Best Interview Questions To Ask Candidates In 2023

The art of interviewing holds a pivotal role in securing the perfect candidates for your company’s growth. Skillful questioning during these interviews serves as a key that unlocks essential insights from candidates, allowing interviewers to assess their capabilities accurately and determine their compatibility with the organization. Recognizing the time constraints that interviewers face in evaluating, selecting, and onboarding candidates, we’ve curated a powerful repertoire of interview questions. This meticulously crafted list not only empowers interviewers to make well-informed choices but also aids in the construction of a robust and cohesive team.

Great interview questions

Can you walk me through your experience and how it aligns with this role?
What interests you most about this role?
Describe a challenging project you’ve worked on and how you overcame obstacles.
How do you approach collaborating with team members from different teams?
Can you provide an example of a time when you took the lead on a project?
How do you handle feedback, both positive and constructive?
Tell me about a time when you had to adapt to a sudden change in work.
How do you stay organized and manage your daily tasks and responsibilities?
Describe a situation where you had to resolve a conflict within a team.
What skills or expertise would you like to develop further in your career?
How do you stay up-to-date with industry trends?
Can you give an example of a time when you demonstrated exceptional problem-solving skills?
Describe a situation where you had to communicate complex information to a non-technical audience.
How do you handle tight deadlines and multiple projects simultaneously?
Tell me about a time when you identified a process improvement opportunity.
What do you believe sets you apart from other candidates applying for this role?
Describe a situation where you had to adapt your approach due to changing circumstances.
How do you approach risk assessment and decision-making?

These interview questions focus around accessing the skills and qualities of the candidates, this include problem-solving, teamwork, adaptability, communication, leadership, and self-awareness.

Most common interview questions

Tell me about yourself.
Why are you interested in this role/company?
What are your strengths and weaknesses?
Can you walk me through your resume/CV?
Why did you leave your previous job/why are you looking to leave your current job?
Where do you see yourself in five years?
Tell me about a time when you faced a challenge at work and how you handled it.
How do you handle stress and pressure?
Describe a situation where you had to work in a team.
What is your greatest professional achievement?
How do you handle conflict or disagreements in the workplace?
What do you know about our company and the role you’re applying for?
Why should we hire you?
How do you stay organized and manage your time effectively?
Tell me about a time when you demonstrated leadership skills.
What skills or qualities do you think are important for success in this role?
How do you stay up-to-date with industry trends and developments?
Describe a time when you had to learn a new skill or technology quickly.
Do you have any questions for us?

These questions cover a range of topics, from understanding the candidates’ background, to their experience and fit for the company.

Unique interview questions

If you could trade places with any historical figure for a day, who would it be and why?
Tell me about a time when you took an unconventional approach to solving a problem.
What’s the most interesting book you’ve read recently and how did it impact you?
If you were a superhero, what would your superpower be and how would you use it to benefit the team?
Describe a project or idea you’ve pursued outside of your regular job responsibilities.
If you could have a dinner party with any three people (dead or alive), who would you invite and why?
Tell me about a time when you had to change your mind about something you strongly believed in.
What’s a skill you’ve always wanted to learn, and how do you plan to develop it?
If you were to start your own business tomorrow, what would it be and why?
Describe a moment when you failed at something and what you learned from the experience.
If you could solve any global issue, what would it be and how would you approach solving it?
Tell me about a time when you had to work with someone whose personality clashed with yours.
If you could only bring three items to a deserted island, what would they be and why?
Describe a time when you had to step out of your comfort zone to achieve a goal.
If you could travel back in time, which era would you choose and what would you do there?
Tell me about a time when you received feedback that initially surprised or upset you.
If you could eliminate one common workplace practice, what would it be and how would you replace it?
What’s a skill or hobby you have that might surprise us and how does it relate to your work?
If you could invite any fictional character to join our team, who would it be and why?
Describe a situation where you had to lead a group of people with diverse backgrounds and perspectives.

These unique questions can spark interesting conversations and provide a different perspective on a candidate’s personality, problem-solving abilities, and adaptability. Interviewers can ask these questions alongside more traditional interview questions to create a comprehensive assessment of each candidate’s fit for the role and the organization.

Strategic interview questions

Can you provide an example of a project where you had to develop and execute a strategic plan from start to finish? What were the key components of your strategy?
How do you approach long-term goal setting and planning? Can you describe a situation where you successfully achieved a significant long-term objective?
Tell me about a time when you had to make a tough decision that required balancing short-term and long-term considerations. How did you navigate this balance?
In your previous role, were there any instances where you identified an emerging market trend or industry shift before others did? How did you capitalize on this opportunity?
Describe a scenario where you had to prioritize multiple initiatives with limited resources. How did you determine which projects to focus on and how did you allocate resources effectively?
Can you share an example of a situation where you had to adapt your strategic plan due to unexpected market changes or disruptions? How did your adjustments impact the outcome?
In your opinion, what are the key competitive factors that differentiate our industry? How would you approach positioning our company to excel in these areas?
Tell me about a time when you collaborated with cross-functional teams to develop a comprehensive strategy. How did you ensure alignment and effective communication among team members?
How do you stay informed about industry trends and developments that could impact our organization’s strategic direction? Can you provide an example of how this knowledge influenced a decision you made?
Imagine you are tasked with entering a new market segment. Walk me through the steps you would take to develop a strategic plan for successfully penetrating and capturing market share in that segment.

These strategic interview questions are designed to test the candidate’s ability to think critically, anticipate future challenges, and create actionable plans to drive the organization forward. Interviewers should ask strategic questions to look for candidates who can articulate clear and thoughtful strategies, consider both short-term and long-term implications, and demonstrate a strong alignment with your company’s overarching goals and vision.

Hard interview questions

If you were given just 24 hours to solve a complex problem facing our company, what steps would you take and why?
Describe a situation where you were given conflicting feedback from different team members. How did you reconcile the differences and move forward?
Can you explain a concept or idea from your field of expertise as if you were teaching it to a complete beginner?
Tell me about a time when you had to manage a project that was on the brink of failure. How did you turn it around?
If you were tasked with launching a new product or service that has never been done before, how would you approach it from concept to market launch?
Describe a time when you faced a moral or ethical dilemma at work. What factors did you consider in making your decision?
How do you handle situations where you don’t have all the information you need to make a critical decision?
If you were asked to lead a team of individuals who were resistant to change, how would you approach gaining their buy-in and driving successful implementation?
Can you share an instance when you had to deliver a difficult message to a team member or superior? How did you handle the situation?
In a rapidly evolving industry, how do you ensure your skills and knowledge stay current and relevant? Can you provide an example of how you’ve adapted to a major industry shift?

These challenging interview questions go beyond standard inquiries and require candidates to think on their feet, draw on their experiences, and showcase their problem-solving abilities.

What interview questions are illegal?

During the interview process, it’s important to be aware of and avoid asking questions that are considered illegal or discriminatory under employment laws. These questions can infringe upon a candidate’s rights and can lead to legal issues for the hiring organization. Here are some categories of interview questions that are generally considered illegal:

1: Questions about Protected Characteristics: It is illegal to ask questions related to a candidate’s protected characteristics, which include race, color, national origin, religion, sex, gender identity, sexual orientation, age, disability, and genetic information. Examples of prohibited questions include:

Are you married?
What is your religion?
Are you pregnant?
How old are you?

2: Family and Marital Status: Questions about a candidate’s family status, marital status, or plans for starting a family are generally off-limits. Examples of prohibited questions include:

Do you have children?
Are you planning to have more children?

3: Health and Disability: Inquiries about a candidate’s medical history or disabilities are not allowed. Employers should not ask questions that could reveal a candidate’s health status. Examples of prohibited questions include:

Do you have any medical conditions?
Have you ever been treated for a mental health issue?
How many sick days did you take at your previous job due to illness?

4: Criminal History: Depending on local laws, asking about a candidate’s criminal history without proper context or relevant job requirements might be considered discriminatory. Some jurisdictions have “ban the box” laws that restrict when and how criminal history can be discussed.

5: National Origin and Citizenship: Inquiries about a candidate’s national origin, citizenship, or immigration status are generally prohibited. Examples of prohibited questions include:

Where were you born?
Are you a U.S. citizen?

6: Financial Status: Questions about a candidate’s financial situation or credit history are typically not relevant to the hiring process and may be seen as discriminatory.

7: Military Service: While discussing military service may be acceptable in some contexts, asking detailed questions about a candidate’s discharge status or military experiences might be considered invasive or discriminatory.

8: Sexual Orientation and Gender Identity: Inquiries about a candidate’s sexual orientation or gender identity are generally not appropriate and can be considered discriminatory.

To ensure a fair and legally compliant interview process, focus on questions that directly relate to the candidate’s qualifications, skills, experiences, and ability to perform the job. If you have concerns about a particular question, it’s a good idea to consult with legal counsel to ensure you’re following all applicable laws and regulations.

Final Thoughts for above question

Here are some final thoughts to consider when using challenging interview questions to evaluate candidates:

Context Matters: Interviewers should focus on asking questions that are relevant to the role and industry the candidate is applying for. This is to ensure that the candidate aligns with the skills and experiences required for the position.
Behavioral Responses: Asking challenging questions often reveal a candidate’s past behavior and decision-making. Look for specific examples, actions taken, and outcomes achieved in their responses.
Critical Thinking: Focus on a candidate’s ability to think critically and approach complex problems. Use strategic answers to understand the logical reasoning, analytical skills, and innovative thinking ability of the candidate.
Resilience and Adaptability: Challenging questions can gauge a candidate’s ability to handle pressure, setbacks, and ambiguity. Assess how they’ve managed difficult situations and bounced back from challenges.
Communication Skills: Pay attention to how candidates articulate their thought processes and ideas. Effective communication is crucial, especially when addressing complex issues.
Learning and Growth: Candidates who discuss lessons learned from failures or setbacks demonstrate a willingness to grow and improve, a valuable trait in any employee.
Cultural Fit: The goal of the interview is to know how well a candidate aligns with your company’s values, mission, and long-term goals of the organization. The interviewer should keep a check on the cultural fit of the candidate they interview.
Follow-Up Questions: Be prepared to ask follow-up questions to dig deeper into a candidate’s responses. This can provide a clearer picture of their skills and decision-making abilities.
Consistency: Ask challenging questions consistently across candidates to ensure fair and accurate comparisons. This helps you make informed decisions based on a standardized evaluation process.
Candidate Engagement: Challenging questions can be intimidating, so create a positive and supportive atmosphere to encourage candidates to share their experiences openly.