Hiring the right person is a challenge for any organization. A thoughtfully conducted interview moves beyond resume verification to discover a candidate who will excel in their duties and integrate into the company’s environment. A successful interview uses insightful questioning to uncover a candidate’s skills, problem-solving abilities, and personal attributes.
Behavioral Interview Questions
Behavioral questions operate on the premise that past performance is a strong indicator of future behavior. These questions prompt candidates to provide specific examples from their work history, offering a window into their real-world capabilities. For example, asking, “Tell me about a time you had a conflict with a coworker,” assesses the candidate’s interpersonal skills and conflict-resolution strategies. The response reveals how they navigate professional disagreements.
Another behavioral question is, “Give me an example of a time you had to meet a tight deadline.” This question probes a candidate’s time management, prioritization, and ability to perform under pressure. A strong answer will detail how the individual organized their tasks and delivered the required work on schedule.
When asking behavioral questions, listen for answers structured using the STAR method. This framework encourages candidates to describe the Situation, outline the Task they faced, detail the Action they took, and explain the Result of their efforts. A question about dealing with a difficult customer should elicit a response that sets the scene, explains the objective, describes the steps taken, and concludes with the outcome.
A question like, “Describe a time you had to persuade someone to see things your way,” can reveal a candidate’s communication and influencing skills. Their ability to articulate their position, understand the other person’s perspective, and find common ground is an asset in many roles.
Situational Interview Questions
Situational questions present candidates with hypothetical scenarios they might encounter in the role to evaluate problem-solving abilities and judgment. They complement behavioral questions by revealing how a candidate might approach future challenges. By asking, “What would you do if you discovered a significant mistake made by a superior?” an interviewer can gain insight into a candidate’s integrity and professional courage.
“Imagine a scenario where you are managing multiple projects with conflicting priorities. How would you decide which to focus on?” This type of question assesses a candidate’s organizational and decision-making skills. A well-reasoned response involves clarifying deadlines, understanding each project’s impact, and communicating with stakeholders to manage expectations.
A question such as, “What would you do if a client was unhappy with your work, even though you met all the requirements of the project?” can reveal a candidate’s customer service orientation. An effective answer would show a commitment to understanding the client’s perspective and finding a mutually agreeable solution.
Questions to Assess Cultural Fit
Assessing cultural fit helps determine a candidate’s potential for long-term satisfaction and success. Cultural fit is the alignment of a candidate’s values, beliefs, and behaviors with the company’s culture. Questions that explore a candidate’s work style and preferences provide insights in this area.
One such question is, “Describe the work environment in which you are most productive and engaged.” This question encourages the candidate to reflect on their ideal workplace, whether they thrive in a collaborative setting or prefer to work independently. Their answer helps determine if their preferred style aligns with the company’s team dynamics.
Another question is, “How do you prefer to receive feedback from your manager and colleagues?” The response can reveal a candidate’s openness to constructive criticism and their communication style. Some individuals prefer direct feedback, while others respond better to a more supportive approach.
A question like, “What role do you typically play on a team?” can also shed light on a candidate’s cultural fit. Whether they assume a leadership role, act as a mediator, or prefer to be a dedicated contributor, their answer provides a glimpse into how they interact with teammates.
Questions to Gauge Motivation and Career Goals
Understanding a candidate’s motivations and career aspirations is a component of a comprehensive interview. These questions help determine if the role aligns with their personal and professional objectives, which impacts their engagement and performance.
A direct question such as, “What are your career goals for the next five years?” prompts the candidate to articulate their professional ambitions. A thoughtful response will demonstrate that they have a clear vision for their future and have considered how this role fits into their larger career path.
To understand a candidate’s intrinsic motivation, an interviewer might ask, “What are you passionate about professionally?” This question encourages the candidate to speak about the aspects of their work that they find most fulfilling. Their answer can reveal whether their interests align with the core responsibilities of the position.
Another effective question is, “What prompted you to apply for this specific role?” This question helps differentiate between candidates who are genuinely interested and those applying for any available job. A strong answer will connect the candidate’s skills and interests to the role’s requirements.
Illegal Interview Questions to Avoid
In the United States, federal and state laws prohibit employers from asking questions that could lead to discrimination based on protected characteristics. Interviewers must be aware of these restrictions to ensure a fair hiring process.
- Age: It is illegal to ask a candidate their age. An acceptable alternative is to ask about their ability to meet job demands, such as, “Do you have any concerns about handling the long hours this job entails?”
- Race, Ethnicity, or National Origin: Questions about a candidate’s race, ethnicity, or country of origin are not permissible. Instead, an interviewer can ask, “Are you authorized to work in the U.S.?”
- Religion or Creed: An interviewer cannot ask about a candidate’s religious beliefs or practices, as they should not impact job performance. There are no acceptable alternative questions on this topic.
- Marital Status, Family, or Pregnancy: Questions about a candidate’s marital status, family plans, or children are prohibited. A legal way to determine availability is to ask, “Are you able to work the required schedule, including any necessary overtime?”
- Disability or Medical Conditions: It is against the law to ask about any disabilities or medical conditions. A permissible question is, “Can you perform the essential functions of this job, with or without reasonable accommodation?”
- Gender or Sexual Orientation: Questions about a candidate’s gender identity or sexual orientation are not allowed, as these personal details are not relevant to a candidate’s qualifications.
Closing the Interview Effectively
The final moments of an interview are an opportunity to leave a positive and professional impression. Reserve time at the end for the candidate to ask questions. The questions a candidate asks can provide insight into their preparation, interest in the role, and priorities.
After the candidate has asked their questions, the interviewer should clearly outline the next steps in the hiring process. This includes providing a general timeline for when the candidate can expect to hear back. This transparency helps manage expectations and demonstrates respect for their time.
A simple and sincere thank you is a professional way to conclude the interview. Expressing appreciation for the candidate’s time and interest in the position reinforces a positive candidate experience, regardless of the hiring outcome.