To build a great team, you need to ask the right questions during your talent acquisition interviews.
During interviews, candidates will also evaluate if your company is a good fit for them. So it’s important that you ask them really good questions that will make you both feel like you get the most out of your interview.
Here are 32 questions to help you find the best people for your company.
The Importance of Smart Interview Questions
When you’re hiring, you’re looking for more than just skills. You want to know if someone will fit into your team, share your company values, and bring new ideas.
The right questions help you see if someone has what it takes and if they’ll blend well with your team.
Getting to Know Their Skills and Experience
- Can you tell me about a project you’re really proud of? - This helps you see what they’ve done and what they value in their work.
- What skills do you think are most important for this job? - It shows if they understand what’s needed for the role.
- How have you used these skills in your previous job? - This connects their past experiences to the job they’re applying for.
Understanding How They Solve Problems
- Tell me about a time when you had a problem at work. How did you solve it? - This reveals their problem-solving skills and creativity.
- What do you do when you’re stuck on a problem? - You’ll learn about their persistence and resourcefulness.
- Can you give an example of a mistake you made? What did you learn from it? - This shows how they handle failure and learn from it.
Checking Their Teamwork and Communication
- Describe a time you worked with a team. What was your role? - You’ll see how they contribute to a group effort.
- How do you handle disagreements with teammates? - This question helps you understand their conflict resolution skills.
- Can you tell me about a time you had to explain something complex to someone? - It shows their communication skills and patience.
Gauging Their Passion and Drive
- What motivates you to do your best at work? - This reveals what drives them and if they’re a good fit for your company culture.
- Where do you see yourself in five years? - It helps you understand their career goals and ambitions.
- Why do you want to work here? - This shows if they’re genuinely interested in your company or just looking for any job.
Exploring Their Fit with Your Company Culture
- What kind of work environment do you thrive in? - You’ll see if they’ll fit well with your team’s style and vibe.
- How do you handle stress and pressure? - This question gives insight into their coping mechanisms and resilience.
- Can you share an example of how you’ve adapted to a big change at work? - It shows their flexibility and openness to new things.
Understanding Their Creativity and Innovation
- Tell me about a time when you came up with a new idea. How did you implement it? - This shows their ability to innovate and take initiative.
- What’s a new skill you’ve learned recently? - It reveals their willingness to grow and improve.
- How do you stay current with trends in your field? - You’ll see if they’re proactive about learning and staying relevant.
Learning About Their Leadership and Initiative
- Can you describe a time when you took the lead on a project? - This shows their leadership qualities and how they handle responsibility.
- How do you motivate your team? - You’ll understand their leadership style and effectiveness.
- What do you do to develop your team’s skills? - It shows their commitment to helping others grow.
Getting a Sense of Their Values and Ethics
- What does integrity mean to you? - This helps you understand their core values and honesty.
- Can you give an example of a difficult ethical decision you’ve made? - You’ll see how they handle moral dilemmas.
- How do you ensure your work aligns with company values? - This shows their commitment to maintaining the company’s standards.
Wrapping Up with Insightful Questions
- What’s the most important thing you’ve learned in your career so far? - This gives you a sense of their biggest takeaways and lessons learned.
- What do you hope to achieve in this role? - It reveals their expectations and what they want to contribute.
- Do you have any questions for us? - This shows their curiosity and interest in your company.
Getting to Know Their Personality and Interests
Getting to know a candidate's personality and hobbies can give you a sense of who they are outside of work. It helps you see if they'll fit in with your company culture and brings a human touch to the interview. Here are some questions to explore their personality and interests:
- What do you like to do in your free time? - This gives you insight into their hobbies and interests.
- Can you tell me about a passion project or hobby that you’re currently working on? - It shows what they’re passionate about and how they spend their free time.
- How do you like to unwind after a busy day at work? - This helps you understand their work-life balance and stress management.
- What’s a fun fact about you that’s not on your resume? - It brings out their unique personality traits and can be a great icebreaker.
- If you could learn any new skill or hobby, what would it be? - This shows their curiosity and willingness to try new things.
The Payoff
Asking smart questions helps you see the full picture of who a candidate is, beyond what’s on their resume. It’s like having a conversation with a new friend—you get to know their personality, strengths, and if they’ll vibe with your team.
This approach makes sure you’re hiring people who will not only do a great job but also make your team stronger and more dynamic.
Don’t Forget to Follow Up!
Next time you’re hiring, give these questions a try. You’ll find that they help you uncover the best candidates who are a perfect fit for your company.
But please, make sure you don’t forget to follow up with both candidates that you want to see again but also the ones you don’t think are a good fit. 94% of job seekers want to get feedback after their interviews, but sadly, only 41% have ever received it. Giving feedback is super important for creating a good experience for candidates. It not only helps them improve but it also helps you build a stronger employer brand. No one wants to interview with a company that doesn’t treat their candidates with respect.
Remember, building a great team is like putting together a puzzle. The right pieces make a beautiful picture, so choose wisely and enjoy the process!
FAQ
Q1: How can I ensure that the interview questions I ask are relevant to the role I’m hiring for?
A1: Tailor the questions to focus on the key skills and qualities needed for the position. Review the job description carefully and select questions that relate directly to the tasks and challenges the new hire will face. Mix in some behavioral questions to understand how candidates have handled similar situations in the past.
Q2: What if a candidate struggles to answer some of these questions?
A2: It’s okay if a candidate doesn’t have a perfect answer for every question. Use these moments to gauge their problem-solving skills and how they handle pressure. If they struggle, consider how they recover and if they show a willingness to learn and adapt. Sometimes their thought process can be more telling than the answer itself.
Q3: How can I create a more inclusive interview process using these questions?
A3: Ensure your interview panel is diverse and trained in recognizing unconscious bias. Ask questions that allow candidates to showcase a wide range of experiences and skills. Use inclusive language in your questions, and be open to different ways candidates might demonstrate their abilities and fit for the role.
Q4: How can I assess if a candidate’s personality and hobbies are a good fit for my team?
A4: Pay attention to how their personal interests align with your company culture and team dynamics. Ask about their hobbies and interests to get a sense of their personality outside of work. Look for traits that complement your team’s strengths and fill any gaps. Remember, a well-rounded team often includes diverse personalities and interests.
Q5: How do I provide feedback to candidates after the interview?
A5: Start by thanking the candidate for their time and interest in the position. Be specific about what they did well and where there are areas for improvement. Use clear examples from the interview to illustrate your points. Keep the feedback balanced, focusing on both strengths and constructive suggestions. Be honest but also encouraging, offering tips for how they can improve in future interviews.
