Top 9 Interview Questions to Ask Candidates (With Follow-Ups)

Asking the right interview questions could be the make-or-break moment for hiring managers searching for the perfect candidate to fill a role. In today’s business landscape, a strong interview could entice top talent and help organizations retain the best employees in the long term. Here’s everything hiring managers need to know about questioning qualified job seekers, what to ask during an interview and the best questions to follow up with.

The Art of Questioning

The most effective job interviews involve the skilled practice of active listening. Hiring managers shouldn’t take over 80% of the interview, explain the ins and outs of the job and organization, and then ask the candidate to explain their reasons for wanting to work there. They only open themselves up to a false impression of the job seeker who will say whatever they feel the interviewer wants to hear. 

Jotting down solid interview questions in advance will guide a comprehensive discussion about the candidate’s experience, personality and career goals, giving them critical insight into whether they’re a good fit.

Initial questions — and follow-up questions — should help hiring managers determine the following about a candidate:

• What they know about the company and role they’re applying for, indicating genuine interest
• Whether the interviewee takes their time answering questions or brushes over details
• How prepared they are, including whether they’re on time, dressed professionally, have copies of their resume and are ready to answer the manager’s questions
• How self-aware they are of their aptitudes and weaknesses
• What their career goals are, and whether they intend to commit to the company long-term
• If they demonstrate self-confidence, resourcefulness, teamwork and leadership skills
• What their work ethic looks like, such as if they’re a self-starter

Interviewers should also analyze whether a candidate comes across as having a growth mindset, as it will be a great indicator of their ability to learn new things on the job. 

What to Ask During an Interview: 9 Essential Questions

Interviewers and candidates must each come prepared for a job interview. Candidates should review their qualifications and resume, ready to discuss whatever hiring managers throw at them. However, managers must come prepared with the right questions pertaining to the job opening. These nine questions are essential for every interview. 

1. Can You Tell Me About Yourself and Your Interest in This Position?

First impressions matter, which is why interviewers should begin every interview with a question about the candidate’s background. Allowing them to take a moment to introduce themselves and tell the manager about their background and why they’re interested in the position provides insight into their communication style and self-awareness. 

This basic question also leads the way to interesting follow-up questions, such as:

• What professional experiences have shaped your overall career decisions?
• How did you end up on the career trajectory you’re on?
• How do your past experiences align with your current and future career objectives?

2. What Are Your Greatest Strengths?

Interview questions about a candidate’s strengths allow them to share from their perspective what makes them great for the role. Most resumes include nine to 12 soft and technical skills they feel are relevant to the position and give the manager something to follow up on with additional questions.  

If they brush over something specific, interviewers should ask them to elaborate on the skill set and how it would translate to the role. They can get more of an explanation when they ask the following:

• How did you use this strength in a project or task at your previous job?
• How do you continuously develop this strength or skill?
• How do you intend to utilize this strength in the role you’re applying for?

3. What Areas Are You Trying to Improve?

Inquiring about one’s weaknesses is just as crucial as asking about their strengths. However, interviewers can turn these shortcomings into a positive by asking how they’re improving themselves. The candidate’s response is a sign of personal and professional growth. Follow up with questions like:

• Describe a time when this weakness made work challenging and how you addressed the situation.
• Have you received feedback from managers on this particular weakness, and did you follow through on their suggestions?
• How do you ensure your shortcomings don’t interfere with work performance?
• What measures have you taken to address and mitigate these weaknesses?

A manager could also ask what resources the candidate needs to effectively do their job correctly or continue their career growth.

4. Why Do You Want to Work Here?

A candidate may have the skills and experience a company is looking for to fulfill a specific role. However, they may not be a good fit for company culture. Every business has a set of values they uphold and expect their employees to follow. A candidate should be able to explain why they want to work for the company and help drive their mission.

Managers can dig deeper into a candidate’s interest and alignment with company values with these follow-up questions:

• Which of our company values or culture resonates most with you?
• How do you see yourself contributing to the team or the company’s mission?
• What about this particular role or aspect of the organization stood out to you when applying?
• Can you pinpoint a recent project or initiative of the company that excites you the most?
• What does longevity with the company look like to you?
• How do your personal values align with the business?

5. Describe a Challenging Situation at Work and How You Overcame It

When deciding what to ask during an interview, managers should inquire about workplace conflicts. Asking about difficult situations has candidates reflect on their work experiences and explain their problem-solving skills. It also helps employers gauge their resilience to typical workplace challenges.

Follow-up interview questions could comprise:

• How did you resolve the problem, and what obstacles did you face in the process?
• What was the outcome, and what did you learn? 
• Looking back, would you have done anything differently?

6. How Do You Prioritize Your Tasks?

Time management and organization are critical skills for every job. Therefore, the best indicator that a candidate is reliable in completing their work on time is asking how they prioritize their workday. 

This is also a way for managers to understand how a potential employee will handle varying workloads, manage multiple responsibilities, utilize resources effectively and deliver results. Solid follow-up questions might be:

• How do you handle disruptions when working on assignments with tight deadlines?
• How do you reprioritize tasks when something essential comes up?
• What strategies do you utilize to stay on track with multiple tasks?

It’s also a good idea to inquire about how they handle multiple deadlines. For instance, a copywriter may need to finish several assignments within a given time frame.

7. How Well Do You Receive Feedback?

Regular feedback is more important to employees than most managers think. In fact, a Gallup study shows that employees are 3.6 times more likely to say they’re motivated to perform outstanding work with daily feedback from employers. This is because today’s workers are interested in purpose-driven work and accelerating their professional growth.

A candidate who says they don’t embrace constructive feedback well suggests they aren’t open to professional development. As a manager, this should be a red flag. Depending on their response, potential follow-up questions could include:

• Describe a time when you took a manager’s feedback to heart and enhanced your job performance.
• How do you measure your growth and success?
• What is — or would be — the best way to give you feedback?
• What is your approach to providing feedback to others?

8. Describe a Time When You Worked Collaboratively With a Team

This question provides insight into whether a candidate works well with others — a particularly important question if the role commonly involves brainstorming, collaborating and delegating with a team. Follow-up questions might include:

• What was your role in the team?
• How did you handle and resolve conflicts?

Not every team will work seamlessly, especially with so many different personalities coming together. Therefore, managers must determine whether candidates are firestarters or more apt to diffuse the flames.

9. Do You Have Any Questions for Us?

Opening the floor for candidates to ask questions demonstrates a willingness to communicate. It’s also important for job seekers to make their own assessments about whether the role or the company is a good fit for them. 

An interviewer may not cover all the most important points about a specific position. Likewise, the candidate may have concerns they need to address for clarification. There may not be follow-up questions for the interviewer to ask the candidate after receiving questions, but it could be a good time to inform them of the next steps in the hiring process.

Ask the Best Interview Questions for Better Hiring

The best interview questions should make a hiring manager’s job of employing the perfect candidate easier. Doing one’s own research into the role they’re hiring for and the candidate coming in will create a smoother, more effective interview process overall.