Best 16 questions that you can ask in an interview

Questions at an interview look like something you can improvise as you see the cv of the candidate and how you feel about them, but every single HR professional will strongly recommend that you have a grid with questions before you go there.  

There are several reasons behind having an interview grid with all your questions prepared, but the most important ones are  

  • It makes your recruitment process standardised and avoids any shadow of discrimination or halo effect as you will evaluate all your candidates in the same way.  
  • It helps you to analyse the skills that you really want and need to analyse. 
  • You will not get distracted with aspects of their cv or life that are not relevant for the role.  

If you are not sure on the kind of questions that you need to ask, here you have a list of the most frequent questions asked in interviews that can give you a first glance of their skills and fit for your company.  

Best 16 frequently asked questions you can ask

  • 1. Why are you interested in this role? This question will tell you about their relevant knowledge of the company they have, and if it’s a fit for their career progression. Make sure their answers are aligned with what you can offer them. There is no point in you hiring someone that is interested in something that is not real  
  • 2. Did you have the chance to go through our company’s website? Do you have any questions for us? Have they done their homework? Are they really keen in the role or just looking to interview anywhere?
  • 3. If we asked your colleagues or friends, how would they describe you, both positive and negative? This is more about self-awareness and peer relationships. Whether if they lie or not, you will see on their face if they feel happy about their last work environment, or they are happy to leave and never seeing them again 
  • 4. Why would your last boss say about you? Same as above. We recommend that you take note of those that complain about colleagues and bosses. It is usually not a good sign. It could be bad lack, but from our experience, when someone always has problems...  
  • 5. Could you explain your responsibilities at your last role? What were your KPIs? This will explain more in detail about their role. They could lie, of course, but through KPIs and goals, you will see it their day to day is like what you thought or if they were senior or more junior. Never take for granted a tittle. It could really bring you problems if you think that someone is doing X & Y tasks just because you assumed so.
  • 6. Why are you looking for a change right now? 
  • 7. How does the role fit into your career plan? 
  • 8. What will you bring to the company? 
  • 9. How does this role relate to your previous role?  
  • 10. What do you consider to be your most relevant experience to this role? 
  • 11. What aspects of this role are you most/least comfortable with? Which areas might you need support in? 
  • 12. Could you share with me a situation where you didn’t meet your objectives? This answer will not only give you an idea of their level of success and how they achieved things, but also of the explanations or excuses they give. Does it sound acceptable to you?  
  • 13. Could you tell us your 3 key strengths and why you think they are particularly relevant for this role? 
  • 14. What are you good personally? This is an updated version of “give me your best 3 skills”, but it tells you several things about the candidate. Whether if they are self-critique or not. Whether if they think they are good in something related to the role, or if they lie, or they are completely honest. Some of them will come with the typical “I am so hard working and honest that sometimes it is too much” Reject those!!!  
  • 15. What are you not good at? Like the last one. It will tell you about their honesty and hopefully if their “lack” of skill in something is acceptable for the role that you are interviewing for. 
  • 16. What are your salary expectations for this role? No explanation needed 😊  

Usually, these questions are good for a first screening conversation, but if you want to get concrete knowledge about the candidates and their set of skills for the role that you are hiring for, we have created a list of the most relevant competency and behavioural questions ready for you to interview your candidates.  

Thank you for reading!!