Why Good Interview Questions Make or Break Your Hiring Success
Let's be honest – most jobs are secured or lost in the interview stage. As one recruiting expert put it, "I never saw a resume -- and only a resume -- get a job." The right good interview questions can be the difference between hiring your next star employee or watching them slip away to a competitor. When companies spend significant budgets every year on employer branding, advertising, and candidate attraction, it only makes sense to maximize that investment with interview questions that actually reveal who your candidates really are.
The stakes have never been higher for getting this right. Human Resource departments have more riding on finding great hires than ever before. With 55% of candidates having lied on their resumes at least once, relying solely on what's written on paper is a recipe for disaster. The interview becomes your detective work – where carefully crafted questions separate the genuine talent from those who simply look good on paper.
Here's what makes this even more critical: 73% of candidates believe salary is the most important factor when considering a job offer, but 77% of job seekers are ready to learn new skills and develop existing ones. This means your good interview questions need to dig deeper than surface-level qualifications. You're looking for adaptability, growth potential, and cultural fit – qualities that only emerge through strategic questioning.
Lou Adler, one of the world's foremost recruiting thinkers, considered one particular question about a candidate's most significant career accomplishment to be the most important and useful of all interview questions, believing it's the best indicator of whether you should hire someone. Digital Care used skills testing alongside strategic questioning to screen candidates, making their hiring process more efficient, accurate, and objective. The pattern is clear: companies that master the art of asking the right questions consistently outperform those that wing it.
Now that we understand why good interview questions are absolutely essential for effective candidate screening, let's dive into the comprehensive collection. We're about to explore 230 best practice questions that will transform how you evaluate candidates in 2025, covering everything from culture fit and behavioral assessment to company knowledge and problem-solving abilities.
Because you're reading this article, you might be interested in the following article as well: Asynchronous Video Interview: Main Characteristics.
🏆 The list of TOP 230 good interview questions in 2025
How did you hear about the role?
Asking “How did you hear about the role?” gives you insight into which recruitment channels are actually driving results. It's simple but powerful.
This question helps you:
- Track which job boards or platforms are working
- See if your employer brand is strong enough to get referrals
- Learn where top candidates are finding your jobs
- Make better decisions on where to post future roles
Best practice: Track answers consistently. If most of your best candidates come through LinkedIn or personal referrals, you may want to focus more budget and time on those sources. If no one mentions your company career page, it may be time to improve it.
Don’t overlook this question—it’s key for shaping a smart, cost-effective hiring strategy.
What do you know about the company?
Asking this question helps you see right away if a candidate has taken the time to research and understand your company. Strong candidates will mention your products, services, values, recent news, or even your leadership. This shows initiative and genuine interest.
Look for responses that reflect:
- An understanding of your mission or goals
- Specifics from your website or recent news
- Awareness of your industry position or competitors
Best practice tip: Candidates who’ve done their homework are more likely to be serious about the role. If their answer is vague or generic, it could indicate a lack of motivation or preparation. If they’ve clearly prepped, you can move forward with confidence.
Why did you apply?
This is a common question, but it reveals a lot.
You're not just listening for “I need a job” or “I need to pay the bills” — that’s a given. What you really want to find out is why your job, your company, your team.
Look for answers that show:
- They’ve done their homework
- They know what your company does
- They’re excited by your mission, product, or type of work
- They can see themselves growing with you
Best practice: Strong candidates usually mention specific reasons like your tech stack, mission, recent growth milestones, or even team dynamics they admire from reading your company blog or LinkedIn.
If someone says something vague like “it seemed interesting,” that might be a red flag. A more engaged reply would be something like: “I saw your product launch and thought how I'd love to work on something with that sort of reach.”
Use this question to spot both motivation and cultural fit.
What are your key professional strengths?
Asking this question early in the screening process helps you see how well candidates understand their own value—and how they communicate it.
What to look for in answers:
- One or two clear strengths (not laundry lists)
- Real-life examples that support their claims
- Evidence of impact on teams, projects, or business outcomes
Best practice: Look for candidates who can quickly pinpoint their strengths and then tie them back to a practical result. For example, "One of my key strengths is stakeholder communication. In my last role, I improved reporting with weekly updates that reduced confusion and sped up decision-making by 20%."
Avoid vague answers like "I'm a hard worker" or "I'm good at everything." These don’t give meaningful insight. A strong response is specific, confident, and backed by proof.
Why should we hire you?
This question helps you understand a candidate's confidence, self-awareness, and how well they align with your role and company culture. It's also a good way to see if they've done their research.
Look for answers that touch on these three key points:
- Skills and experience: Can they do the job?
- Results: Have they delivered impact in the past?
- Cultural and team fit: Will they mesh with your team and values?
Tip: Strong candidates usually tailor their answer to your job description, focusing on how their background matches your needs. You want someone who doesn’t just say they’re a “hard worker,” but instead gives specific examples of how they've solved problems or gone above and beyond.
Avoid generic answers. If their response sounds like it could apply to any job at any company, that’s a red flag. You want someone who not only knows their strengths but also understands what specifically makes them a good fit for your team.
Best practice: Listen for a balance of confidence and humility. The best candidates will show enthusiasm, highlight relevant strengths, and make it clear they're not just applying anywhere—they're applying here.
Do you have any questions for us?
Asking this at the end of the interview gives candidates a chance to show curiosity, preparation, and real interest in the role. A strong candidate usually asks meaningful questions about the team, culture, expectations, or future of the company.
Comment:
You should expect every candidate to have some questions; if they don't, it's definitely a red flag. This shows research done about your company and gives candidates chance to assess you as well.
Best Practice: Look for thoughtful questions that reflect a deeper understanding of your business. It's a good sign when candidates ask about growth opportunities, team dynamics, or expectations in the first six months. It shows they're already thinking ahead and seriously considering how they’d fit into your team.
Watch out for: Generic or no questions at all. It could mean the candidate hasn’t done enough homework or isn't truly engaged.
What's your definition of hard work?
This question helps you understand how a candidate views effort, productivity, and responsibility. Everyone has a different take on what "hard work" means, so the key is to match their mindset with your team's culture and pace.
Some candidates may describe hard work as putting in long hours. Others might focus on efficiency, tackling tough challenges, or going above and beyond their role. There's no one right answer—but the best responses are aligned with the performance level you expect.
Best practice: Listen for candidates who balance consistency, self-motivation, and results. Ask follow-up questions if their answer feels too vague or overly rehearsed.
Red flag: Be cautious of those who define hard work only by hours spent and not by outcomes. Also, some people might be used to low-demand environments—these can be hidden high performers when given the right challenge. Look out for those hungry to scale up and do more.
A strong answer could sound like:
- “Hard work means doing what it takes to get the job done well, even if that means learning new skills or adjusting priorities.”
- “It’s not just about long hours—it’s about focus, consistency, and owning the result.”
Why are you leaving your current job?
This is a classic screening question that reveals a lot about a candidate's mindset, motivation, and professionalism. A good answer should be honest but tactful, focusing more on what they’re seeking rather than what they’re escaping.
Watch out for red flags like these:
- Playing the victim — If the candidate blames their manager, team, or company culture repeatedly, it could signal they don’t take accountability.
- Saying there’s “nothing left to learn” — That’s often a warning sign. There’s almost always something new to pick up, and a learning mindset is key in today’s workplace.
- Complaints without solutions — If they talk about problems but never mention what they did to improve things, it could suggest passivity or negativity.
Best practice answer traits:
- Focuses on growth, learning, or aligning with career goals
- Speaks respectfully about their current or previous employer
- Shows readiness for a new challenge or better cultural fit
This question opens the door for a deeper conversation about expectations and direction. Strong candidates usually show self-awareness and a forward-thinking attitude. Keep it conversational while listening between the lines.
In five minutes, could you explain something to me that is complicated but you know well?
This question helps you understand how well a candidate can simplify complex information. It’s one of the best ways to assess intelligence, communication skills, and passion for a subject.
A strong candidate will:
- Pick a topic they’re genuinely knowledgeable and excited about
- Break it down clearly in plain language
- Use analogies or simple examples to make it relatable
- Keep it focused and engaging without going off-track
Best practice: Look for candidates who show both depth of knowledge and the ability to explain — that’s a sign they truly understand the subject. If they struggle to make something simple, they might not fully grasp it themselves. This is especially important in roles that require explaining complex ideas to others, like training, sales, or leadership.
Tell me about a time you messed up
This question digs into a candidate's self-awareness, accountability, and ability to learn from mistakes. It’s a key behavioral interview question that helps reveal emotional intelligence and professional maturity.
What to look for in a strong answer:
- The candidate gives a clear example with context (what happened, their role, and the outcome)
- They take full ownership of the mistake without placing blame on others
- They explain what they learned and how they used that lesson to improve future behavior or performance
- There's a balance of honesty and professionalism—no oversharing or dramatic failures
Red flags to watch out for:
- Vague or evasive answers
- Blaming others or minimizing their role in the problem
- Not showing any takeaways or improvement from the experience
Best practice: Encourage candidates to follow the STAR method (Situation, Task, Action, Result). It keeps their answer structured and helps you assess their thinking more clearly. Look for growth mindset and a willingness to self-correct.
If you woke up and had 2,000 unread emails and could only answer 300 of them, how would you choose which ones to answer?
This question isn't really about email management – it's a smart way to assess how someone handles prioritization, decision-making under pressure, and task management.
A strong candidate will walk you through a clear process:
- Filtering emails by importance (from key stakeholders, subject lines, or flagged messages)
- Assessing urgency vs. long-term impact
- Using tools or systems (like folders, tags, or auto-sorting) to quickly narrow down the top 300
Watch for signs that they understand what matters most in their role and can separate urgent from important. Candidates who freeze or give vague answers may struggle with self-management when things get busy.
Best practice: Look for people who show a structured, rational approach—not just those who say “I’d ask my manager” or “start from the top.” Their answer shows how they think, not just how they act.
Who is the smartest person you know? Why?
This question helps uncover what a candidate truly values in others. It’s less about the person they choose, and more about why they chose them.
Look for answers that highlight specific traits like:
- Critical thinking
- Problem-solving
- Emotional intelligence
- Integrity
- Curiosity
If a candidate talks about someone who challenges the status quo, learns continuously, or solves problems creatively, it may show they're inspired by those same qualities—and likely bring them to work too.
Best practice tip: Candidates who explain their reasoning well show strong self-awareness. That’s a soft skill worth screening for. Bonus points if the nominee is someone the candidate has worked with directly—it shows they observe and recognize strengths in others.
What's the biggest decision you've made over the past year? Why was it such a big deal?
This question helps you understand how candidates approach important choices in their lives—both personally and professionally. A strong response should include the context of the decision, the options they weighed, and the thought process behind what they chose. It's less about the decision itself, and more about how they made it.
Best practice: Look for responses that show the candidate evaluated options, sought input where needed, and planned before acting. This gives insight into their maturity, problem-solving habits, and whether they make impulsive or well-thought-out decisions.
Red flags:
- Vague or superficial answers
- Decisions made with little thought or rationale
- Inability to explain the impact of their decision
A well-rounded candidate will not only describe the decision but will also reflect on what they learned from it.
What made you excited to get up and come to work at your last job?
This question helps uncover what truly motivates a candidate. It gives insight into their engagement level, work values, and what kind of work culture or tasks energize them.
What to look for:
- Passion about the role or company mission
- Interest in daily tasks or team collaboration
- Motivation from learning, growth, or challenges
- A clear understanding of what drives their performance
If a candidate struggles to answer or shows indifference, take note. It could signal a lack of engagement or simply a bad cultural fit at their previous job. Either way, dig deeper. Ask follow-up questions to find out what would keep them motivated at your company.
Best practice: Align their excitement triggers with what your company or role offers. If there’s a mismatch, they might not stay engaged long-term.
What's your management style?
This is a great question to understand how a candidate leads, supports, and communicates with their team. You're looking for a clear, thoughtful answer that reflects both their values and their actions as a manager.
Best practice: Ask for specific examples. For instance, “Can you share a time when your management style worked really well?” and “Can you share a time when it didn’t, and what you learned from it?”
Look for signs of:
- Empathy
- Clear communication
- Consistency
- Adaptability
Strong candidates often mention holding regular one-on-ones, encouraging open communication, and being open to feedback. A good manager should also acknowledge past mistakes and show how they’ve adapted because of them.
These stories show not just leadership style but emotional intelligence—a key trait in good managers.
Is there anything about this interview process that you would change?
Asking this question gives you a peek into how the candidate thinks on their feet. It reveals their attention to detail, communication style, and whether they can give constructive feedback in a professional way.
This is especially valuable when you're hiring for management or leadership roles. Their answer can reflect how they approach process improvement or make business decisions. For example, are they diplomatic in their feedback? Do they focus on efficiency? Do they show empathy for others in the process?
Best practice: Look for candidates who give honest but thoughtful responses. A vague reply might mean they aren’t fully engaged. But a well-rounded answer—one that suggests improvement while acknowledging what worked—shows great balance.
Use this question to gauge:
- Critical thinking
- Problem-solving mindset
- Communication skills
- How they might give or receive feedback in the workplace
Not every candidate will expect this question, which makes it a great way to assess real-world thinking and adaptability.
What's your favorite non-professional activity?
Asking about a candidate’s favorite non-professional activity is a great way to humanize the interview process. It gives you insight into their personality, interests, and what they enjoy doing outside of work. This question can help build rapport and uncover traits like creativity, discipline, or social skills that don’t always show up in a resume.
Why it works:
- Helps assess cultural fit and shared values with your team.
- Encourages candidates to relax and open up.
- Gives a sense of their work-life balance and interests that may influence team dynamics.
Best practice: Listen for enthusiasm and some depth in their answer. If they talk about a hobby with passion and commitment, that often translates into how they approach work too. Stay curious, but keep it professional—don’t dive too deep into their personal life.
Talk me through a bad professional relationship you've had. Why didn't it work?
This question helps reveal how candidates handle conflict, feedback, and collaboration—key traits in any high-performing team. You're not just looking for the story, but how they tell it.
Best practices when evaluating answers:
- Look for self-awareness and accountability.
- Strong answers often include what they learned or how they tried to fix the situation.
- Ideal candidates demonstrate maturity and emotional intelligence.
Watch out for:
- Candidates who blame others entirely or play the victim.
- Those who focus on external reasons like being overlooked for promotion or not being recognized.
- Vague answers without clear examples or learning outcomes.
Pro tip: The goal isn’t to find someone who’s never had conflict—it's to find someone who navigates it professionally. A thoughtful, honest response shows they’ve grown from the experience.
What would your former colleagues say about you if you weren't in the room?
This question helps reveal how a candidate views their own reputation and how self-aware they are. You're not just asking for strengths — you're also listening for balance and humility.
What to listen for:
- Authenticity — Do they sound real, or are they just listing buzzwords?
- Balance — Do they mix positive traits with areas of growth?
- Team alignment — Do their qualities show they’d get along with your existing culture?
Best practice approach: Look for answers like, "My colleagues would probably say I’m very driven and always ready to help, but sometimes I get caught up in making sure everything is just right, and that can slow things down."
That type of answer shows self-awareness, a willingness to improve, and a collaborative mindset — exactly what you want in a team player.
What would your first 30, 60, or 90 days look like in this role?
This is a classic and effective screening question that reveals how much research a candidate has done about the role and your company. It also helps you gauge their ability to plan, prioritize, and deliver results over time.
Look for answers that show a clear structure, like breaking down their first 90 days into three stages:
- First 30 Days: Learning phase. This should include onboarding, understanding company processes, shadowing existing team members, and meeting key stakeholders. The best candidates will focus on gaining deep knowledge of your systems, team dynamics, and expectations.
- 30 to 60 Days: Contributing phase. Here, candidates should talk about taking ownership of smaller projects, suggesting improvements, and actively participating in team goals. It's a good sign if they mention applying what they’ve learned and starting to add measurable value.
- 60 to 90 Days: Impact phase. This is where they should be aiming to lead, optimize, or implement at least one key initiative. Strong candidates will reference specific goals, tools, or metrics they plan to use—showing they’re forward-thinking and results-oriented.
Best practice tip: Encourage candidates to tie their 30-60-90 day plan back to your job description or team priorities. This shows alignment and initiative. When a candidate outlines a clear, realistic plan, it demonstrates strategic thinking and a proactive mindset.
Pitch [This Company] to me as if I were buying your product or service.
This question is a powerful way to see how well candidates understand your company and how effectively they can communicate value. You're testing their research skills, clarity of thought, and persuasive communication.
What to look for:
- Did they study your website or mission?
- Are they able to explain your product/service in a clear, engaging way?
- Do they tailor their pitch to customer pain points?
- How confident and passionate are they when talking about the brand?
Best practice tip: Strong candidates will go beyond just repeating what’s on the homepage. They’ll connect the dots between the company’s offerings and what customers actually care about. Look for storytelling ability, insight into your target market, and real enthusiasm.
This question doesn’t just assess sales or marketing candidates—anyone who joins your team should be able to articulate your value.
What single project or task would you consider your most significant career accomplishment to date? Walk me through the plan, how you managed it, how you measured success, and what the biggest mistakes you made were.
This question helps you dive deep into how a candidate thinks, plans, and leads. You're not just hearing about a success — you're learning how they got there, what went right, and just as importantly, what went wrong.
Listen for:
- Clear project goals and a structured plan
- Evidence of leadership or collaboration
- Metrics or KPIs they used to track progress and success
- Honest reflection on mistakes or challenges they faced
The best candidates will walk you through their process in a logical way. You'll hear about their strategy, how they adapted to change, and whether they took ownership of both wins and errors.
This is a chance to spot:
- Problem-solvers who think ahead
- Self-starters with real accountability
- People who know how to learn and grow from past experiences
Best practice: Ask thoughtful follow-up questions. For example, “How would you approach it differently now?” or “What did you learn that you’ve applied since?” These give you even more insight into their growth mindset and continuous improvement habits.
Comment:
Top candidates will give behind-the-scenes tour of their proudest accomplishment, showing insights into planning, project management, goal-setting, and ownership of weak points.
How do you set goals? Outline the process.
This question helps you understand how candidates think, plan, and follow through. It’s a great way to assess their organizational skills, initiative, and accountability.
Comment:
Best candidates articulate their exact goal-setting process, including:
- How they choose relevant and meaningful goals
- How they break larger goals into smaller, manageable tasks
- How they prioritize and create timelines
- What tools or methods they use to track progress
- How they measure success and adjust when needed
Look for clarity, structure, and consistency. A well-thought-out answer often points to a candidate who’s proactive, driven, and methodical. Best practice? Compare their goal-setting approach with the demands of the role to see if it aligns.
Where do you see yourself in 5 years?
This classic interview question helps you understand a candidate’s long-term goals and whether they align with your company’s growth path.
A good answer shows:
- Initiative and ambition
- Clear focus on career direction
- Interest in developing within your company
Look for realistic and thoughtful responses. Someone saying, "I want to be in a leadership role or managing a team here," shows commitment and vision. Vague answers like "I don't really think about it," may signal a lack of planning or enthusiasm.
Best practice: Ask follow-up questions like “How do you plan to get there?” to dig deeper into their motivation and strategic thinking.
This question helps differentiate those who have seriously considered their career progression from those just “seeing where things go.” It’s a great way to spot candidates who envision a future in your organization.
If I gave you £50,000 to start your own business, what would you do?
This question helps you understand a candidate's problem-solving, entrepreneurial mindset, and financial planning skills. It gives insight into how they think about investment, risk, and managing resources wisely.
Look for candidates who:
- Break down where the money would go (marketing, product development, hiring, tools, etc.)
- Choose a realistic business idea – showing understanding of the market and their experience
- Demonstrate ROI thinking – how that investment turns into growth or profit
- Show an understanding of what’s most important in the first stage of a business
Avoid candidates who:
- Give vague or overly ambitious ideas with no breakdown of cost
- Don’t consider practical aspects – such as how to attract customers or manage operations
- Focus too much on the fun parts (like branding) without discussing the core product or service
If you are looking for more fun questions check out our other blog post about funny interview questions: Fun Interview Questions
Best practice: Look for responses that balance creativity with business sense. A strong answer shows prioritization, especially in hiring, customer needs, and early traction strategies.
Tell me about yourself
This is one of the most common and important opening questions in any interview. It's your chance to understand how a candidate presents themselves and what they prioritize when given an open-ended question. You're not just listening to their background; you're looking for how confident, clear, and relevant their communication is.
In the example answer:
- The candidate shows passion and motivation for working in the travel industry, which is important for roles related to tourism.
- They clearly link their education and work experience back to the role they're applying for, which demonstrates focus and intention.
- Mentioning a self-initiated project (like launching a walking tour) shows initiative, creativity, and drive.
- Discussing specific outcomes (saved $5000, grew popularity of the tour) gives measurable proof of effectiveness and impact.
- Skills like organization, customer service, and communication are highlighted, showing alignment with the role’s needs.
Best practice tip: Look for candidates who not only tell a story but also connect their experience to the job at hand. A good answer should be structured, focused, and give clear reasons why they’re a great fit for the position. Avoid candidates who ramble or give a purely personal backstory with no professional relevance.
How did you hear about this position?
This question helps hiring managers understand what channels are working for recruitment—referrals, job boards, social media, or employer branding.
Candidate Response Example:
>I heard about the position from my friend Alex, who works in the accounting department. We used to be coworkers at Big Corp, and when I mentioned I was looking for a new marketing job he recommended I apply here. It was actually an interesting coincidence because I've admired the work being done by all of you at ABC Tech for a while, and was excited when Alex told me you were hiring for the Marketing Assistant role.
Comment:
This is a strong answer. It reveals a referral, which is often a top source of quality hires. The candidate not only knows someone internally—which could signal culture fit—but also shows genuine interest in the company by mentioning admiration for its work.
Best Practice Tip: When evaluating this response, check for:
- Connection to the referral source (do they know the company culture through a friend or contact?)
- Motivation beyond just a job hunt (do they admire the company, follow its updates?)
- Natural enthusiasm (does the candidate sound excited to apply here specifically?)
This is what you want in an answer: a clear source plus a little insight into why they cared enough to apply.
Walk me through your resume
This question helps you understand how a candidate sees their own professional story. It gives insight into their career choices, how their experiences align with the job, and whether they can clearly communicate their growth.
In this answer, the candidate clearly communicates a personal and professional interest in becoming a school librarian. They show consistency—from volunteering in high school libraries to getting an Education degree and working as a library assistant in college. This progression shows dedication and intentional career planning.
The comment also highlights key transferable skills:
- Use of library systems (Lucidea ILS)
- Creating educational programming for students
- Hands-on experience in library organization
- Engagement with the community
What makes this strong is how the candidate ties past experience to the current role. Mentioning the reading workshops for middle schoolers and connecting that to Smith High School shows initiative and relevance. They’re not just reciting a resume—they're showing how their background fits this specific job.
Best practice tip: Look for candidates who not only list past roles, but also connect each experience to the needs of your organization. It shows they're thinking ahead and understand the job.
What is your greatest strength?
This is one of the most common screening questions and a great way to learn what a candidate values about their own skill set. You're looking not just for the strength they name, but for concrete examples of how they've used it in action.
A strong answer will:
- Highlight a relevant skill tied to the role
- Include a real-life example
- Show measurable results where possible
In this case, the candidate says: "I would say my greatest strength is my ability to build lasting relationships with customers. I'm a people person, so the most gratifying part of my job as a server is providing specialized service so that everyone leaves satisfied. In fact, in my current job at Phil's Seafood I've developed a strong base of new repeat customers, increasing food sales by more than 60% over this past year."
Why it works: This is a solid response. The candidate clearly identifies a key interpersonal skill—relationship building—and backs it up with a specific achievement (60% increase in food sales). They also link the strength to their role responsibilities and explain how it impacts the business.
Best practice: Look for candidates who connect their strength directly to job success. It's a green flag when they use numbers or show positive change driven by their actions.
What are your weaknesses?
This is one of the most common interview questions, and it's a great way to see how self-aware and coachable a candidate is. You're not looking for perfection—you're looking for honesty, reflection, and a plan of action.
In this response, the candidate shows strong self-awareness by identifying impatience as a weakness. They don’t try to mask it with a fake strength, which is a good sign. Instead, they explain how this trait has affected their past work and relationships—providing real context.
What stands out here is the proactive approach. They recognized the negative impact and took meaningful steps to improve—like asking for more independent projects, enrolling in a course, and pursuing stress management training. That shows growth mindset and an effort to take accountability.
Best practice tip: Look for candidates who take ownership of their weaknesses and are committed to self-improvement. Avoid those who try to disguise strengths as weaknesses or show no plan to improve.
Evaluation checklist:
- Is the weakness genuine and relevant?
- Do they understand how it affects their work or others?
- Are they working on it with clear, specific steps?
This is a solid, professional answer that demonstrates maturity and a willingness to grow. Definitely a green flag.
💡 Remaining 200 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: How Experts Use Good Interview Questions
Lou Adler, one of the world's foremost recruiting thinkers, has identified what he considers the single most important question in any interview. He believes that asking candidates about their most significant career accomplishment is the best indicator of whether you should hire someone or not. This simple yet powerful question reveals more about a candidate's potential than traditional queries.
Ana Lokotkova, a career advisor and interview coach, sheds light on the classic "tell me about yourself" opener. She explains that "What 'tell me about yourself' really means is sell yourself. This interview question is the ultimate chance to convince the recruiter that you are the right person for the job." Understanding this perspective helps both interviewers and candidates approach this crucial moment more effectively.
Kyle Law, Lead Recruiter at Jobscan, emphasizes the importance of evaluating teamwork and collaboration skills through strategic questioning. His insights reveal that engagement level is crucial in candidate assessment, and the right good interview questions can uncover these essential qualities that predict job success.
Mary Morgan, SHRM-CP, offers valuable commentary on handling unconventional questions: "You may worry about being asked a weird, fun or unusual interview question such as, 'What superpower would you most like to have?' While most interviewers stick to more conventional questions, others may ask these types to see how you perform under pressure." She notes that answering confidently shows adaptability and cultural fit.
Rhea, an operations specialist at UShip, shares her winning strategy: "Employers really care about the questions that you ask in an interview because it shows your engagement, shows your curiosity, and it shows that you came prepared." Her approach helped her land her role at the online shipping marketplace.
Digital Care revolutionized their hiring process by implementing skills testing alongside their good interview questions. This combination made their hiring process more efficient, accurate, and objective, demonstrating how modern screening techniques enhance traditional interviewing methods.
The Rise of Video Screening Software in Modern Recruitment
Video screening software is rapidly transforming how companies approach candidate evaluation. Recruiters are discovering that combining traditional good interview questions with video technology creates a more comprehensive assessment process.
The recruitment community is embracing video screening for several compelling reasons:
- Time efficiency - Screen multiple candidates simultaneously without scheduling conflicts
- Consistency - Every candidate answers the same set of carefully crafted questions
- Better insights - Observe non-verbal communication and presentation skills
- Cost reduction - Eliminate travel expenses and reduce time-to-hire
- Improved candidate experience - Flexible scheduling that respects everyone's time
Modern video screening platforms allow recruiters to ask their most effective good interview questions while capturing authentic responses. This approach helps identify top talent faster and more accurately than traditional phone screens or lengthy in-person first rounds.
Ready to revolutionize your hiring process? Discover how video screening can help you ask better questions and find better candidates. Start your free trial with CandidateScreenings.com today and experience the future of recruitment screening.