17 Interview Questions to Ask Job Candidates

Key Takeaway

• Showcase your proudest achievement to illustrate your skills and values.
• Embrace constructive criticism positively, demonstrating a growth mindset.
• Share specific examples of overcoming a challenging work situation.
• Articulate attraction to the position, emphasizing alignment with company values.
• Communicate approach to prioritizing tasks and managing work pressure, showcasing strong time management.

When interviewing candidates, asking the right questions is crucial for gaining deeper insight into their soft skills, technical skills, and fit for the role during the job interview.

Hiring managers require these questions to make an informed and objective decision when selecting the right candidate and making a job offer.

By asking about skills and experiences, hiring managers can gauge if a candidate possesses the necessary expertise for the job while being a cultural fit. 

Here are 17 critical questions that could help you assess the candidate’s potential.

1. Can you describe a professional achievement you are particularly proud of?

This question gives the interviewer a deeper understanding of the candidate’s professional values and capabilities. By asking about their proudest achievement, you allow them to showcase their skills and aptitude in a real-world context. It also gives insight into what motivates them, how they use teamwork to solve problems, their problem-solving abilities, and how they handle challenges and triumphs.

Furthermore, how candidates describe their accomplishments can reveal their humility and ability to credit their team, which are critical for promoting a positive work environment.

2. How do you handle feedback, particularly constructive criticism?

Accepting, processing, and applying constructive criticism is essential for continuous personal and professional growth. This question allows interviewers to understand if the candidate has a growth mindset and their approach to self-improvement. It also touches on their emotional intelligence, resilience, and ability to maintain a positive attitude in the face of criticism.

Candidates who respond positively to feedback and use it as a stepping stone for improvement can bring much value to the team and the organization.

3. Can you share a time when you faced a challenging situation at work and how you resolved it?

This question assesses a candidate’s crisis-solving skills, resilience, and adaptability. How someone handles professional challenges speaks volumes about their character and work style.

By asking them to share experiences, you gain insight into their critical thinking, decision-making, and learning abilities.

It also demonstrates their communication skills, ability to work under pressure, and ability to manage conflict, which is crucial in any role, especially in a team environment where unexpected obstacles arise.

4. What attracted you to this position?

During an interview, this question aims to gauge a candidate’s motivation and alignment with the company’s mission and values. It helps interviewers assess whether the candidate has researched the company, understands the role shown in the job description, and genuinely expresses enthusiasm for the opportunity. I

t provides insight into the candidate’s job preferences, such as growth opportunities, making a difference, or embracing new challenges. Additionally, the best interview questions to ask reveal if the candidate’s career goals align with the position’s trajectory.

Ultimately, it helps the interviewer determine if the candidate’s motivations align with the company’s objectives for a mutually beneficial fit.

5. How do you prioritize your work when given multiple tasks?

This question assesses a candidate’s time management, organizational skills, and decision-making process, especially in high-pressure environments with multiple tasks. Interviewers may opt to ask the best interview questions that they have prepared.

Use it to evaluate if candidates can set priorities, manage workloads, and meet deadlines effectively. Their response reveals their ability to differentiate between urgent and essential tasks, approach planning, and use task management tools.

These qualities are crucial in today’s fast-paced work environment, where efficient task management contributes to productivity and success.

6. What skills or experiences fit you for this role? Or can you tell me about a time when these skills were vital in project management?

This question assesses a candidate’s abilities and past experiences for the role, allowing them to showcase qualifications and provide examples of their work. It helps interviewers Interview questions to ask candidates, including understanding their skills, self-awareness, and capacity for self-reflection. 

It challenges candidates to articulate how they can contribute meaningfully, demonstrating their understanding of the role and requirements. Ultimately, it helps interviewers gauge if their skills and experiences align with the role, increasing the chances of a successful hire.

7. Can you describe your process for learning new skills or concepts?

This question is crucial for understanding a candidate’s adaptability and eagerness to grow. As business environments evolve, employees must proactively approach learning and adapting to new concepts. Interviewers

8. How do you handle deadlines and work pressure?

This question is crucial for assessing a candidate’s ability to manage stress, prioritize tasks, and maintain productivity under pressure. In today’s fast-paced work environment, candidates are expected to handle tight deadlines and heavy workloads, a typical IT interview question.

Understanding a candidate’s strategies for managing pressure and meeting deadlines is essential. Their response can provide insights into their planning, time management skills, resilience, and mindset in challenging circumstances.

It can also reveal whether they thrive in high-pressure situations or prefer a more relaxed work pace. Ultimately, prompts like

9. Can you give an example of a time when you went above and beyond to deliver a project?

This question is crucial for understanding a candidate’s dedication, initiative, and crisis-solving skills. By asking for a specific example, interviewers can assess how the candidate takes ownership, shows persistence, and exhibits creativity to exceed expectations.

It also reveals their willingness to tackle challenging tasks and strive for excellence. This question helps evaluate the candidate’s self-motivation and ability to contribute to project success.

It’s a great way for interviewers to gauge the potential value and impact the candidate could bring to the company.

10. What methods do you use to evaluate your performance?

This question assesses the candidate’s self-awareness, accountability, and commitment to continuous learning. Interviewers ask about self-evaluation methods to understand how candidates perceive their performance, identify strengths and weaknesses in dealing with team members, and strive for improvement.

The response to behavioral interview questions reveals the candidate’s ability to reflect, accept feedback, and set goals. It also indicates their drive for personal growth and contribution to the team.

The typical interview question that evaluates the potential for growth and self-driven development is essential for long-term success in any role.

11. Can you describe a time when you had to make a difficult decision at work?

This question assesses a candidate’s decision-making skills, ability to handle pressure, and aptitude for critical and logical thinking in challenging situations.

Interviewers can understand the candidate’s problem-solving skills, thought process, and ability to manage uncertainty and risk by asking for a specific instance of a tough decision. Additionally, the response can reveal the candidate’s ethical standards, integrity, and accountability.

The typical interview questions ultimately help evaluate a candidate’s potential to handle responsibility and make impactful, ethical decisions that affect the organization’s operations and reputation.

12. How would you handle a disagreement or conflict within your team?

This question aims to understand the candidate’s conflict resolution skills and ability to maintain a positive and productive work environment despite disagreements.

By asking this question, or a question that involves the candidate explaining how they dealt with a challenging technical concept, interviewers can understand the candidate’s interpersonal skills, ability to communicate effectively, and capacity for empathy and understanding others’ perspectives.

How a candidate handles conflict with team members can significantly impact team dynamics, morale, and productivity.

Therefore, their response can highlight their potential as a team player and their aptitude for leadership roles where conflict resolution skills are crucial.

13. What are your long-term career goals?

This question is posed to gauge the candidate’s ambition, future planning, and alignment with the company’s growth trajectory. Interviewers: Good interviews can discern whether the candidate has a clear vision for their professional development and if they have considered how the role they are applying for fits into this vision.

It also gives an idea of the candidate’s potential longevity and commitment to the company. Suppose a candidate’s long-term goals align well with the opportunities the company can provide; this is a positive sign in the interview process.

In that case, it increases the likelihood that they will remain with the company for a significant period, contributing to its growth and benefiting from its professional development opportunities.

14. How do you keep yourself motivated at work?

During interviews, this question helps assess a candidate’s self-motivation, resilience, and productivity in challenging circumstances. Interviewers gain insight into the candidate’s strategies for staying motivated, passion for their work, and ability to self-regulate.

Answers can reveal personal work ethic, self-management skills, and potential to keep motivated in autonomous roles. Intrinsic motivation significantly impacts job performance and satisfaction in such positions.

15. What are your expectations in terms of work culture and environment?

This question assesses the candidate’s compatibility with the company’s work culture and environment. The company culture and environment significantly influence employee satisfaction and productivity.

Understanding a candidate’s preference helps to determine if they will thrive within the organization’s established culture.

For instance, some candidates may prefer a collaborative and team-oriented culture, while others may thrive in a more independent and flexible work setup.

This alignment is crucial for the candidate’s job satisfaction and potential contribution to the company’s success, a common topic in the best interview questions.

16. How do you maintain a work-life balance?

This question assesses a candidate’s ability to manage professional obligations alongside personal responsibilities. It explores their task prioritization, stress management, and well-being amidst work demands.

Maintaining a healthy work-life balance is crucial for productivity, job satisfaction, and overall quality of life. It also reveals insights into time management skills, setting boundaries, and understanding the importance of self-care at work.

In today’s fast-paced environments, where burnout is prevalent, work-life balance is critical for long-term performance and retention.

17. Do you have any questions for us?

Asking this question in an interview is crucial. It allows candidates to clarify their understanding, learn about the company, and show interest in the role.

Employers can assess engagement, curiosity, commitment, critical thinking skills, and values through this question. It allows candidates to take the lead, express what they find important, and conclude the interview with a lasting impression.

It’s always essential to leave room for candidates to ask their questions. This allows them to gain a better understanding of the company and role, as well as showcase their interest in the position. 

18. Conclusion

In addition to the 17 questions, which may include technical interview questions,

• One must also make sure to have follow-up questions ready depending on the answers given by the candidate.
• We must remember that successfully navigating recruitment, looking for candidates, and understanding job descriptions require a dynamic skill set.
• Recruiters must excel in negotiation, decision-making, networking, and effective job advertising while being patient during the job search and looking for candidates with good teamwork skills.

19. Frequently Asked Questions (FAQs)

Q. What questions should I ask to assess a candidate’s professional achievements?

You could ask, “Can you describe a professional achievement you are particularly proud of?” This will allow the candidate to share their accomplishments and show what they consider significant.

Q. What questions help evaluate a candidate’s ability to handle feedback and criticism?

You could ask, “How do you handle feedback, particularly constructive criticism?” This question can provide insight into the candidate’s emotional intelligence and ability to grow and learn.

Q. How can I assess a candidate’s conflict resolution skills?

You can ask, “Can you describe a time when you had to handle a disagreement or conflict within your team?” This question helps reveal the candidate’s interpersonal and problem-solving skills.

Q. What questions will assist me in understanding a candidate’s career aspirations?

You can ask, “What are your long-term career goals?” This question can provide insight into whether the candidate’s future aligns with the company’s trajectory.

Q. What questions can help assess a candidate’s work-life balance?

You can ask, “How do you maintain a work-life balance?” This question can give you an understanding of the candidate’s self-management skills and ability to avoid burnout.

Q. How do I leave room for the candidate’s questions at the end?

You can ask, “Do you have any questions for us?” This allows the candidate to ask their technical interview questions, showing their interest in the role and allowing them to gain a better understanding of the company.

Q. What are the best interview questions to ask candidates?

Interview questions can help you assess candidates in 2023 and look for candidates with the right skill set. Some of the best interview questions to ask are behavioral questions that revolve around problem-solving, teamwork, and technical concepts. Asking candidates to provide sample answers allows you to evaluate their communication and technical skills.

Q. How can interview questions to ask help in the hiring process?

Asking the right interview questions helps hiring managers determine whether they’re a good fit for the role. It can also reveal a candidate’s problem-solving skills, communication skills, and ability to prioritize tasks based on the job description. The interviewer may ask follow-up questions to help them assess a candidate’s response.

Q. What are the ten common IT interview questions?

The ten common IT interview questions include technical questions related to programming, project management, and technical skills. These questions may involve asking candidates to provide examples of when they had to apply their technical knowledge to solve a problem. They may also be behavioral questions that test a candidate’s soft skills.

Q. How do you assess a candidate’s answer to behavioral interview questions?

When evaluating a candidate’s answer to behavioral questions, consider whether they’re a good fit for the team and their problem-solving approach. Ask this question to help you assess a candidate’s teamwork and communication skills. It’s essential to have a balanced mix of technical and behavioral questions in the interview process.

Q. What are the general IT interview questions that hiring managers often ask?

Hiring managers often ask generic IT interview questions that test a candidate’s technical knowledge and proficiency. These questions may revolve around common technical concepts and gain insight into the candidate’s learning methods, ability to absorb new information, and enthusiasm for personal and professional development by asking this question. It also reveals the candidate’s crisis-solving capabilities and how they handle unfamiliar situations. The answer can indicate their potential for future growth within the company and their capacity to contribute to its evolution.