Effective interview questions to ask candidates
Quick insights
- The right questions can reveal how a candidate thinks and approaches challenges.
- Different question types may help you assess skills, fit and potential for particular roles.
- Structuring questions by round may lead to more consistent candidate comparisons.
You've reviewed the resumes and scheduled the conversations. Now you may be wondering what to ask each candidate to get the most useful answers.
Choosing the right questions may feel challenging, but a mix of prompts may help you learn how a person solves problems and fits with your team. Whether you're hiring employees for the first time or refining your process, thoughtful questions may make a meaningful difference.
Types of interview questions to consider
Different question types can reveal different things about a candidate. A mix of situational and behavioral questions may give you a fuller picture of how someone might perform in the role.
Asking situational interview questions
Situational questions present a hypothetical scenario and ask how a candidate would handle it. These questions may help you understand how a person thinks through challenges they haven't faced yet. A few example situational questions might include:
- Prioritizing competing needs: You might ask, "If two customers needed help at the same time, how would you decide who to assist first?" This may reveal how a candidate thinks through quick decisions.
- Handling disagreements: One option might be to ask, "How would you respond if a coworker suggested a different approach to a shared task?" This may show communication style and flexibility.
- Adapting to change: Another option might be, "If a project's direction shifted at the last minute, what would you do?" This may indicate how someone handles uncertainty.
Asking behavioral interview questions
Behavioral questions ask candidates to describe how they handled situations in the past. The idea is that past behavior may offer clues about future performance. A few example behavioral questions might include:
- Meeting deadlines: You might ask, "Tell me about a time you had to complete a task under a tight deadline." This may reveal how a candidate manages pressure.
- Handling conflict: Another prompt could be, "Describe a situation where you disagreed with a coworker and how you resolved it." This may show collaboration and problem-solving style.
- Learning from setbacks: Another option might be to ask, "Tell me about a time something didn't go as planned and what you learned from it." This may indicate adaptability and self-awareness.
Assessing whether a candidate is the right fit
Finding the right fit goes beyond skills and experience. You may also want to explore how a candidate's communication and working style align with your company's culture.
For a small business, managing human resources may involve wearing many hats. Asking fit-related questions can help you think beyond the resume and consider whether someone may thrive on your team. Learning tips on being a good manager may also help you create an environment where the right candidate can succeed. A few example fit questions might include:
- Exploring work preferences: You might ask, "What kind of work environment helps you do your best work?" This may reveal whether your setting is a good match.
- Understanding motivation: Another question could be, "What excites you most about this role?" This may show genuine interest and alignment with the position.
- Looking ahead: Another question might be, "What are you hoping to find in your next role that was missing in your last one?" This may help you gauge long-term fit.
Structuring questions by interview round
Different rounds of interviews may serve different purposes. Tailoring your questions to each round may help you gradually learn more about each candidate and compare them more consistently.
Starting with broad first-round questions
The first round is often about getting a broad sense of the candidate. You might ask about their background, what they're looking for in their next role and what excites them about the opportunity. Asking why a candidate is interested in the position may reveal whether they've researched your company and understand the role.
Going deeper with second-round questions
The second round may allow for more depth. You might ask behavioral and situational questions that relate directly to the job's daily responsibilities. For instance, you could ask a candidate to describe a time they had to prioritize multiple urgent tasks. Their answer may show how they organize their work and make decisions under pressure.
Concluding with final-round questions
The final round may focus on alignment and long-term potential. You might ask about a candidate's career goals, what kind of growth they're looking for and how they see themselves contributing to the team.
This round may also be a good time to discuss employee onboarding costs and what the first few months may look like. Asking about a candidate's expectations for growth may help you decide whether your company can offer the path they're seeking.
In summary
Choosing the right questions can help you get more out of every interview. A mix of situational and behavioral prompts, structured across rounds, may lead to clearer and more consistent comparisons. Improving employee retention may start with asking the right questions before a candidate even joins the team.
Once you've found the right person, a thoughtful onboarding checklist for new hires may help them feel prepared from day one. Pairing it with a 30-60-90 day onboarding plan may give your new hire a clear path for their first few months.
