How Many Questions Should You Ask in an Interview? A Recruiter's Guide

For a standard 45-60 minute interview, preparing 8-12 questions is the industry-recommended range, allowing for a structured yet flexible conversation. This number ensures you cover essential competencies without rushing, while accounting for candidate answers and follow-up questions. The key is not a rigid count, but strategic question selection based on the role's requirements and the candidate's profile.

How Do You Calculate the Right Number of Interview Questions?

There is no universal magic number, as the ideal quantity depends directly on the interview's allocated time. The most critical factor is creating a realistic timeline that respects the conversational flow. A common mistake is over-packing the agenda, leading to a rushed experience that prevents deep assessment.

Here is a practical framework for planning your question count, based on a typical interview duration:

This calculation is based on allocating time for a proper introduction (5-10 minutes) and a structured closing (5-10 minutes). The "Total Questions to Prepare" column suggests preparing approximately 1.5 times the number of questions you expect to ask. This buffer allows you to adapt during the interview—skipping questions already answered naturally, diving deeper into interesting points, or exploring different competencies (the key skills, knowledge, and behaviors required for the role) based on the candidate's responses.

What Are the Three Stages of a Structured Interview?

An effective interview is a structured conversation, not an interrogation. Breaking it into distinct phases helps with both timing and assessment accuracy.

1. The Introduction (5-10 minutes)? The goal here is to build rapport and put the candidate at ease. A relaxed candidate is more likely to provide genuine, thoughtful answers. Start with a warm welcome, introduce yourself and any other panel members, and provide a brief overview of the interview structure. This stage is also an initial, informal assessment of the candidate's soft skills, such as communication and professionalism.

2. The Core Q&A Session (25-40 minutes)? This is the main assessment phase where you ask your prepared questions. Use a mix of question types (detailed below) to evaluate different facets of the candidate's suitability. The key is active listening. Follow up on interesting answers with prompts like, "Can you tell me more about the specific actions you took in that situation?" This is where your prepared question buffer is crucial for flexibility.

3. The Closing (5-10 minutes)? This stage is often overlooked but is vital for employer branding (the perception of your organization as a place to work). Politely signal the end of the Q&A session and invite the candidate to ask their own questions. Their questions can reveal their level of preparation, curiosity, and priorities. Conclude by clearly explaining the next steps in the hiring process and the expected timeline, then thank them for their time.

Which Interview Question Categories Should You Use?

To comprehensively assess a candidate, your question set should be balanced across several categories. Selecting one or two questions from each category ensures a holistic evaluation.

• Behavioural Questions: These are based on the premise that past behavior is the best predictor of future performance. They often start with "Tell me about a time when..." and are designed to assess soft skills like problem-solving, teamwork, and adaptability. Example: "Describe a situation where you had to deal with a difficult stakeholder. What was your approach and what was the outcome?"
• Motivation and Values Questions: These questions help determine if the candidate is a good cultural fit and has a genuine interest in the role and your company. They assess what drives the candidate and their long-term goals. Example: "What about our company's mission resonates with you, and why did you choose to apply for this specific position?"
• Skills-Based (or Performance) Questions: These questions directly test the technical or hard skills required for the job. They can be about past experiences or hypothetical scenarios. Example: "Walk me through your process for developing a new marketing campaign from conception to launch."
• Situational or Opinion-Based Questions: These present a hypothetical, job-related scenario to assess the candidate's critical thinking, judgment, and prioritization skills. Example: "If you were faced with three high-priority tasks with the same deadline, how would you determine your course of action?"

To maximize your interview effectiveness, focus on question quality and strategic timing over a strict numerical quota. Prepare a flexible list of 8-12 questions categorized by competency, ensure you allocate time for a proper opening and closing, and practice active listening to guide the conversation. This structured yet adaptable approach leads to more reliable candidate assessments and a positive experience for all involved.