Top interview questions to ask candidates

Unearthing top talent through insightful interview questions

39% of organisations report struggling to hire qualified candidates, highlighting the critical need for effective recruitment strategies. While finding the right skills are essential (cited as a key issue by 43% of employers), a mismatch in cultural fit can be equally detrimental, with 35% of companies finding this to be the key hurdle.  

The cost of a bad hire can be nearly three times the desired salary. This underscores the important role of the interview process in identifying individuals who have both the necessary skills and the right personality and values to thrive within your company culture.

Moving beyond generic questions and delving deeper into a candidate's motivations, thought processes, and alignment with your company's mission is paramount. While you should plan questions tailored to your industry and the skills and knowledge your company needs, to get you thinking and help you find the right fit, we’ve compiled some insightful interview questions you can ask.

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Understanding skills and experience:

• "Walk me through a project or situation where you faced a significant challenge. How did you approach it, and what was the outcome?" This question explores a candidate's problem-solving skills, resilience, and ability to learn from setbacks. It goes beyond simply listing accomplishments and delves into their practical application of skills.
• "Describe a time you had to adapt to a major change in your work environment. What were the challenges, and how did you navigate them?" This assesses a candidate's flexibility, resilience, and ability to handle ambiguity.
• "How do you stay up to date with the latest trends and developments in your field?" This reveals a candidate's commitment to continuous learning and their proactive approach to professional development. It also indicates their genuine interest in the field.

Assessing cultural fit:

• "What are you looking for in a work environment?" This question allows candidates to express their values and priorities, providing insight into whether they align with your company culture. Listen for clues about their preferred management style, team dynamics, and work-life balance preferences.
• "Tell me about a time you worked on a team project where there was conflict. How did you handle it?" This explores a candidate's interpersonal skills, conflict resolution abilities, and how they contribute to team dynamics.
• "Describe your ideal work-life balance." Gain insight into a candidate's priorities with this question which helps you determine if their expectations align with the realities of the role and your company culture.

Exploring motivation and values:

• "What are your long-term career goals?" This question reveals a candidate's ambition, commitment, and whether their aspirations align with the growth opportunities within your organisation.
• "What motivates you to do your best work?" Understanding a candidate's intrinsic motivators can help you determine if they will be engaged and fulfilled in the role.
• "What are you most passionate about, both inside and outside of work?" This question offers a glimpse into a candidate's personality and values, helping you assess their overall fit within your company culture. It can also reveal hidden talents or interests that could be valuable to the organisation.

Gauging critical thinking and business acumen:

• "If you were in charge of [a specific area relevant to the role], what would be your top three priorities and why?" This assesses a candidate's strategic thinking, problem-solving skills, and understanding of the business.
• "What are some of the biggest challenges facing our industry today, and how do you think we can address them?" This question evaluates a candidate's industry knowledge, critical thinking, and ability to analyse complex issues.

Choosing the right interview format:

Beyond the questions themselves, the type of interview you conduct can significantly impact the information you gather. This can help improve your chances of making a successful hire, saving your organisation time, money, and the frustration of a bad fit.  

Consider incorporating different formats to gain a holistic view of each candidate:

• Competency-based interviews: Focus on specific skills and behaviours, asking candidates to provide examples of how they've demonstrated those competencies in the past. These are excellent for assessing practical abilities.
• Behavioural interviews: Similar to competency-based, these delve into past experiences to predict future behaviour. Look for patterns and consistency in their responses.
• Technical interviews: Essential for roles requiring specific skills, these may involve coding challenges, case studies, or problem-solving exercises.
• Panel interviews: Involve multiple interviewers, offering diverse perspectives and a more comprehensive evaluation of the candidate.
• Informal interviews: These can be more conversational and help assess cultural fit and personality.  

By asking these types of insightful questions, and selecting the right interview format, you can move beyond surface-level responses and gain a deeper understanding of a candidate's skills, experience, cultural fit, and motivations. Read on to learn tips for how to conduct a productive interview.

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