This document discusses effective interview questions to ask candidates. It suggests that the best questions are those that get beyond canned answers and reveal what kind of employee someone would be. Examples of recommended questions include asking candidates to provide specific examples from their experiences, discuss their weaknesses uncovered in past reviews, and how they would handle hypothetical job-related scenarios. The questions are aimed at evaluating fit for both the role and company culture, as well as a candidate's problem-solving and critical thinking skills.

1. Type of Copy: BLOG–
Ghost Writer: Suzanne Klein
Ghost Writer Contact: Suzanne@storiocreative.com
Authoring Associate:
Micah Shockley mshockley@lucasgroup.com Military
Blog Title: What are the Best Interview Questions to Ask Candidates
Have you ever finished interviewing a candidate only to realize that you didn't actually get a
good sense of whether they’re right for the job? Many of the most common interview
questions to ask candidates are also the ones they have the most polished, prepared answers
for and thus yield the least insight.
The best interview questions to ask candidates are the ones that get beyond their prepared
answers and reveal what kind of employee they would truly be. For example, approaching a
common question from a different angle can trigger a more honest response. Asking for
illustrative examples forces candidates to back up their assertion. And putting forward
critical thinking questions forces them to think on their feet.
As an executive recruiter, I know all of the tricks for identifying great candidates. The next
time you’re picking interview questions to ask a candidate, try these 10 out:
Based on everything you know about me, this company, and the role, why do
you think you’re a good fit?
Right off the bat, you want to know whether or not the candidate has done their homework
and given substantial thought to whether they are a good fit, not just for the position, but the
company culture and the team.
T ell me about a time when….
Behavioral questions are fast becoming the gold standard for interviewing – asking how
someone acted. Any question that asks the candidate to tell a story will go beyond abstract
responses and see if he or she can demonstrate various assertions. This works well as a follow
up question. If a candidate says they have experience negotiating deals, ask them to tell you
about a time when they negotiated successfully or unsuccessfully.
If you could start your career again, what would you do differently?

2. This is another way to ask candidates about mistakes or weaknesses that they generally will
not have prepared for. It’s also less confrontational so you’re more likely to get a thoughtful,
honest response.
In your most recent review, what areas in need of improvement were brought
up? What would your supervisor tell me you need to improve on if I call them?
The loophole in asking a candidate about his or her greatest weakness is that they can bring
up a weakness that has already been addressed or one that isn’t really a weakness like the
classic “I’m a perfectionist.” T his question prevents candidates from taking those easy outs.
And bringing up that you might call for a reference makes it highly likely that you’ll get a
genuine answer.
How would you handle it if…
Hypothetical questions force candidates to think critically on their feet about real life
situations and reveal their problem solving approach. Ask something industry specific here
that could be a challenge faced on the job. How would you handle it if you were tasked with
reducing manufacturing costs by 10%? How would you handle it if an unhappy client said
they want to move their business elsewhere?
What is your definition of success?
This question is purposefully vague since it can be revealing what direction the candidate
takes it in. Y ou’re hoping to learn what the candidate values and whether it matches the
company’s culture and compensation structure.
Where do you see yourself in five years?
Although this is a relatively common question, it reveals how ambitious the candidate is. It
can also tell you how committed the candidate is to building a career within the company
depending on whether their response is generic or tailored to the growth opportunities
within your company.
What do you not like doing?
No candidate enjoys every task associated with his or her job. Of course you’ll get some
innocuous responses like “I hate filling out timesheets” or “I hate dealing with Asia because
calls get scheduled for 3am.” But you’ll be surprised how many candidates will tell you they
don’t like essential job functions and that’s something you definitely want to know, as
employees are never as good at tasks they don’t like.

3. Tell me about a time that you failed.
This is a really difficult question for candidates and I've found that, when answered well, it
really separates a candidate from the pack. Y ou’re less interested in the failure than the
candidate’s assessment of why they failed, how they learned from it and how they continue to
apply what they learned.
Do you have questions for me?
Of course this is the traditional final question but it doesn't mean that it isn't still a great one
to end on. You want to know that the candidate has prepared for the interview and is asking
questions that show his or her passion for the position and desire to genuinely understand if
this is the right fit for them.
There are dozens and dozens more great interview questions, so be creative. Any time you
can force a candidate away from their pre-planned answers, you’ll get more insight into
whether they’re right for the job.
What are your favorite interview questions to ask? Share your favorites below.