The Art of Asking the Right Questions: Why Your Interview Game Matters More Than Ever
Getting the best interview questions to ask isn't just about filling awkward silence—it's about making smart hiring decisions that can make or break your business. Think about it: you're essentially playing detective, trying to figure out if this person sitting across from you will be your next star employee or your biggest hiring mistake. With 63% of U.S. respondents planning to expand their teams in the first half of 2025 according to a recent Robert Half survey, nailing your interview process has never been more critical.
Here's the reality check most business owners need to hear: most small business owners are horrible at predicting how someone will work on the job based solely on the interview. Research actually shows that pre-employment tests more accurately predict fit than any other method—more than references, cover letters, or even those gut-feeling interviews we've all relied on. But here's where the right questions come in: they bridge that gap between what you think you see and what you actually get.
Small businesses especially can't afford to hire a job hopper—someone who'll bounce after six months when you need that solid three-year average job tenure. Google's data revealed that brain teaser questions had no predictive ability for job performance, which is why even Larry Page got bored with predictable questions and started asking candidates to tell him something he didn't already know. The lesson? The best interview questions to ask aren't always the ones you'd expect, but they're the ones that reveal real insights about performance, cultural fit, and long-term potential.
Michael Mercer, a human resources consultant and author of "Hire the Best and Avoid the Rest," puts it perfectly: "Small business owners feel desperate to hire someone immediately, so they give people the benefit of the doubt and end up hiring a lousy employee." That's exactly why having a solid arsenal of proven questions—organized into 6 main categories covering everything from experience to cultural fit—becomes your secret weapon. Ready to transform your hiring process? Let's dive into 167 best practice questions that will help you identify the perfect candidates for your team.
Because you're reading this article, you might be interested in the following article as well: Self Paced Video Interview: Tips for Employers.
🏆 The list of TOP 167 best interview questions to ask in 2025
What development frameworks do you use in your team?
Understanding the development frameworks a candidate is familiar with helps determine if they're a good fit for your technical stack. It's important not just to ask which frameworks they've used, but how they’ve used them.
Follow-up questions to consider:
- How long have you worked with this framework?
- What type of projects did you build with it?
- What did you like or dislike about it?
- How do you stay updated with framework updates or new features?
This helps assess their level of experience, commitment to growth, and ability to adapt to changing technologies.
Also, use this opportunity to discuss your company’s approach to ongoing development. Ask questions like:
- Would you like us to set development goals with you?
- What kind of support or resources would help you grow professionally?
This best practice approach shows that your company is invested in employee development and gives insight into whether the candidate values continuous learning.
What are your company's aims or objectives from now on or in the future?
This is a great question to understand a candidate’s alignment with your long-term goals. When you ask this, you're not only learning about their understanding of your company's direction but also testing if they've done their homework.
Many candidates reply by summarizing your mission statement or listing your goals from your website. That’s a good starting point—but you want more.
Best practice: Look for responses that go beyond the obvious. Strong candidates might mention industry trends, strategic growth areas, innovation goals, or upcoming market challenges. These answers show both genuine interest and critical thinking.
What to listen for:
- Do they talk about how they can contribute to those goals?
- Are they enthusiastic about your future direction?
- Have they connected your aims with their own career growth?
Remember, this question also gives you a chance to gauge cultural fit. If their values and ambitions align with your future plans, you're likely speaking to someone who could stay and grow with your company.
I went through your team/company project on the website, how do you think... and I feel quite excited about..., do you think what is the biggest challenge?
This question tells a lot about a candidate’s curiosity, motivation, and how much effort they've put into learning about your company. It’s a great way to see whether they’ve done their homework or are just winging it.
What this question reveals:
- Research skills: Have they actually checked your website or projects?
- Interest level: Are they just applying randomly or truly excited to join your team?
- Strategic thinking: How well do they understand challenges related to your product or industry?
Best practice: Look for candidates who not only comment on specific projects from your site but also highlight what excited them and follow up with thoughtful questions about possible obstacles. This kind of engagement shows they’re already visualizing themselves as part of your team. It’s a sign of high-quality talent.
Who will I be working with?
This is a great question that helps candidates understand the team structure and daily collaborations. When a candidate asks this, they’re not just being curious—they're evaluating team dynamics, leadership style, and how their role fits into the bigger picture.
Best practice: Be transparent. Share details about direct supervisors, team members, and cross-functional partners. Highlight the working relationships, communication style, and if possible, the company culture within that team.
When screening candidates, take note of how they react to this info:
- Do they seem excited about collaborating?
- Are they asking follow-up questions about leadership or team processes?
- Do they seem comfortable working within the described structure?
Look for signs of adaptability and interest in team harmony. These soft skills often predict long-term success within a team.
Does the company offer any courses to improve English skills or has teams or groups focused on that?
This question helps determine if the company actively supports employee development, especially for non-native English speakers. It shows if they care about helping new hires grow and feel comfortable communicating at work.
From a recruitment standpoint, it also reflects how inclusive the company is. Internal programs like language courses or peer language groups can boost collaboration and build strong team relationships.
Best practice tip: Look for responses that show the company encourages continuous learning. If they mention language learning tools, mentorship programs, or casual conversation groups, that's a great sign of a supportive workplace.
This can also be a great way to connect with other team members and integrate better into the company culture.
What are some of the key challenges facing your organisation at the moment?
This is a great question to ask near the end of an interview. It shows the candidate is thinking seriously about your company, not just the job. It gives them a chance to learn more about the realities of the role and how they might contribute.
From a recruitment perspective, this question lets you see who is curious, thoughtful, and truly interested in your business. It also opens up a more honest conversation and helps you gauge cultural fit.
Best practice: Look for candidates who listen carefully, ask follow-up questions, or offer ideas. That kind of engagement shows genuine interest and problem-solving thinking.
Use this question as a soft filter—those who gloss over your challenges might not be prepared for the real work ahead.
What sort of professional development opportunities do you provide?
Asking this question helps candidates understand how your company supports growth and long-term success. It’s a great way to end the interview on a positive and forward-thinking note.
Candidates who ask about professional development are usually focused on learning, staying updated, and building a long-term career. That’s a good sign. It shows they’re not just thinking about the current job, but how they can evolve and bring more value to your team over time.
When answering, be clear and specific. Mention things like:
- Training programs
- Mentorship or coaching
- Certifications or courses you support
- Career advancement paths
Best practice: Use this moment to highlight your company's commitment to growth, both personal and professional. It positions your company as a place that values talent and invests in it.
Do you have a mentoring program and if so, how does it work?
Asking candidates this question is a smart way to end the interview—especially if you're seeking team players, future leaders, or those who value growth. It helps you understand their experience with mentoring, either as a mentor or mentee, and reveals their attitude toward learning and development.
What to listen for:
- Do they value mentorship?
- Have they been active in helping others grow?
- Can they explain how the mentoring program worked and what impact it had?
- Do they show enthusiasm when talking about growth and support?
Best practice tip: Strong candidates often appreciate environments that offer structured growth opportunities. If they’ve been mentors, that shows leadership. If they’ve benefited from mentoring, it shows openness to learning.
This question also gives you insight into whether they'd fit well in a team-focused or learning-led culture. Always follow up with: “What did you learn from it?” or “What did you enjoy most about it?” to dig a little deeper.
What kind of training and supervision do you provide to new grads?
This is a great question to ask at the end of an interview, especially if you're hiring entry-level talent. It gives you insight into how your company supports new hires and invests in their growth.
Look for answers that show:
- A structured onboarding process
- Clear training programs
- Ongoing mentorship or buddy systems
- Regular feedback and check-ins
If a candidate is asking this, it shows they're thinking long-term and care about setting themselves up for success. From a company perspective, having a strong answer to this showcases your commitment to employee development—a big draw for top talent.
Best practice: Be ready to explain how your team brings new grads up to speed and supports their early career success. This helps you attract motivated and forward-thinking candidates.
Are there opportunities to progress in my career?
Asking about career progression is a smart move, especially toward the end of an interview. It shows the candidate is thinking long-term and wants to grow with your company.
This question helps you understand how ambitious they are, and if their career goals align with what your company can offer. A candidate who asks this is likely looking for stability and development, not just a short-term role.
Best practice: Pay attention to how they frame the question. Are they focused on learning, leadership roles, or contributing to bigger projects? This can tell you a lot about their motivation.
Tip: Share some real examples of career growth within your company. It builds trust and sets realistic expectations on how advancement works internally.
"The job description mentioned (insert task or capability). I was just wondering what would that involve?"
This is a great question for candidates to ask at the end of an interview. It shows they’ve carefully read the job description and are genuinely curious about the role. It also gives the hiring manager a chance to break down expectations and clarify duties that might not have been fully explained earlier.
Why it's effective:
- Shows interest and engagement
- Opens the door for deeper discussion around day-to-day tasks
- Helps evaluate whether the applicant is proactive and detail-oriented
Best practice: Look for candidates who follow up this question with examples of how they’ve handled similar responsibilities in the past. This tells you they’re already thinking about how to apply their experience to your role.
How would you describe the organisation's culture?
This is a strong wrap-up question to ask at the end of an interview. It tells you a lot about how well the candidate has understood your company and whether they're a good cultural fit.
What to listen for:
- Clarity and alignment. Are they describing values and work styles that match your company?
- Engagement and research. Did they take the time to learn about your culture beforehand?
- Honesty and self-awareness. If they describe a culture that doesn’t sound like yours, that’s a red flag.
Best practice: Compare their answer with how your current team would describe your culture. If there's a disconnect, you should dig deeper in a follow-up or consider cultural mismatch.
This question is also a helpful way to gauge enthusiasm. If they’re excited when talking about the culture, it usually means they’re genuinely interested in being part of the team.
What specific projects is the company working on?
Asking this question during a screening interview is a great way to see if the candidate has done their homework. It shows they're genuinely interested in the company and not just the job title.
From a hiring perspective, it's also a chance to see how well their skills match current company goals. If the candidate can reference specific projects or initiatives, that's a strong sign they've taken time to understand how they might contribute.
Best practice tip: Look for candidates who connect the company’s projects to their own experience. For example, "I read that you’re developing a new machine learning feature—at my last job, I led a similar project to improve predictive analytics." That's the kind of alignment that tells you this person isn't just a good fit, they're ready to add value fast.
Use this question to confirm:
- Their knowledge about your business
- Their ability to align with team goals
- Their motivation for applying
Tell me about yourself.
This is usually the first question in any interview, and it's a great way to see how candidates present themselves and what they choose to highlight. A strong answer shows confidence, clear communication skills, and insight into what the candidate values in their work.
In this response, the candidate gives a clear summary of their current role, emphasizes key skills (creative, organized, analytical), and shows genuine enthusiasm for their work. What makes it effective is how they connect their background to the role they’re applying for—expressing interest in working with a single brand and building something long-term.
What to look for in a great answer:
- A brief yet focused career overview
- Highlights of relevant skills and achievements
- A clear connection to the job or company
- Natural, confident storytelling
Best practice: Encourage candidates to keep it professional but personal. You're looking for passion and alignment—not just a resume summary.
Give an example of a time that you improved or optimized a process that was outdated.
This is a great question to ask during interviews to uncover a candidate's problem-solving skills and initiative. You want to hear how they notice inefficiencies and take steps to improve systems — ideally with measurable results or team feedback.
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Comment Analysis:
“At my current job, we were using Slack to communicate about upcoming and ongoing projects. Although it's a great platform for conversation, it wasn't the best option for project planning; messages would get buried, misplaced, or wouldn't be seen by everyone involved. I researched project management platforms and presented the idea of using Notion — it was flexible enough to work for the different types of projects various teams worked on but created one resource that anyone could easily reference. Once we got past the learning curve, everyone agreed that project planning felt so much more efficient and organized.”
Why this is a strong answer:
- Identifies a clear issue: Shows awareness of a real problem (Slack not ideal for project planning).
- Takes proactive action: Researched alternative tools without being told.
- Cross-functional thinking: Considered multiple team needs when choosing the solution.
- Drives adoption: Helped implement and train the team on a new platform.
- Results-focused: Mentions improved efficiency as a result — a key metric for hiring managers.
What hiring managers should listen for:
- Does the candidate spot outdated or slow processes?
- How do they approach finding a solution? (Research, collaboration?)
- Are they comfortable leading change?
- Do they follow through and measure success?
Best practice: Look for candidates who not only make suggestions but also have the follow-through to successfully implement better solutions. The best responses show both technical problem-solving and soft skills like communication and team leadership.
What do you think are the three most important criteria for hiring someone for this position?
This question helps employers understand how a candidate thinks about success in the role and what values or skills they prioritize. For roles like an administrative assistant, the best candidates will focus on qualities that match key job functions — organization, independence, and communication skills.
What to look for in strong answers:
- A clear connection between the candidate’s response and the job responsibilities.
- Thoughtful reasoning behind each chosen criterion.
- Real-world examples or tools that support their points.
In this example, the candidate highlights:
- Organization: They mention the use of productivity and calendar apps, showing a tech-savvy and proactive approach — a best practice for admin roles.
- Ability to work independently: This shows they can stay productive without constant supervision. It’s a valuable soft skill.
- Communication: They understand that being clear and persistent is key when managing multiple stakeholders and tasks.
These are strong signs of someone who knows the demands of the role and is prepared to meet them. Look for specificity in how they’ve used these skills in past roles to really assess fit.
How would your past coworkers describe your interactions with them? Why would they describe them this way?
This question helps hiring managers understand a candidate’s self-awareness, team collaboration skills, and how they contribute to workplace culture. It also gives insight into how the candidate perceives and manages professional relationships.
Best practice is to look for responses that show the candidate values teamwork, contributes positively to team dynamics, and demonstrates emotional intelligence.
What to listen for:
- Descriptions like helpful, supportive, collaborative, or approachable
- Specific examples of how they assisted coworkers or worked together to solve issues
- Self-awareness about their communication and work style
Sample strong response: "The coworkers at my current company would describe my interactions with them as helpful and friendly. I'm a problem-solver by nature; I really enjoy the challenge of identifying an issue and brainstorming a solution. So, if someone was working on a project or had a difficult client, they'd often come to me for advice and I was always happy to throw out some ideas or ask questions that would help them land on a solution."
Why this works: This answer demonstrates not only a positive presence in the team but also initiative in problem-solving and a collaborative mindset. It’s specific, it shows impact, and it reflects well on the individual's interpersonal and workplace approach.
Red flags to watch out for:
- Vague answers without clear examples
- Overly critical comments about coworkers
- Lack of awareness of how they are perceived by others
Encourage candidates to back up their response with a real example. That’s always a good practice for keeping answers genuine and easy to evaluate.
Please give an example of a project that you owned and what the process was like from start to finish.
This is a strong behavioral interview question that helps you understand how a candidate takes initiative, manages workflows, and collaborates across teams. You're looking for a clear narrative that shows ownership, planning, execution, and measurable results.
Best practice: Encourage candidates to follow the STAR method (Situation, Task, Action, Result) to give structured and complete answers.
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What we like about this answer:
- It highlights ownership over a key business-related task: revising a landing page.
- Shows clear objectives – streamlining content and improving design/functionality.
- The candidate collaborated across multiple departments – a sign of strong communication and teamwork skills.
- They applied data-driven decision making through A/B testing.
- The results are quantifiable – a 25% increase in sign-ups, which proves impact.
What to probe further:
- How were the rough drafts created? What data or input was used?
- What challenges came up while working with other teams?
- What tools were used to conduct A/B testing, and how were decisions made?
This is a great answer that shows project ownership from planning to execution and results. For similar roles, always prompt for specifics on collaboration, decision-making, and outcomes.
What kind of people do you have trouble interacting with? How do you deal with them?
This is a powerful behavioral interview question that gives insight into a candidate’s emotional intelligence and interpersonal skills. It helps reveal how self-aware they are, how they manage conflict, and how they adapt to different personalities in the workplace.
Strong answer traits to listen for:
- Awareness of their own triggers
- Ability to stay professional under pressure
- A strategy to maintain collaboration without escalating conflict
Why this matters: In any work environment, there will be personalities that don’t immediately click. Understanding how a candidate navigates those situations shows whether they can maintain a productive work environment.
Comment on the example answer: This is a solid response. The candidate:
- Shows high self-awareness by recognizing their challenge with "adversarial" personalities.
- Demonstrates accountability by not blaming others or sounding defensive.
- Uses a best practice approach by staying patient, listening, and not letting tone override the message.
Highlighting their customer support background adds credibility, showing they've managed challenging interactions professionally. This suggests a resilient and adaptable candidate—exactly what you want on a team.
What do you do when a decision is being made that you disagree with?
This is a strong behavioral question to uncover how a candidate handles conflict, communication, and disagreement in the workplace. You're not just listening for whether they follow the rules—you want insight into their emotional intelligence, ability to express opinions respectfully, and teamwork.
A good candidate will usually:
- Explain how they seek to understand other perspectives
- Stay calm and professional when sharing disagreements
- Offer alternative suggestions without creating unnecessary conflict
- Know when to accept the group decision and move forward
Best practice approach: Look for responses that show they don’t react emotionally. Instead, they try to understand why the decision is being made and then communicate their perspective clearly and thoughtfully—just like in the comment above. Ideally, they show a willingness to suggest solutions that meet everyone’s needs and move on once the decision is final.
This shows maturity, collaboration, and problem-solving ability—all great signs of someone who will work well on your team.
How would you describe yourself in 5 words?
This question might seem simple, but it offers great insight into a candidate's self-awareness, confidence, and communication style. It's a quick way to understand how they see themselves and where their strengths lie.
Best practice tip: Look for answers that align with the role you're hiring for. For example, in a sales role, words like driven, outgoing, resilient, adaptable, and confident might be a strong fit.
In the example response, the candidate chose: honest, independent, curious, responsible, and competitive—all excellent traits for a sales professional. These qualities suggest someone who takes ownership, values learning, and thrives in a performance-driven environment.
Use this question early in the screening to spot culturally-aligned and self-driven individuals. It can also help spark a deeper conversation about their work style and how they'd handle challenges.
Do they have five years of professional experience?
This is a quick and effective screening question that helps you check if a candidate meets the basic job requirement right away. For roles that clearly list “5+ years of experience”, this question acts as a deal-breaker. It helps you filter out unqualified candidates early and focus on the ones who meet the minimum criteria.
Best practice: Always ask candidates to specify not just how many years they've worked, but also in what contexts. For example, five years of experience in a fast-paced startup is different from five years in a large, structured enterprise.
Look for candidates who:
- Clearly state the number of years
- Can list relevant roles and dates
- Provide brief details of responsibilities in each role
Steer clear of vague answers like “I've been in the industry for a while.” Clarify with follow-up questions if needed. Verifying experience helps ensure you're only moving forward with those who truly qualify.
Do they have a master's degree?
This is a screening question to match resumes with clearly listed job requirements.
Asking if a candidate holds a master's degree helps you filter applicants quickly when the role specifically calls for advanced education. For example, certain positions in data science, healthcare, or executive management may require a master’s as a baseline qualification.
Best practice:
- Be clear in your job description that a master's degree is required or preferred, so only qualified applicants apply.
- Use this question early in the screening process to save time.
Tip: If a candidate doesn’t have the degree but has many years of relevant experience, consider if they could still be a strong fit. Some roles allow practical experience to outweigh academic credentials. Make sure to combine this question with others that assess on-the-job skills.
Do they have a specific credential or course needed for the role?
Asking about a specific credential or course is key when the role demands it. For roles in healthcare, IT, education, or finance, certifications aren't just nice to have—they're essential. For example, if you're hiring a nurse, ask directly about their RN license. If it's a software developer, check for certifications like AWS or CompTIA.
Why it matters: This is a fast and reliable way to filter candidates who meet non-negotiable qualifications. It also helps in keeping your pipeline filled with candidates who can legally or safely perform the job.
Best practice tip: When posting the job, clearly list required credentials right up front. Then match candidate responses directly to those terms. This makes screening fast and aligned with compliance or industry standards.
What to listen for:
- Name of the certification or course
- If it's current or expired
- Where and when it was obtained
By asking this screening question, you’ll eliminate mismatches early and put your focus on candidates who meet the technical baseline for the role.
Is their experience from the right industry, and how long have they stayed at each job?
Asking candidates if their experience comes from the right industry helps you quickly filter out resumes that won’t be a good match. This question gives you insight into how well they’ll fit into your company’s environment and if they understand the industry-specific challenges and language.
Also, check how long they stayed at each job. Frequent job changes could be a red flag, while longer tenures may show commitment and dependability. But remember, job-hopping isn’t always bad—sometimes it signals growth or contract-based work.
What to look for:
- Industry-specific experience or transferable skills
- Consistent employment timeline
- Clear reasons for job changes
Best practice: Ask follow-up questions to understand the context behind short stays or career changes. Look for patterns—commitment, growth, or performance issues can often be seen in their timeline.
What did you earn at your previous job?
Asking a candidate what they previously earned gives you a realistic baseline to compare their expectations with your budget. It helps you understand if there's likely to be a gap or friction when you make your offer.
This question isn’t about what they want to earn—it’s about what they actually did earn. That's a key difference.
Why it matters:
- It puts their current salary expectations into context.
- It reveals potential red flags if there’s a big jump without clear justification.
- It helps filter out candidates who might not be a long-term fit when pay is misaligned.
Best practice: Phrase the question neutrally, such as: "What was your base salary and any bonuses in your most recent role?"
Avoid asking what they’re “hoping to earn” right away. Research shows candidates who say they’re “OK being paid less” often feel undervalued quickly, leading to dissatisfaction later on. Focus on facts to keep things grounded.
Have you worked outside before?
This question helps determine if a candidate has prior experience working in outdoor environments. It's especially useful when hiring for roles like landscapers, field technicians, construction workers, or any job that involves being outside for long hours.
As a best practice, listen for answers that show the candidate understands the challenges of working outdoors—like weather conditions, physical labor, or variable hours. Bonus points if they can give examples of how they’ve handled those challenges in past roles.
What to look for:
- Specific past experiences working outdoors
- Comfort with different weather conditions
- Adaptability and physical stamina
- Understanding of safety practices outside
Tip: If outdoor work is a big part of the role, don’t just ask this. Follow up with questions like, “How do you stay productive during extreme weather?” or “Tell me about a project you successfully completed outside.”
Have you worked in several climates or types of weather?
Asking about experience in different climates is a great way to see if the candidate can adapt to varying working conditions. This question is especially important for outdoor or field-related roles such as construction, landscaping, delivery, or utility services.
Candidates who’ve only worked in sunny, warm environments may struggle in extreme cold, rainy, or unpredictable weather. If your role demands flexibility under different weather conditions, this question helps you assess practical experience beyond just job skills.
Best practice: Look for answers that include specific examples—like working through snowy winters, humid summers, or windy, coastal environments. Adaptability is key. This follow-up question helped the client weed out candidates who had only worked in sunny, warm weather and revealed those who could truly handle the demands of the job, rain or shine.
What do you know about our company, and why do you want to work here?
This question is great for quickly spotting truly interested candidates. It tells you if the person took time to research your company or if they just applied blindly.
What to look for in a strong answer:
- The candidate shows basic understanding of what your company does.
- They mention your mission, values, or recent achievements.
- They connect their skills or goals with your company’s direction.
Best practice approach: Strong candidates will tailor their response, showing not just what they know about the company, but also why that aligns with their career path. Watch out for shallow answers like “I just need a job” — that’s a red flag.
Use this question early to filter out those who aren’t truly committed. Candidates who do their homework are more likely to be engaged, stay longer, and contribute more value.
What skills and strengths can you bring to this position?
Asking “What skills and strengths can you bring to this position?” helps you understand if a candidate truly knows what the job requires—and whether they’ve thought about how they fit into your company.
Best practice tip: Listen closely to see if their answer connects directly to your job description. Are they talking about relevant skills that your team actually needs? Or are they listing general qualities that could apply to any job?
Look for candidates who:
- Mention specific skills aligned with your role
- Give examples of past situations where they used those strengths
- Talk about how they can apply those strengths to help your team now
This question reveals if someone just wants any job—or truly wants this one.
💡 Remaining 137 questions...
The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.
Download E-Book here 👉
Real-World Success Stories: Companies Finding the Best Interview Questions to Ask
Several industry professionals have discovered that the best interview questions to ask can make or break a hiring decision. Let's look at some compelling case studies that show how different approaches work in practice.
Google revolutionized their interview process when Larry Page grew tired of predictable questions. He started asking candidates to "tell him something he didn't already know," which led to more engaging conversations. Interestingly, Google's data revealed that their famous brain teaser questions had zero predictive ability for actual job performance, prompting them to completely overhaul their approach.
SOHO China's CEO Zhang Xin takes a different route with one of her favorite questions: "What's your biggest dream?" This simple yet powerful question helps her understand candidates' ambitions and long-term vision, proving that sometimes the best interview questions to ask are surprisingly personal.
PatKendall, an Executive Analyst at Worrells, focuses on development opportunities, while industry professionals like kn002 recommend diving deep into management leadership styles and team dynamics. These targeted approaches have helped companies like Worrells identify candidates who truly fit their organizational culture.
Human resources consultant Michael Mercer worked with a client who discovered something unexpected: employees with post-secondary education actually performed poorly in certain positions. This led them to customize their screening process, showing how the best interview questions to ask vary dramatically by role and company needs.
WeirdFish's experience demonstrates the power of role-specific questions. By asking "what's a day-in-the-life-of this role look like?" they realized a position wasn't what they expected and avoided a bad career move. Similarly, ghijkmnop discovered through direct questioning that an IT Manager role involved "almost no actual IT work" - saving both parties time and disappointment.
Why Video Screening Software is Transforming Modern Recruitment
The recruitment landscape is rapidly evolving, and video screening software is becoming the go-to solution for forward-thinking companies. Here's why this technology is gaining massive adoption across the recruitment community:
Time Efficiency: Traditional phone screens and in-person interviews consume enormous resources. Video screening allows recruiters to evaluate multiple candidates simultaneously while asking the best interview questions to ask in a structured format.
Better Candidate Experience: Modern job seekers expect digital-first experiences. Video screening meets them where they are, providing flexibility while still allowing for meaningful assessment of communication skills and cultural fit.
Consistency and Fairness: When every candidate answers the same core questions, bias decreases and comparison becomes more objective. This systematic approach ensures you're always asking the best interview questions to ask for each specific role.
Geographic Flexibility: Companies can now access talent pools beyond their immediate location, expanding their reach while maintaining thorough screening processes.
Ready to revolutionize your hiring process? Discover how video screening can help you ask better questions and make smarter hiring decisions.