The Complete Guide to Interview Questions: What to Ask to Find the Best Candidates

As a recruiter or hiring manager, knowing the right questions to ask during an interview can truly make or break your chances of finding that next star employee. After spending years in talent acquisition, I've come to realize that the best interview questions do more than just fill the silence—they reveal a candidate's character, uncover their potential, and guide you in making well-informed hiring decisions.

Great interview questions are your go-to tool for assessing whether a candidate has the skills, experience, and cultural fit needed to thrive in your organization. They allow you to look beyond what's on a resume and gain insight into how someone thinks, tackles challenges, and can contribute to your team's success.

In this guide, we’ll dive into what makes for the best questions to ask, explore various types of questions that can provide valuable insights, and share practical strategies for tailoring your approach based on the specific roles and candidate profiles you’re dealing with.

What Questions to Ask in an Interview: Recruiter's Perspective

Understanding the core purpose behind interview questions can change the way you conduct interviews and assess candidates. Each question should have a clear goal in your evaluation process, whether it’s to gauge technical skills, cultural fit, or leadership potential.

The best interview questions often hit multiple targets at once. They not only shed light on a candidate's past achievements but also hint at their future capabilities. They can reveal how someone tackles problems while also highlighting their communication skills.

Savvy recruiters know that different positions call for different questioning techniques. For instance, an interview for a software developer should focus on technical problem-solving and teamwork, while a sales role might prioritize resilience and the ability to build relationships. The trick is to tailor your questions to match the specific needs of the role and the overall cultural values of your organization.

Don’t forget to consider the candidate’s viewpoint as well. Thoughtful and relevant questions show that you’ve taken the time to understand their background and what the role entails. This professional touch not only boosts your employer brand but also increases the chances that top candidates will accept your job offers.

What is the Best Question to Ask in an Interview?

While there’s no one-size-fits-all “perfect” interview question, some consistently shine when it comes to uncovering the true quality and fit of a candidate. The most effective questions are those that peel back the layers of a candidate’s skills while keeping the conversation flowing naturally.

One standout question is: “Can you share an experience where you had to learn something entirely new to succeed in a project or role? How did you tackle the learning process, and what was the result?” This question digs into adaptability, learning agility, resourcefulness, and persistence - traits that are crucial in today’s fast-paced work environment.

Another impactful question zeroes in on problem-solving: “Can you describe a time when you spotted a problem that others overlooked? How did you highlight it, and what actions did you take to resolve it?” This reveals initiative, analytical thinking, communication skills, and leadership potential.

To gauge cultural fit, you might ask: “Tell me about a time when you faced a tough decision with competing priorities. How did you handle it?” This question sheds light on decision-making processes, ethical considerations, and interpersonal skills.

What makes these questions particularly effective is their open-ended nature, which invites detailed responses and gives you the chance to dig deeper based on the candidate’s initial reply.

What Are Good Questions to Ask in an Interview?

When it comes to interviewing, asking the right questions is crucial, and they can be grouped into several key categories, each with its purpose in your overall assessment strategy.

First up, we have Behavioral Questions, which are the backbone of effective interviews. These questions encourage candidates to share specific experiences from their past, like:

• Can you tell me about a time you had to collaborate with a challenging team member? How did you manage that?
• What's a project you’re proud of? What made it stand out?
• Share an instance when you missed a deadline. What went wrong, and how did you deal with it?

Behavioural Interview Questions: What Every HR Professional Should Know

Next, we have Situational Questions that present hypothetical scenarios relevant to the job:

• If you found a major mistake in work that had already been sent to a client, how would you approach it?"
• How would you handle juggling several urgent projects with overlapping deadlines?
• What steps would you take if you disagreed with your manager's strategy on a project?

Then there are Technical Questions, which should be customized to fit the specific role:

• Can you walk me through your approach to [specific technical challenge relevant to the role]?
• What tools have you found most useful for [relevant process], and why do you prefer them?
• How do you keep up with the latest trends and developments in your field?

Lastly, Cultural Fit Questions are essential for figuring out if a candidate will thrive in your workplace:

• What kind of work environment helps you perform at your best?
• Describe your ideal manager and the kind of working relationship you envision.
• How do you like to receive feedback?

How to Craft Culture Interview Questions That Reveal True Fit

These questions can help you get a well-rounded view of your candidates and find the right fit for your team!

What Kinds of Questions to Ask in an Interview?

Getting a handle on various question formats can help you gather richer information while keeping interviews lively and engaging. Open-ended Questions are fantastic for encouraging candidates to share detailed responses and showcase their thought processes. You’ll often hear these starting with phrases like "Tell me about," "Describe," or "Explain how." They’re essential for getting a good grasp of a candidate's reasoning and communication skills.

Then there are Probing Questions, which are great for digging deeper into the answers you get and uncovering more insights. Questions like, "What was your specific role in that situation?" or "How did others react to your approach?" can help you understand the nuances of their experiences. 

And don’t forget about Hypothetical Questions! These present scenarios that candidates might face in the role, giving you a chance to evaluate their judgment and problem-solving skills.

The secret to effective questioning is all about mixing different types of questions throughout your interview. Start with those open-ended behavioral questions, use probing ones to dive deeper into interesting answers, and throw in some hypothetical scenarios when you want to assess specific skills.

What Types of Questions to Ask in an Interview?

Different question types serve specific assessment purposes:

Technical Questions evaluate job-specific knowledge and skills:

• For developers: "How would you optimize a database query that's running slowly?"
• For marketers: "How would you measure the success of a multi-channel campaign?"
• For managers: "How do you handle scope creep while maintaining stakeholder relationships?"

Mastering the Technical Interview Process for HR Professionals

Motivational Questions reveal what drives candidates:

• "What aspects of work energize you most?"
• "Describe a project that you found particularly fulfilling."
• "What motivates you to do your best work?"

Motivational Interviewing Techniques in Recruitment: Enhancing Candidate Engagement

Values-based Questions assess cultural fit:

• "Tell me about a time when you had to choose between a faster approach and a more thorough one."
• "Describe a situation where you witnessed something at work that didn't align with your values."

Leadership Questions evaluate potential for growth:

• "Tell me about a time when you influenced others without formal authority."
• "How do you approach giving feedback to colleagues?"

Top Leadership Interview Questions Every HR Should Ask

Teamwork Questions assess interpersonal skills:

• "Describe your role in a successful team project."
• "How do you handle conflicts within a team?"

Best Practices for Interview Questioning

Effective interviewing is more than just throwing out good questions. It’s all about creating a balanced structure that touches on all the key competencies while still keeping the conversation flowing naturally. Start off with some easier questions to warm things up, then dive into the more challenging behavioral ones, and wrap it up with inquiries that gauge the candidate's enthusiasm for the role.

Make sure to steer clear of illegal questions by sticking to job-related qualifications. Asking about age, family status, religion, or any other protected characteristics is not only inappropriate but also irrelevant to how well someone can perform the job.

Practice active listening by giving candidates your undivided attention and asking thoughtful follow-up questions based on what they say.

Consistency is key, so ask all candidates the same core questions, but don’t hesitate to adapt for any role-specific inquiries that might come up.

Sample Interview Questions for Recruiters

Universal Questions for Any Interview:

1. "Tell me about yourself and what led you to apply for this position."
2. "Describe a challenging project you worked on recently. What made it difficult?"
3. "Give me an example of when you had to learn something new quickly."
4. "Tell me about a time when you disagreed with a teammate. How did you handle it?"
5. "What accomplishment are you most proud of in your current role?"
6. "Describe a situation where you had to prioritize competing demands."
7. "How do you handle stress in demanding situations?"
8. "What questions do you have about this role?"

Role-Specific Examples:

Sales Positions:

• "Describe your approach to building relationships with prospects."
• "Tell me about a difficult sale you closed."

Management Roles:

• "How do you give constructive feedback to team members?"
• "Describe managing an underperforming employee."

Technical Roles:

• "Walk me through your problem-solving process for technical challenges."
• "How do you explain complex information to non-technical people?"

Customizing Questions by Experience Level

Entry-Level Candidates may have limited professional experience:

• "Tell me about a challenging project from school or an internship."
• "Describe a time when you had to learn a new skill quickly."
• "How do you handle feedback and criticism?"

Senior-Level Candidates require a strategic thinking assessment:

• "Describe a strategic initiative you led."
• "How do you build high-performing teams?"
• "Tell me about navigating major organizational change."

Conclusion

Nailing the art of interview questioning is key to assembling outstanding teams. The questions you ask play a crucial role in your ability to spot candidates who will not only fit into your culture but also make a real impact on your organization's objectives.

Great interviewing blends behavioral questions that dig into past experiences with situational questions that gauge judgment. By grasping the various types of questions and tailoring your approach to different roles and candidate backgrounds, you can create thorough evaluations that forecast success.

Keep in mind that interviewing is a skill that gets better with practice. Regularly assess your hiring results and tweak your questioning techniques. The time and effort you invest in honing your questioning abilities will pay off in the caliber of candidates you bring on board and the overall success of your organization.

Discover Smart Interview Questions HR Professionals Use