What Are the 10 Best Interview Questions to Ask a Candidate?

Improving your interview process is critical for hiring success, with 34% of organizations reporting difficulty filling roles. The right questions move beyond rehearsed answers to reveal a candidate's true skills, motivation, and cultural fit. Based on our assessment experience, these ten interview questions, designed to assess competency, behavior, and alignment, significantly enhance your ability to identify the best talent.

How Can You Start the Interview Naturally?

"Tell me about yourself" remains a classic opening for a reason. This question acts as an icebreaker, allowing the candidate to provide a concise, highlight-packed summary of their professional journey. A strong response will focus on relevant experience and achievements, effectively setting the stage for the rest of your conversation. It helps you quickly gauge their communication skills and see how they perceive their own value.

What Questions Assess Preparation and Role Understanding?

Asking "What do you know about this role and our company?" early in the interview helps you identify genuinely interested candidates. A great answer demonstrates they've done their research and can clearly articulate why their skills are a match. This question is a key part of the candidate screening process, separating those who have a superficial interest from those who understand the position's demands and the company's mission.

How Do You Evaluate Problem-Solving and Adaptability?

Behavioral questions like "Tell me about a time you overcame a challenge" are essential for assessing critical thinking and adaptability. The specific challenge is less important than their approach to resolving it. Look for responses that outline the situation, the action they took, and the measurable result. This structured interview technique provides concrete evidence of how they perform under pressure, which is more revealing than hypothetical answers.

Why is Understanding Motivation Key to Retention?

Questions about a candidate's motives are directly linked to talent retention. "Why are you looking for a new role?" and "Why did you apply for this position?" reveal their career drivers. Answers that align with the role's responsibilities, opportunities for career development, or the company's culture are positive indicators of long-term job satisfaction and fit.

To further illustrate how different questions target specific hiring goals, consider the following breakdown:

How Do You Gauge Long-Term Potential and Fit?

For final-round interviews, "If hired, what would you prioritize in your first six months?" helps you envision the candidate in the role. Their answer assesses ambition, strategic thinking, and how quickly they can contribute. Similarly, "What's your ideal work environment?" is crucial for determining cultural fit. A candidate who thrives in collaborative settings may struggle in a fully autonomous role, and vice versa.

What is the Most Important Question to End With?

"Do you have any questions for me?" is arguably one of the most important questions. The quality and focus of a candidate's inquiries are a powerful indicator of their engagement. Questions about the role, team dynamics, or company goals signal sincere interest, while a sole focus on vacation time or salary may raise concerns.

To conduct more effective interviews:

• Prepare a scorecard to evaluate answers consistently across candidates.
• Ask follow-up questions to dig deeper into responses.
• Use a structured interview format to ensure fairness and completeness.
• Always leave time for the candidate's questions, as this part of the conversation is highly revealing.