The Best Interview Questions to Ask Candidates
8 min read
The right questions separate candidates who interview well from candidates who'll do the job well. Structured, behavioural questions — asked consistently of everyone — give you far better signal than a free-flowing chat. Here's a set to draw from and how to use them.
Ask behavioural questions for real evidence
Past behaviour predicts future behaviour better than hypotheticals. Ask "tell me about a time..." questions and listen for a specific situation, the action they personally took, and the result.
- "Tell me about a time you solved a difficult problem at work."
- "Describe a time you disagreed with a manager or teammate. What happened?"
- "Tell me about a project you're proud of — what was your role?"
- "Describe a time you failed or missed a target. What did you change afterwards?"
- "Tell me about a time you had to learn something quickly."
Probe motivation and fit
- "Why this role, and why now?"
- "What kind of environment do you do your best work in?"
- "What are you looking for in your next role that you don't have today?"
Test for the role, concretely
Ask something that mirrors the actual work — a short scenario, a portfolio walkthrough, or how they'd approach a real problem you face. This tells you far more than credentials alone.
Run it fairly
- Ask every candidate the same core questions so you can compare like for like.
- Score answers against the role's requirements, not gut feel.
- Leave time for their questions — great candidates are assessing you too.
- Avoid anything unrelated to the job; keep it lawful and consistent.
Close well
Tell every candidate what happens next and when — then follow through. How you treat people in your process shapes your employer reputation, whether you hire them or not.