Strategic Interview Questions to Ask Candidates 

These questions are designed to help you get a sense of the candidate’s work experience, skills, and personality. Follow-up questions can be crucial in clarifying brief responses and gathering more detailed information from candidates.

1. What is something about you that is not on your resume? Asking this question can provide valuable insights into a candidate’s personality, as there are countless ways for them to respond. For instance, they might discuss a previous job or internship that might not be directly related to the position but explain how it aided in their personal and professional development. Alternatively, they may share a personal interest, allowing you to gauge their communication style and demeanor when discussing a topic, they’re passionate about. Regardless of their answer, this strategic interview question can help you better understand the candidate.

2. Can you tell me about a time when you had to work under pressure? This question helps you assess the candidate’s ability to handle stress and meet deadlines. Look for answers that demonstrate the candidate’s ability to stay calm, think creatively, and work collaboratively under pressure.

3. How do you stay up-to-date with industry trends and developments? This question helps you gauge the candidate’s level of curiosity and interest in their field. Look for answers that show the candidate is proactive about staying current and learning new skills.

4. Tell me about a time when you made a mistake at work. How did you handle the situation? This is a strategic question to ask candidates because everyone makes mistakes. How people handle those mistakes, however, differs from person to person. Nevertheless, individuals react to them distinctively. It’s crucial to pay attention to the candidate’s response. Do they take responsibility for the error, or do they shift the blame to others? Have they gained any valuable insights from the mistake, and how have they prevented it from happening again?

5. Can you tell me about a time when you had to solve a complex problem? This question helps you evaluate the candidate’s problem-solving abilities. Look for answers that demonstrate the candidate’s ability to break down complex problems, analyze data, and develop creative solutions.

6. How do you handle conflicts with colleagues or supervisors?  This question helps you assess the candidate’s interpersonal skills and ability to work in a team. Look for answers that demonstrate the candidate’s ability to communicate effectively, listen actively, and find mutually acceptable solutions.

7. What motivates you to do your best work?  This question helps you understand the candidate’s values and what drives them. Look for answers that show the candidate is motivated by challenges, learning opportunities, and a sense of purpose. It’s especially great when a candidate is motivated the same way as other team members they will be working with.

8. Have you ever faced a situation where you had to work with limited resources or within a tight budget? How did you handle it, and what was the outcome?  Asking this question can help you assess the candidate’s resourcefulness and creativity when it comes to problem-solving. It can also give you insight into their ability to manage priorities and work under pressure.

These questions are designed to help you identify candidates who fit with your organization’s culture and values.

1. Can you describe your ideal work environment? This question helps you understand the candidate’s work preferences and whether they align with your organization’s culture. Look for answers that show the candidate values collaboration, communication, and a positive work environment.

2. How do you handle feedback from supervisors or colleagues? This question helps you assess the candidate’s openness to feedback and ability to learn from it. Look for answers that demonstrate the candidate is receptive to constructive criticism, values different perspectives, and uses feedback to improve.

3. Can you give an example of a time when you had to adapt to a new environment or process?  This question helps you evaluate the candidate’s flexibility and adaptability. Look for answers that show the candidate is comfortable with change, can learn quickly, and can adjust to new situations.

4. How do you handle difficult conversations or situations?  This question helps you assess the candidate’s conflict resolution skills and emotional intelligence. Look for answers that demonstrate the candidate can communicate effectively, manage emotions, and find solutions that meet everyone’s needs.

5. Can you tell me about a time when you went above and beyond in your work?  This question helps you understand the candidate’s work ethic and commitment to excellence. Look for answers that show the candidate is willing to take on challenges, take initiative, and deliver results.

6. What are your goals for self-improvement this year?  Asking this question can provide insights into their openness to growth and personal development. Their response can reveal their ability to set achievable goals and their level of interest in advancing their career. The candidate’s answer may include specific targets, such as achieving a leadership position or acquiring new skills. Understanding their aspirations can help determine their potential fit with your company’s culture and goals.

7. Why do you want to work for this company?  This question can help determine the candidate’s level of interest in the specific job and the company, as well as their understanding of the company’s mission, values, and culture. It also shows whether the candidate has thought about how their skills and experience align with the requirements of the position and how they can contribute to the company’s success.

These questions are designed to help you assess the candidate’s technical skills and experience.

1. What technical skills do you possess that make you a good fit for this role? This question helps you assess the candidate’s self-awareness of their technical skills, and whether those skills align with the requirements of the position.

2. How do you keep up-to-date with emerging technologies and industry trends?  Can you give an example of a technology or trend that you’ve recently learned about, and how you’ve incorporated it into your work? This question helps you assess the candidate’s level of curiosity, motivation, and commitment to continuous learning and improvement, which are crucial traits for success in a fast-paced technical environment.

3. Can you give me an example of a complex technical problem you solved, and how you went about solving it?  This question allows you to assess the candidate’s problem-solving skills, critical thinking, and ability to work under pressure. It also gives you insight into the candidate’s technical approach and methodology.

4. What are some of the biggest technical challenges you’ve faced in your previous roles, and how did you overcome them?  This question helps you evaluate the candidate’s adaptability, resilience, and creativity when faced with difficult technical challenges. It also gives you insight into the candidate’s problem-solving skills and technical acumen.

5. Can you walk me through your experience with [specific technology or area of work] and methodologies (e.g., HubSpot, Project Management, etc.)?  Asking this question can help you assess the candidate’s familiarity with specific methodologies and tools. It can also give you insight into their ability to adapt to different methodologies and their preference for working in different environments.