10 Questions to Better Assess Your Candidates

10 Questions to Better Assess Your Candidates: What You Should Ask a Candidate, and Why



Hiring is a high-stakes undertaking, because building a well-rounded, cohesive team is key to building a successful organization! Resumes only tell part of the story, so it's during the interview process that you truly get to know a candidate, understand how they’ll fit in on your team, and predict how they will perform in the role. But what questions should you ask to ensure you're making the best hiring decision? Here are the top 10 questions to ask when interviewing a candidate, along with why they're crucial in helping you make an informed choice:

         1.   Tell me something about yourself that I can’t learn from your resume.

As the interviewer, it is your responsibility to review the candidate’s background and determine if their experience qualifies them for the role. But, this question offers insight into the candidate's personality, interests, and values beyond what's written on paper. It allows them to showcase aspects of themselves that would not be evident from their work history alone, but might be important.

        2.   Tell me about a time you disagreed with your manager, and how did you handle it?

Conflict resolution skills are essential in any workplace. Understanding how a candidate navigates disagreements with authority figures provides valuable insight into their communication style, problem-solving abilities, and professionalism, as well as their ability to tolerate disagreement or influence when necessary.

        3.   What recent project or accomplishment are you most proud of?

This question helps gauge the candidate's level of engagement and commitment in their previous roles, as well as their values, based on what they choose to share. A team member who is most proud of a particular deck they built to influence their Board of Directors is very different from someone who’s most proud of one of their direct reports getting a promotion, and one might be a better fit for your role than the other.

       4.   Are you competitive?

Whether the role requires teamwork or individual performance, understanding a candidate's competitiveness can help assess their fit within the company culture. It also reveals their drive to excel and their approach to challenges.

        5.   Can you tell me in the next 3 minutes why you are the best candidate for this position?

This question evaluates the candidate's ability to think on their feet, articulate their strengths, and sell themselves effectively. It provides insights into their confidence, communication skills, and understanding of the role's requirements.

       6.   Have you ever been fired?

While it might seem like a tough question, understanding the circumstances surrounding a candidate's departure from previous roles is crucial. It allows you to assess their honesty, accountability, and ability to learn from past experiences.

        7.   What motivates you?

Knowing what drives a candidate can help you determine if their motivations align with the job responsibilities and the company's values. If a candidate struggles to answer this question, it may also reveal that they don’t know what motivates them, which may make it challenging to support them. All of this information will also provide insight into their long-term potential and job satisfaction. 

        8.   What frustrated you at your last job, and what would you like to avoid in your next job?

This question uncovers aspects of the candidate's previous workplace that didn't align with their preferences or expectations. Understanding their frustrations can help you identify potential red flags and ensure a better fit for them in your organization. Asking as a two part question allows the candidate to translate the response to your role. This will help you pinpoint deal-breakers for the candidate and allow you to assess whether your company can provide an environment that meets their needs and preferences.

         9.  What would your last boss say about you?

This question provides valuable insight into how the candidate perceives their own performance and professional relationships. It also offers an opportunity to verify the candidate's claims with potential references and gain a better understanding of their strengths and areas for improvement.

        10.  How would you describe your management style?

If applicable in the role, this question will help indicate whether the candidate’s values as a manager align with those of the company. They may highlight that they prefer to offer a lot of autonomy to their team members, that they like to provide opportunities and remove roadblocks, or that they like to do a lot of hands-on coaching. Regardless of how a candidate answers, you will learn a little more about whether they’ll be a good fit in the organization.

 As a leader, finding the right candidate for a position can be a daunting task, whether the individual will report directly to you, be a peer of yours, or sit on an adjacent team. Asking the right questions during an interview is essential for evaluating a candidate's suitability for a role and ensuring a good fit within your organization. These 10 questions delve beyond the surface and provide valuable insights into a candidate's skills, experiences, motivations, and personality traits, helping you make a more informed hiring decision. We would love to hear from you if you’ve used these questions in the past, or if you have any you would add to the list!