It’s not just about what you ask — it’s about why you ask it, and what you’re listening for. In this guide, we’ll break down the best interview questions to ask candidates, grouped by category, so you can cover all the right angles. We’ll also flag the ones to avoid (you’d be surprised how many people still ask about someone's “biggest weakness”).
Let’s dig in.
Personal questions
Get to know the human, not just the resume. And no, we don’t mean questions about their favorite food or what their homelife is.
Personal questions help you understand the person behind the application. Beyond just work history, you're trying to get a sense of how they think, what drives them, and whether their energy complements your team.
Don’t think of these questions as mere fluff, either. They give you a deeper look into what a candidate brings to the table and how they show up beyond their skillset.
Here are four personal interview questions to ask candidates — plus what they can reveal.
1. What accomplishment are you most proud of and why?
💡 Why it’s a great question:
This question skips the surface-level talk and gets right into values. You’ll learn what the candidate cares about, whether it’s launching a big project, mentoring a teammate, or overcoming something personal.
Hint: the “why” part is just as important as the achievement itself.
🔎 What it says about the candidate:
You’ll get insight into their priorities, what motivates them, and how they measure success. Do they light up when they talk about teamwork? Do they focus on impact? Are they comfortable celebrating themselves? All of that matters!
2. What motivates you to come to work every day?
💡 Why it’s a great question:
This one opens the door to understanding their internal drivers. Motivation plays a huge role in performance, and if their answer aligns with what the role offers, you’re already on solid ground.
🔎 What it says about the candidate:
Are they driven by purpose? Learning? Solving tough problems? Their answer can help you predict how engaged they’ll be in the role and whether your company can offer what they need to thrive.
3. What’s something not on your resume that you think I should know?
💡 Why it’s a great question:
Resumes only tell part of someone’s story. This question gives candidates a chance to show dimension. Maybe that’s a secret talent, a volunteer role, or a personal passion. It also invites a little vulnerability, which can help build trust.
🔎 What it says about the candidate:
Look for creativity, self-awareness, and the ability to connect the dots between their experiences and your role. This question often surfaces the “bonus skills” you didn’t know you were looking for.
4. How do you like to receive feedback?
💡 Why it’s a great question:
Feedback is part of every role, and this question tells you how the candidate handles it. Do they prefer directness? A follow-up chat? Public praise or private guidance? Their answer helps you understand how they learn and grow.
🔎 What it says about the candidate:
A candidate’s answer shows their emotional intelligence, communication style, and whether they’ve taken time to reflect on how they operate. Bonus: It gives you a preview of how you’d work together if they joined the team.
Read this next: 20 interview questions about inclusion
Behavioral questions
How have they handled the real stuff?
Behavioral interview questions dig into a candidate’s past experiences to get a sense of how they act under pressure, solve problems, and work with others. Past behavior is often the best predictor of future behavior. These questions get beyond hypotheticals and into what actually happened.
Here are four behavioral interview questions to ask candidates — and what to look for in their answers.
1. Tell me about a time you made a mistake. How did you handle it?
💡 Why it’s a great question:
Nobody’s perfect, and you’re not hiring a robot. This question helps you understand how someone handles failure. As in: do they own up to it, fix it, and learn from it? You’ll also get a sense of their self-awareness and honesty. This also goes a little bit deeper than the fabled ‘weakness’ question we mentioned earlier.
🔎 What it says about the candidate:
Look for accountability and growth. A good answer reflects on what happened, how they responded, and what they’d do differently. If they blame others or get cagey, that’s worth noting.
2. Describe a time when you worked on a team with differing opinions.
💡 Why it’s a great question:
Conflict isn’t always bad; often it’s where the best ideas come from. This question shows how a candidate navigates disagreements and whether they can still collaborate or lead when things get a little messy.
🔎 What it says about the candidate:
Pay attention to how they describe their role. Do they listen to others? Do they compromise? Do they stay respectful under pressure? These are signs of emotional intelligence and team fit.
3. Give an example of a goal you set and how you achieved it.
💡 Why it’s a great question:
This one reveals how someone plans, stays focused, and gets things done. You’ll learn about their process, motivation, and whether they take ownership of their work.
🔎 What it says about the candidate:
A strong answer shows initiative and follow-through. Bonus points if they talk about adjusting course when things didn’t go perfectly. That shows adaptability and problem-solving.
4. Tell me about a time you had to quickly learn something new.
💡 Why it’s a great question:
Things move fast in most workplaces, and it’s only getting faster. This question tells you how someone responds when they’re out of their comfort zone. Are they the kind of person who figures it out or would they freeze up?
🔎 What it says about the candidate:
Listen for curiosity, resilience, and resourcefulness. Do they ask questions? Seek out support? Dive in and learn by doing? These are great signs, especially in fast-changing environments.
Read this next: Work-from-home interview questions
Situational and hypothetical questions
How would the candidate handle what’s coming next?
Situational interview questions put candidates in hypothetical scenarios where the goal is to understand how they think on their feet.
These questions test problem-solving, communication, and judgment. They also give you a sense of how someone might handle challenges they haven’t even faced yet.
Here are four situational interview questions to ask candidates — plus what their answers can tell you.
1. What would you do if a deadline was at risk due to unforeseen delays?
💡 Why it’s a great question:
Every role involves curveballs. This question helps you see how the candidate balances urgency, communication, and accountability when a project is slipping off track or there’s some scope creep.
🔎 What it says about the candidate:
Listen for signs that they stay calm under pressure, communicate proactively, and don’t just bury the problem. You want someone who flags the issue early and works toward a solution, not someone who ghosts the group chat until it’s too late.
2. If you disagreed with a company policy, how would you approach it?
💡 Why it’s a great question:
Disagreement is inevitable. This question shows how the candidate deals with friction between their values or opinions and the way things are done at the company.
🔎 What it says about the candidate:
You’re looking for professionalism, not passive aggression. Do they ask thoughtful questions? Propose alternatives? Respect the chain of command while still using their voice? That balance matters a lot for positive and proactive workplace culture.
3. How would you prioritize multiple high-stakes projects with the same deadline?
💡 Why it’s a great question:
Juggling priorities is part of most jobs. This question tests decision-making, time management, and how well the candidate can navigate competing demands.
🔎 What it says about the candidate:
Pay attention to how they break things down. Do they talk about impact? Deadlines? Team input? Stakeholder communication? A good answer should show strategy, not panic.
4. How would you handle receiving negative feedback in front of a group?
💡 Why it’s a great question:
Nobody loves public criticism, but how someone handles it says a lot about their emotional intelligence and maturity.
🔎 What it says about the candidate:
Look for self-regulation, professionalism, and a willingness to learn. If their answer involves shutting down or lashing out, that’s a red flag. If they can take it in stride and follow up later, you’ve likely found someone coachable.
Read this next: 12 things you need for a positive candidate experience
Role-specific or technical questions
Now that you understand their working style…can they do the job? And how do they think while doing it?
These questions zero in on whether the candidate has the skills and experience to handle the role’s day-to-day demands. You’re not looking for textbook answers. You’re looking for clarity, logic, and a little bit of spark (how they approach the work, not just whether they’ve done it before.)
Here are four role-specific or technical interview questions to ask candidates — and what their answers might tell you.
1. Can you walk me through how you’d solve [insert job-relevant challenge]?
💡 Why it’s a great question:
This is your chance to see how the candidate tackles industry-specific (or role-specific) problems in real time. Whether it’s debugging code, planning a campaign, or closing a sale, you’ll get a front-row seat to their process.
🔎 What it says about the candidate:
You’ll learn how they structure their thinking, what tools they lean on, and how confident they are in their approach. Look for clarity, logic, and a touch of creativity. Bonus if they ask clarifying questions, because that shows real-world thinking.
2. What’s a recent industry trend that excites you and why?
💡 Why it’s a great question:
This helps you assess whether the candidate stays engaged with their field. Are they reading, experimenting, and keeping up, or just clocking in and out in their current role?
🔎 What it says about the candidate:
Look for curiosity and insight. The best answers connect the trend to their work or offer a thoughtful take on what it means for the future. You don’t need a hot take, just evidence that they care about their craft.
3. Which tools or platforms do you rely on most in your day-to-day work?
💡 Why it’s a great question:
Every team has its tech stack, and every candidate has their preferences. This question also checks for hands-on experience and helps you see if there’s going to be a learning curve or a quick ramp-up ahead.
🔎 What it says about the candidate:
Listen for fluency (not just name-dropping). Are they comfortable explaining how and why they use certain tools? Do they mention learning new ones on the fly? That’s a good sign that they’ll adapt well to your systems.
4. How do you stay current with updates in your field?
💡 Why it’s a great question:
Jobs evolve. So do tools, trends, and best practices. This question tests whether the candidate has a habit of learning or waits for someone else to tell them what’s new.
🔎 What it says about the candidate:
You’ll hear about their go-to sources, learning style, and professional drive. If they mention newsletters, podcasts, hands-on practice, or peer learning, you’re likely talking to someone who stays sharp.
Read this next: Guide to inclusive hiring practices
Values-based or culture questions
Will they add to the team, not just fit into it?
Hiring for culture means finding folks who share your company’s values, contribute to a healthy team dynamic, and bring something new to the table. These questions help you spot alignment and maybe even a future leader.
Here are four values-based interview questions to ask candidates — and what to listen for beyond the buzzwords.
1. What does a healthy team culture look like to you?
💡 Why it’s a great question:
Healthy workplace culture means different things to different people. This question gives you a window into the candidate’s expectations, including how they like to work, communicate, and collaborate.
🔎 What it says about the candidate:
Their answer shows whether your work environment is likely to support them, and vice versa. Look for signs that they value respect, transparency, and teamwork. If they describe something radically different from what your team offers, it’s worth digging deeper.
2. How do you approach working with people who have different backgrounds from yours?
💡 Why it’s a great question:
Today’s workplaces are diverse, and collaboration across differences is a must. This question highlights how the candidate navigates different perspectives and experiences.
🔎 What it says about the candidate:
Look for openness, curiosity, and respect. Are they comfortable checking their assumptions? Do they learn from others? This one can also give you clues about their communication style and emotional intelligence.
3. Tell me about a time you advocated for someone else at work.
💡 Why it’s a great question:
Advocacy shows leadership, empathy, and courage, even if it’s not explicitly part of the job description. This question brings those qualities to the surface.
🔎 What it says about the candidate:
You’ll learn what the candidate stands for, how they handle conflict or unfairness, and whether they’re willing to speak up for their team. If they’ve taken the initiative to support others, that’s someone you want on your team and on your side.
4. What kind of impact do you hope to make in your next role?
💡 Why it’s a great question:
This one flips the script on the candidate. Instead of asking what you can get out of them, you’re asking what they want to contribute. It shows respect and invites them to dream a little.
🔎 What it says about the candidate:
Look for signs of ambition, intention, and alignment with your company’s mission. If their idea of impact matches the kind of work your team values, you probably have a strong match on your hands.
Read this next: Ghosting, bias & barriers: How to improve the candidate experience
Questions to avoid (and why)
Some things are better left unasked.
Even the best interviews can take a wrong turn if you're not careful with your questions. Some are off-limits legally, and others just aren’t helpful. They either invite canned answers or make candidates uncomfortable. The goal here isn’t to trap anyone, it’s to create a fair, respectful conversation that helps you make smart hiring decisions.
Here are a few interview questions to avoid — and what to ask instead.
1. “Do you have children?”
❌ Why to skip it:
This one can get you into legal trouble. It touches on family status, which is a protected category in many places. Even if you’re just trying to make friendly conversation, it’s risky.
✅ What to ask instead:
“Are you able to meet the travel or scheduling requirements for this role?”
This keeps the focus on the job, not someone’s personal life.
2. “Where are you from originally?”
❌ Why to skip it:
On the surface, this might sound like small talk. But it can quickly veer into assumptions about nationality, citizenship, or language — all of which are sensitive areas from a legal standpoint.
✅ What to ask instead:
“Are you currently authorized to work in [your location]?”
Clear, compliant, and straight to the point.
3. “What’s your biggest weakness?”
❌ Why to skip it:
Ah, the classic. And the classic dodge: “I care too much” or “I’m a perfectionist.” This question rarely leads to honest answers. It puts candidates on the defensive instead of opening the door to meaningful self-reflection.
✅ What to ask instead:
“What’s a skill you’re currently working to improve, and how?”
This still gives you insight into self-awareness and growth without the awkward dance.
4. “What year did you graduate?”
❌ Why to skip it:
This can lead to age-related bias, even if unintentionally. If you’re trying to gauge experience, there are better ways to do it.
✅ What to ask instead:
“Can you walk me through your recent work experience related to this role?”
It gives you the info you need without touching on age or inviting assumptions.
Final tips for interviewers
The best interview questions to ask candidates aren’t complicated. They’re clear, purposeful, and designed to spark real conversation — the kind where you walk away thinking, “I actually know this person a little now.”
Asking the right mix of personal, behavioral, situational, technical, and values-based questions gives you a well-rounded view of the candidate. And just as importantly, knowing what not to ask keeps your process fair and legally sound.
So prep your questions. Take notes. Leave space for follow-ups. And when in doubt, listen. Sometimes, the best insights come from what candidates don’t rehearse.
