What Are the Best Interview Questions to Ask to Truly Assess a Candidate?

Selecting the right interview questions is the most critical step in identifying a candidate who will excel in the role and align with your company culture. Based on our assessment experience, a strategic combination of personal, behavioural, and performance-based questions can significantly increase hiring accuracy. This article provides a curated list of 71 effective questions, categorized to help you evaluate a candidate's skills, mindset, and cultural fit comprehensively.

Why Is a Structured Interview Question Framework Important?

A structured interview is a standardized method where each candidate is asked the same set of questions in the same order. This approach minimizes unconscious bias and allows for a fair, objective comparison. By preparing a diverse set of question types, you move beyond a simple resume review to uncover a candidate's problem-solving abilities, past performance, and future potential. This method is widely endorsed by industry leaders like the Society for Human Resource Management (SHRM) for its reliability in predicting job success.

What Personal Questions Reveal About Cultural Fit?

Opening with personal questions helps build rapport and puts the candidate at ease. The goal is to assess if their values, motivations, and personality align with your team's environment. Look for answers that demonstrate self-awareness and genuine interest.

• What are your hobbies and passions outside of work?
• What motivates you to develop new skills professionally?
• How do you prioritize work-life balance versus compensation?
• Can you tell me something about yourself that's not on your resume?
• What prompted your decision to leave your previous role?
• Why does our company, in particular, appeal to you?
• How would your closest friends describe your character?
• In what ways has your formal education prepared you for this position?
• What languages are you proficient in?
• What are your key personal development goals for the next year?
• What do you consider your most significant strength and an area for development?
• Can you describe your work ethic in five words?
• Where do you see your career progressing in the next decade?
• What questions do you have for us about the role or company?
• How do you typically plan and organize your workday?

How Can Behavioural Questions Predict Future Performance?

Behavioural interview questions are based on the premise that past behavior is the best predictor of future performance. They require candidates to provide specific examples of how they handled work situations, demonstrating skills like conflict resolution, adaptability, and leadership.

• Describe a time you had to handle a difficult customer. What was your approach?
• How would you obtain crucial information from an uncooperative colleague?
• Tell me about the most recent skill you learned for your job.
• Describe the most significant report or presentation you've delivered.
• How do you measure the success of a training session you've conducted?
• What is your process for communicating negative news to a team?
• Tell me about a time you successfully persuaded a colleague on a key issue.
• How do you foster motivation among team members?
• Describe a work situation that significantly challenged your coping skills. What actions did you take?
• How do you handle unfinished tasks at the end of a scheduled workday?
• Tell me about a professional disagreement you had with a supervisor and how it was resolved.
• Describe a project you couldn't complete due to insufficient information. What did you do?
• Give an example of a situation where you had to make a quick, important decision.
• Describe a time you had to follow directives you disagreed with.

What Do Performance-Based Questions Tell You About Capability?

These questions are a subset of behavioural questions but focus intensely on specific, measurable outcomes and the candidate's direct contribution. They are ideal for understanding a candidate's technical skills, achievement orientation, and accountability.

• Tell me about a process improvement suggestion you made to a manager. Was it implemented?
• What is the most impressive professional goal you've achieved and how did you accomplish it?
• Describe the most challenging negotiation or discussion you've led.
• Tell me about a time you had to simplify complex data for a group. How did you ensure understanding?
• What is your approach to delegating tasks? Provide a concrete example.
• Describe a project where you succeeded under a very tight deadline.
• Tell me about a significant mistake you made at work and the steps you took to correct it.
• Describe a situation where a client or coworker became upset with you. How did you manage it?
• Have you ever failed to meet a major goal? What did you learn from the experience?
• Provide an example of using conflict resolution techniques to solve a team problem.

To ensure you get detailed, structured answers to behavioural and performance-based questions, encourage candidates to use the STAR method:

How Do You Gauge Communication Skills and Strategic Thinking?

Beyond core competencies, it's valuable to assess a candidate's communication style and capacity for strategic thought. Opinion-based questions and brainteasers can reveal creativity, logic, and cultural attitudes.

• How would you describe the ideal dynamic for workplace communication?
• How important is active listening in your view?
• What challenges do you foresee for remote team communication?
• What does professional success mean to you personally?
• Where do you see this industry heading in the next five years?
• What is your opinion on micromanagement?
• How would you ask your manager for constructive feedback?
• If you were CEO for a day, what is one change you would implement?

Brainteasers, while less common, test problem-solving under pressure:

• How would you explain the concept of a color to someone who has been blind since birth?
• Why are manhole covers typically round?

Key Takeaways for Your Next Interview

To conduct an effective interview, prepare a balanced scorecard of questions from each category. Focus on listening for evidence of past behavior rather than hypothetical answers. Always allow time for the candidate's questions, as these can be very revealing. Finally, involve multiple interviewers to gain diverse perspectives on the candidate's suitability. This structured approach will significantly enhance your ability to make a confident and successful hiring decision.