Good Interview Questions to Ask a Candidate

Have you ever sat down for an interview and thought, "What should I even ask this person?" You’re not alone! Hiring the right person can be a bit tricky. You want to find someone who’ll fit well within your team, enjoy the work, and contribute to your organization’s goals. The questions you ask can really help. But let’s face it, some of those standard questions can feel flat and uninspired (eyebore alert!). You know the ones: "What are your strengths?" or "Tell me about a time you failed." Ugh!

Anyway, what we really want to know is how we can make that better? What makes an interview enjoyable, both for you as the interviewer and for the candidate? Let’s dive into some genuine, eye-opening questions to ask candidates when you’re hoping to get a pure sense of who they are and what they’ll bring to the table. Ready? Let's go!

Set the Stage with Ease

First, start off with questions that put candidates at ease. Nobody enjoys feeling stiff and nervous. I mean, we’ve all run the "what ifs" in our head before walking into a room. A relaxed candid chit-chat encourages more authentic answers, so why not ease into it?

Here are a few warm-up questions you might try:

• What interests you most about this role?

• What do you enjoy doing outside of work?

These simple, straightforward questions can break the ice and set a cooperative mood. Plus, you might find some cool common ground. Who knows, the candidate could share a hobby you enjoy, and instantly there you are—relatable pals exchanging stories!

Digging Deeper with Because Questions

Once you've settled in, the conversation can shift to “Because Questions.” These inquiries allow candidates to delve into their motivations and decision-making processes. The idea is to figure out the “why” behind their experiences. (Interesting, right?)

Here’s what to consider:

• Why did you choose to pursue this career path?

• What was the driving force behind that pivotal decision?

These questions peek into a candidate's mindset. You want to understand their thinking process, not just their history.

A Yummy Tangent About Culture Fit!

Quick semi-random thought: Sometimes, it’s insightful to ask about a candidate's visited office culture. Every company has its rhythm, and if someone has thrived in a fast-paced environment compared to a stricter one—who knows, that diverse perspective might bring fresh ideas to your team!

Crafting Goal-Oriented Queries

Next, let’s kick it up a notch! You need to come up with goal-oriented questions. These help you see if the candidate has the same vision as your team and whether they'd align with what you want. Here's what that can look like:

• What career goals do you envision for yourself in the next three years?

• How do you know if you mesh with a team?

These ones reveal a lot more than straightforward job history. They indicate growth direction. Would they still thrive in your company if given the space and freedom to grow?

Teasing Out The “How” Questions

After basic goals, it’s time to qualify a bit. “How” questions seek out problem-solving abilities and practical experience that you truly want to uncover.

• How do you tackle obstacles in your tasks?

• How would you react if you realized you were behind schedule on a key deliverable?

Finding out about problem-solving gives insight into how a candidate navigates hurdles. Sometimes comedy gold comes from unexpected topics—like how they've chopped corn in less than five minutes (grocery shopping skills at its finest!).

Collaborative Interaction Queries

Being able to work among various characters can really determine workplace morale and make or break significant projects. So dive deeper if you’re curious about this aspect.

• Tell me about a time you resolved conflict with a colleague. What did you do to get to a better point?

• What does effective collaboration look like to you?

Rarely do you find someone who hasn't faced some spicy conflicts during team activities. It’s cool to note how they look back on these circumstances with:

• Feisty humor

• Genuine respect

• Or maybe a twinge of regret

These emotional clues about their experience will paint quite the picture of who they are. Even before joining your team!

Engaging Should-Ask Questions

Curiosity kills the anxious cat. Ask a potential employee’s opinion about a favorite project!

• What’s a project you pursued that you’re really proud of?

• What components do you think were key to its success—or even failure?

Here you subtly probe competency while stimulating genuine conversation. You can gauge if they defined metrics for "success." Have they taken lessons and improved—including drawing from misfires? This speaks volumes!

Future Vision and Improvisation

• If you could re-imagine our product/service, what would you do?

• What enlivens you, and how could you possibly bolster that if you jumped onboard with us?

Referencing Past Impact

When a candidate talks about what they’ve done, don’t just note the what—ask about the impact. That’s where the gold lives. You want to know how their work moved the needle, made a difference, or sparked a positive shift for a team or client.

Try questions like:

• What’s something you worked on that made a measurable difference?

• How did your contributions shape outcomes on a recent project?

• If we asked your last team what they valued most about working with you, what would they say?

These reflections encourage candidates to tie their achievements to real results—and give you a glimpse of what they might bring to your organization, not just in skills, but in energy, ownership, and follow-through.

Wrap-Up and Wrap-around

And now—you’re almost there! Wrapping up an interview isn’t just about checking boxes. It’s about landing the conversation with purpose. Create space for candidates to share final thoughts, ask questions, or reflect on the conversation.

Try something like:

• Is there anything you didn’t get to share that you think we should know?

• What questions do you have for us?

• What made you say “yes” to this interview?

These wrap-around questions let candidates close strong—and give you one last glimpse at what matters most to them.

Because in the end, great interviews aren’t just about finding out if someone can do the job—they’re about discovering if someone will thrive in it, grow with it, and genuinely want to be part of the story you’re building.

Good questions don’t just fill silence. They open doors. Happy interviewing! 🎤✨