candidates to describe their methods for establishing task priorities.

Ask how they plan to meet a last-minute deadline to get a sense of how the candidate prioritizes their work. Ask for concrete examples — such as how they handled conflicting projects or changed course when a surprise obstacle arose. This will give you insight into how they like to work and if they’re able to self-manage and remain productive without being micromanaged.

Separating strengths and weaknesses into two different questions allows you to probe further. When it comes to strengths, you should ask candidates about examples of when they’ve used those qualities in previous jobs.

When discussing weaknesses, they should emphasize what they learned or how they’re actively working to improve. This tactic does more than just immerse the interview in a skill-specific and meaningful context, it primes the conversation for deeper, follow-up questions.

This is such an incredible opportunity to see them be self-aware. It shows their desire to learn and improve, both of which are essential qualities in any hire.

A follow up to that excellent question would be to ask them about their process for researching a company before an interview. Though all candidates should do due diligence, that isn’t a foregone conclusion.

Questions like this one will demonstrate if the candidate has put effort into learning about your organization’s values and goals. Digital Format – We know that most job searches happen online these days.

A thoughtful response demonstrates that your applicants have done their research by browsing your site, perusing employee reviews, or visiting your social media.

It’s important to ask candidates how they manage work-life balance. Evidence indicates that overworking—such as working weekends or while on vacation—is detrimental to motivation and job satisfaction.

It turns out employees who set boundaries are more productive and produce work of higher quality. Additionally, they are more likely to be retained by a company over the long-term.

Crafting Effective Interview Strategies

So when you’re getting ready for an interview, what you ask to know is going to determine everything. Asking thoughtful and specific questions helps you learn more about the candidate’s abilities, goals, and how they align with the role.

Begin with questions that get to the heart of their strengths versus weaknesses, though ask these on their own. This method encourages longer, more descriptive candidate responses, without the fear of needing to choose one over the other. For instance, invite them to tell you how they’ve successfully demonstrated a critical skill in the past.

Then ask them to tell you about a specific challenge they had to overcome and what their process was. This approach allows for more substantive follow-ups. These conversations can help you learn even more about their problem-solving style and adaptability.

You can also test their cognitive skills, which research has shown predict 27% of job performance on average. A great, simple approach to this is to ask them scenario-based questions that challenge them to think critically.

For roles where data or organizational skills are paramount, ask applicants how they have used spreadsheet software in the past. This can help uncover how they’ve led initiatives or solved problems creatively. As most roles in some way would use a spreadsheet, this question is practical and revealing.

It’s not just enough to ask them what tools they’ve used, but how they’ve used them to tackle real-world problems.

A second, very important area to dig into is their career goals. Inquire about their long-term aspirations and how they feel the role will help achieve that vision. Getting someone with those specific skills is important.

Perhaps more importantly, it’s critical that they see your organization as a place where they can grow as individuals. Even better if they’ve concentrated on that sort of project in years past. Now, they can work on creative and innovative projects!

Their willingness to break new ground could inject innovative thinking into your department, an always welcomed addition.

To get a clearer picture of their goals and priorities, you might consider asking about work-life balance. One example being how do they structure their days in a way that keeps them productive but doesn’t lead to burnout.

Candidates who overexert themselves—working on weekends or while on vacation—are usually not sustainably motivated in the long term. All of this can contribute to frustration and poorer-quality work—which is bad for everyone.

We’re looking for an equal measure of ambition and sustainability. This combination not only creates a high-performing organization but increases team happiness.

Finally, put it on them—ask them to share their story and what makes them want the job. This can be a tough one to ask, but it will tell you so much about their communication skills—and their motivation.

Candidates who can’t articulate their interest or personal connection to the role won’t be your best bet. Knowing their narrative provides you a better picture of if they’ll succeed in the role.

Common Mistakes to Avoid in Interviews

The top mistake made in interviews is not having done your homework on the company prior to the interview. Show up without a firm understanding of the organization’s mission, culture, and current initiatives and you’ll look ill-equipped. This can lead to the perception that you aren’t invested in their success.

You shouldn’t have to memorize their entire website. Rather, zero in on trying to learn more about their overall mission, what challenges they’re experiencing in the industry, and how your position plays a part in making them successful. Or, if you’re interviewing with a tech startup, focus on their recent app launch.

Demonstrate how your unique skills can help it continue to grow and prosper to stand out from the competition. Failing to do so robs you of the opportunity to plan and tailor your responses. As a consequence, you may lose out on important chances to build rapport with the interviewer.

A third mistake is answering questions in a vague manner or sounding too rehearsed. We completely understand wanting to prepare, but over-practicing can make your responses sound rehearsed and take away your authenticity, making you come off as robotic.

Instead, aim to be clear-cut and authentic. For instance, if asked about a challenge you overcame, avoid generic statements like, “I worked hard and solved the issue.” Instead, describe the challenge, what action you took and the result.

Perhaps you simplified a procedure that reduced production time by 20%. Sharing results or numbers like this really helps to strengthen your narrative and helps the interviewer visualize the impact you’ve made. Being vague or skipping out on specifics makes your responses stand out for all the wrong reasons—and that’s not the memorable impression you’re aiming for.

Being rude or not actively listening is another big mistake. Keep in mind that interviews are as much about listening as they are about speaking. If you engage before you’re fully briefed, it will just look like you’re desperate.

Moreover, failing to engage with the question could seem disrespectful. If the interviewer begins to speak about how the team is structured don’t cut them off to inquire about the typical day. Failing to do so can give the impression that you are disengaged or distracted.

Taking a moment to process the question or comment before answering it demonstrates a level of respect and consideration. If you’re too eager to answer before really hearing, you may risk misinterpreting or missing the opportunity to respond to critical points.

Finally, failing to ask thoughtful questions at the end of the interview is a big mistake. For example, steer clear of yes-or-no questions such as, “Do you like working here?” Ask smart, impactful questions that show you’re engaged.

For instance, inquire, “What would success in this position look like in the first six months?” or “How does the organization foster professional development?” These types of questions will help you make yourself memorable and ensure that you leave a positive impression.

Avoiding this step often leads to an interview experience that is quite one-sided. It reduces your opportunity to glean more information about the position and the organization.

Tips for Evaluating Candidate Responses

Evaluating candidate responses during an interview means asking more than simply waiting to hear an answer. It’s all about getting deep into the weeds, reading between the lines, and figuring out how closely their responses match up with what the role needs. Here’s a more in-depth look at what to look for, and how you can evaluate smartly.

If and when candidates respond, pay attention to what they say. A strong, focused response generally gets right to the point and addresses the question with just the right amount of detail without going off on a tangent. For example, if you ask about their experience with teamwork, an ideal answer might include a specific instance where they worked with others, their role in the group, and what they achieved together.

When a candidate gives a somewhat generic statement, such as, “I’m a great team player,” this is the time to probe further. Follow-up questions can get you deeper into their teamwork experience. The intent isn’t to trick them — it’s to see if they have a coherent vision and can tie their fuzzy concepts back to the exact question.

An equally important element to look for is how they show they approach issues with problem solving and critical thinking in mind. Candidates that provide concrete examples of challenges they’ve faced show they have the hands-on know-how. These skills are some of the most coveted in today’s workplaces.

For instance, if they describe a time when they managed a tight deadline, listen for steps they took to prioritize tasks, communicate with team members, and deliver results on time. Pay attention to how they describe their decision-making process. It needs to read like something crafted and planned out, not off the cuff and half baked.

Body language and tone of voice, for example, can provide additional context to a candidate’s confidence and enthusiasm. Look for them to keep consistent eye contact, proper posture, and enunciate. For instance, if a candidate leans forward slightly while speaking or naturally gestures, that can be a strong signal of engagement.

Crossed arms or a monotone voice could indicate that someone is uncomfortable or just not engaged. You can’t hold it against them if they are a bit jittery. Rather, pay attention to what their body language is telling you and how that jives with their verbal responses.

Lastly, measure the fit of their values and goals to the company culture. When you inquire about their long-term career goals, listen to their eagerness to challenge themselves and learn new skills. For each response, find the match with the specific opportunities you can offer as an organization.

If your company fosters a culture of collaboration and innovation, prioritize candidates who have the most enthusiasm about working in teams. People who flourish in creative, collaborative, fast-paced environments might be just what your organization needs.

How to Answer Candidate Questions Effectively

When you’re on the other side of the table interviewing a candidate, the questions you ask should elicit more than just cursory answers. For instance, breaking apart questions on strengths and weaknesses lets the candidate answer each part without confusion. This method is more likely to elicit longer, more thoughtful answers from them and allows you to probe deeper with follow-up questions.

It’s not enough just to look at their answers — you need to look at how they articulate themselves and elaborate on their experiences. For example, if the candidate lists a key strength as “problem-solving,” you can ask about particular circumstances in which they showed this ability. When candidates talk about their weaknesses, they usually talk about how they’re proactively working to improve. This will give you a lot of insight into their growth mindset.

Take a cue from the interview process, and begin with big-picture questions. They do help you get a sense of the interviewee within a bigger picture. Asking them questions such as, “What drove you to choose this profession?” can help you address their concerns.

What do you value most in a workplace?” will let you in on their priorities. Asking about adaptability should be just as important, especially in work environments that are ever-changing like those of today. For instance, you might ask how they’ve handled rapid changes, such as adapting to new technology or responding to a last-minute client request. Their answer will reveal much about their capacity for thinking on their feet.

Detailed anecdotes from previous experience usually paint a more compelling picture than broad claims. For example, let’s say you’re hiring for a deep technical role. Inquire with them about their experience utilizing Microsoft Excel in previous positions. You should consider having a practical test to better gauge their proficiency.

This method not only tests skills but shows their level of confidence in using them. In much the same way, getting them to describe how they’ve handled tough decisions or tricky circumstances in the past can showcase their critical thinking abilities. Customize these questions for the specific role to make sure they’re applicable.

This method will better allow you to gauge candidates’ strengths to fulfill the unique requirements of your role. Another topic that gets short shrift is work-life balance. Questions about how they manage stress or maintain personal time can provide essential clues about their long-term satisfaction and productivity.

Increased burnout and decreased job performance are some outcomes of overworking—such as working on weekends or during vacations. Or you can ask candidates about their boundaries to gauge their ability to defend their time and manage their workload.

Finally, since over 80% of all job seekers prefer to do at least part of their job search online, you may wonder how they find out about openings. Their response might show you their creativity as much as their comfort level with digital technology.

HirewithEve.ai

HirewithEve.ai is a smart hiring assistant that makes the candidate interview experience easier and more efficient for employers and job seekers. At its core, the platform leverages cutting-edge technology and intuitive design to solve the biggest recruitment pain points.

Small business owner or large enterprise hiring team, this tool makes it easy. It increases your productivity without requiring advanced technical skills. HirewithEve.ai also values brevity and straightforwardness. Whether you’re planning online or in person, their solutions make decision-making faster and easier, so you can get the most value out of every interview.

One particularly impressive quality of HirewithEve.ai is its capacity to create customized interview questions. It personalizes these questions using the job description, the candidate’s profile and customized by industry best practices. Quit spending your staff time creating questions!

Then, based on that, the AI will provide you with a really detailed list tailored specifically to fit the role’s requirements. For example, if you’re hiring for a marketing position, it can predict what questions to ask for that role. These could range from campaign strategies to analytics to creative thinking.

This new feature ensures that your questions are incisive and on point. Most importantly, it keeps you focused on identifying the best possible match for your organization. It has a library of pre-set questions grouped by industry. This offers a simple way to jump right in, even when you’re pressed for time.

Perhaps the most useful component of its platform is its real-time feedback system, which analyzes candidate responses and identifies the most important takeaways. This feature can help illuminate a candidate’s strengths, soft skills, and where they may require additional discussion.

For instance, if a candidate mentions specific software experience, the AI can prompt you to explore how they applied it in past roles. This helps to make sure you’re not accidentally skipping over the key points of the discussion.

Additionally, the platform allows you to create post-interview summaries right inside the platform, so you don’t have to rush to compile your notes after an interview.

Conclusion

Powerful interviews require powerful questions. They add dimension to the dialogue and reveal key insights on skillset, mindset and fit. Even if you don’t have a question about a particular issue, asking smart, well-prepared questions demonstrates your level of interest and helps to build trust. It protects both parties, allowing them to make informed decisions.

Keep in mind that every moment in the interview is an opportunity, so always strive to be clear, concise, and thoughtful. Don’t make the process more complicated than it needs to be. Avoid leading or biased questions. Stick to neutral, open-ended questions focused on the job to elicit the most valuable insights.

Use what you’ve learned here to make your next effort even better. Apply these techniques to conduct more effective, more creative interviews. Whether on the hiring side or getting hired yourself, being prepared and paying attention to the details will make you stand out. Want to take your interviews to the next level? Make these interview tips your own and talk with your child about using them today to achieve tangible outcomes.

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