10 good Conflict Management Interview Questions:

1. Tell me about a time you disagreed with a coworker’s idea on a project you were both working on together. How did you express your opposition, and what happened?
2. What would you do if your manager gave you negative feedback on the way you approached a problem?
3. How do you handle conflicts within your team?
4. How do you deal with angry customers who complain about your products/services?
5. Have you ever had a team member who kept raising objections on projects? How did you manage them?
6. How would you advise a team member who complained about a coworker’s behavior?
7. Have you ever faced a conflict of interest during a cross-departmental project? What did you do?
8. You’ve noticed that a team member is aggressive or arrogant toward the rest of the team. How would you approach this person?
9. How would you react if a coworker blamed you for something that wasn’t entirely your fault (e.g., missing a deadline) during a meeting?
10. How do you prioritize collaboration and teamwork when faced with individual goals and targets?

1. Tell me about a time you disagreed with a coworker’s idea on a project you were both working on together. How did you express your opposition, and what happened?

This question assesses the candidate’s ability to handle disagreements professionally, express their viewpoints effectively, and find a resolution.

Sample answer:

“In a recent project, I disagreed with a coworker’s idea regarding the approach we should take. To express my opposition, I scheduled a meeting with the coworker and shared my concerns, presenting alternative solutions based on my analysis. We engaged in a constructive discussion, considering each other’s perspectives, and eventually reached a compromise that combined the best elements of both ideas. The collaboration led to a successful outcome and strengthened our working relationship.”

2. What would you do if your manager gave you negative feedback on the way you approached a problem?

This question examines the candidate’s receptiveness to feedback, their ability to handle criticism constructively, and their willingness to learn and improve.

Sample answer:

“If my manager provided negative feedback on my problem-solving approach, I would listen attentively and seek clarification to gain a better understanding of their concerns. I would express gratitude for the feedback and ask for specific examples or suggestions for improvement. I believe in taking ownership of my actions, so I would take the opportunity to reflect on the feedback, analyze areas for growth, and proactively implement changes to enhance my problem-solving skills.”

3. How do you handle conflicts within your team?

This question evaluates the candidate’s approach to resolving conflicts, their ability to promote open communication, and their skills in building consensus within a team.

Sample answer:

“When conflicts arise within my team, I prioritize open and respectful communication. I encourage team members to express their perspectives and concerns openly, ensuring that everyone feels heard. I then facilitate constructive discussions where we identify the root causes of conflicts and work together to find mutually agreeable solutions. By fostering a collaborative environment and promoting active listening, I aim to build consensus, strengthen relationships, and maintain a positive team dynamic.”

4. How do you deal with angry customers who complain about your products/services?

This question assesses the candidate’s customer service skills, their ability to handle difficult situations, and their approach to resolving customer complaints.

Sample answer:

“When faced with an angry customer who complains about our products/services, I remain calm and empathetic. I actively listen to their concerns, allowing them to express their frustrations fully. I acknowledge their feelings and assure them that I am committed to finding a resolution. I then gather all the necessary information, offer potential solutions, and seek their input on how best to address their concerns. By demonstrating empathy and providing personalized assistance, I aim to turn a negative experience into a positive one, ensuring customer satisfaction.”

5. Have you ever had a team member who kept raising objections on projects? How did you manage them?

This question examines the candidate’s ability to handle team dynamics, address differing opinions, and foster collaboration.

Sample answer:

“In a previous project, I had a team member who consistently raised objections. To manage this situation, I initiated one-on-one conversations with the team member to understand their perspective and concerns better. I actively listened to their objections and provided them with opportunities to contribute their ideas and suggestions during team meetings. I also emphasized the importance of considering different viewpoints and encouraged them to present their objections in a constructive manner. By promoting open dialogue and respecting their opinions, we were able to find common ground and enhance the overall quality of our projects.”

6. How would you advise a team member who complained about a coworker’s behavior?

This question assesses the candidate’s interpersonal skills, their ability to mediate conflicts, and their approach to maintaining a positive work environment.

Sample answer:

“If a team member complained about a coworker’s behavior, I would address the issue promptly and privately. I would listen attentively to their concerns, validate their feelings, and emphasize the importance of maintaining a positive work environment. I would encourage the team member to address their concerns directly with the coworker, providing guidance on effective communication techniques and conflict resolution strategies. Additionally, I would offer my support in facilitating a conversation between the team member and the coworker to find a resolution that benefits both parties and promotes a harmonious work environment.”

7. Have you ever faced a conflict of interest during a cross-departmental project? What did you do?

This question examines the candidate’s ability to navigate conflicts of interest, make informed decisions, and prioritize the organization’s objectives.

Sample answer:

“During a cross-departmental project, I encountered a conflict of interest between two departments. To address this, I initiated open communication with the respective stakeholders, expressing the concerns and goals of both sides. I facilitated collaborative discussions to find a solution that aligned with the project’s objectives and minimized the conflict. By emphasizing the shared goals of the organization and seeking win-win outcomes, we were able to reach a mutually beneficial resolution that preserved the project’s progress and fostered positive working relationships between the departments involved.”

8. You’ve noticed that a team member is aggressive or arrogant toward the rest of the team. How would you approach this person?

This question assesses the candidate’s ability to address negative behavior, promote a positive work environment, and facilitate difficult conversations.

Sample answer:

“If I noticed a team member displaying aggression or arrogance towards others, I would address the issue promptly and privately. I would approach the individual with empathy and express my concerns about their behavior, highlighting the impact it has on the team and work environment. I would encourage open dialogue, allowing them to share their perspective while emphasizing the importance of respect and collaboration within the team. By offering constructive feedback and suggesting alternative ways of interacting, I aim to foster a more inclusive and supportive team dynamic.”

9. How would you react if a coworker blamed you for something that wasn’t entirely your fault (e.g., missing a deadline) during a meeting?

This question examines the candidate’s ability to handle personal accusations professionally, maintain composure, and find constructive solutions to resolve conflicts.

Sample answer:

“If a coworker blamed me for something that wasn’t entirely my fault during a meeting, I would remain calm and composed. I would actively listen to their accusations, seeking to understand their perspective. Instead of responding defensively, I would take a collaborative approach, acknowledging any mistakes I might have made while clarifying the aspects that were beyond my control. I would propose a constructive discussion to identify solutions and prevent similar situations in the future. By focusing on problem-solving and maintaining a professional approach, I aim to promote understanding and maintain a positive working relationship.”

10. How do you handle conflicts within your team?

This question evaluates the candidate’s approach to resolving conflicts within a team setting, their ability to promote open communication, and their strategies for maintaining a harmonious work environment.

Sample answer:

“When faced with conflicts within my team, I believe in addressing them promptly and directly. I encourage open and honest communication among team members, providing a safe space for everyone to express their concerns and viewpoints. I would facilitate a meeting where each party can share their perspective and actively listen to understand the underlying issues. I would then work towards finding a collaborative solution that considers everyone’s needs and fosters a sense of unity and understanding. By promoting respectful dialogue, encouraging compromise, and focusing on the team’s common goals, conflicts can be resolved in a constructive manner.”

Why you should test candidates’ conflict management skills

Employees with conflict management skills work through arguments, complaints and differences of opinion constructively. These employees are able to:

• Resolve issues that arise among team members quickly
• Handle complaints from customers
• Foster healthy work relationships
• Raise objections in a professional manner

It’s essential to test candidates’ conflict-resolution skills, particularly for:

• senior-level positions, where your future hires will manage teams
• sales positions, where your future hires will contact customers on a daily basis

Here are some sample conflict management interview questions to ask candidates during your hiring process:

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10 good team player interview questions

1. Describe a group project you worked on. What was your role and what did you achieve?
2. Describe a time you had to gather input from employees outside your team. How did you approach them, and how did you ensure you’d get information on time?
3. Tell me about a time you had to work with a colleague you didn’t get along with.
4. Has your team ever failed to reach a goal? If so, what went wrong, and what did you learn from that experience?
5. What would you do if your team didn’t want to implement your idea?
6. What’s your preferred way of working on a group project: each member works on an assigned task independently, or the entire team meets and works together? Why?
7. How would you onboard a new team member?
8. What’s the best way to give credit to an employee for their good work?
9. What work habits promote team spirit? (e.g., regular meetings, cross-departmental projects, team-bonding activities)
10. How would you approach a disengaged employee who tanks the team’s productivity?

1. Describe a group project you worked on. What was your role and what did you achieve?

This question helps evaluate a candidate’s past experience in collaborating with others and their ability to contribute effectively to a team project.

Sample answer:

“In my previous role, I participated in a cross-functional team project to launch a new product. My role involved conducting market research, analyzing customer feedback, and coordinating with the product development team. Through effective collaboration and utilizing each team member’s expertise, we successfully launched the product, exceeding sales targets by 20% in the first quarter.”

2. Describe a time you had to gather input from employees outside your team. How did you approach them, and how did you ensure you’d get information on time?

This question assesses a candidate’s ability to engage with colleagues from different teams, seek their input, and effectively manage communication to accomplish project goals.

Sample answer:

“In a recent project, I needed input from the engineering team to develop a new feature. I approached them by scheduling a meeting to discuss the project’s objectives and the information I needed. To ensure timely responses, I provided a clear timeline and emphasized the importance of their input. By maintaining open communication channels and following up on deadlines, I received the necessary information on time, enabling the successful completion of the project.”

3. Tell me about a time you had to work with a colleague you didn’t get along with.

This question explores a candidate’s ability to handle challenging interpersonal dynamics and find effective ways to collaborate despite differences.

Sample answer:

“In a previous role, I had to work closely with a colleague with whom I initially had conflicting personalities. To overcome this challenge, I made an effort to understand their perspective and find common ground. We scheduled regular check-ins to discuss project updates, shared our ideas openly, and actively sought areas where our skills complemented each other. Over time, our working relationship improved, and we were able to deliver successful outcomes together.”

4. Has your team ever failed to reach a goal? If so, what went wrong, and what did you learn from that experience?

This question assesses a candidate’s ability to reflect on past failures, identify areas for improvement, and demonstrate a growth mindset.

Sample answer:

“Yes, in a previous project, our team faced challenges that resulted in not meeting our goal within the given timeframe. Upon reflection, we identified poor communication as a key factor. We realized that we needed to establish clearer lines of communication, set realistic expectations, and improve our coordination. This experience taught me the importance of proactive communication, regular progress assessments, and swift problem-solving to avoid similar setbacks in the future.”

5. What would you do if your team didn’t want to implement your idea?

This question evaluates a candidate’s flexibility, adaptability, and ability to navigate disagreements while maintaining a collaborative approach.

Sample answer:

“If my team didn’t want to implement my idea, I would first seek to understand their concerns and perspectives. I believe in open dialogue and active listening to identify potential obstacles and find common ground. I would present a compelling case for my idea, considering their feedback and incorporating any necessary adjustments. Ultimately, if the team consensus leaned against my idea, I would respect their decision and focus on finding alternative solutions that align with our collective goals.”

6. What’s your preferred way of working on a group project: each member works on an assigned task independently, or the entire team meets and works together? Why?

This question examines a candidate’s preference for collaboration styles and their ability to adapt to different team dynamics.

Sample answer:

“I believe that a combination of both approaches is valuable, depending on the project’s requirements. In the initial stages, it’s beneficial for each team member to work independently on their assigned tasks to leverage their expertise and generate diverse ideas. However, as the project progresses, collaborative team meetings are essential to share progress, brainstorm collectively, and ensure alignment. This approach maximizes individual contributions while fostering a cohesive team environment.”

7. How would you onboard a new team member?

This question assesses a candidate’s ability to integrate new members into a team, promote effective communication, and facilitate a smooth transition.

Sample answer:

“When onboarding a new team member, I would start by providing a warm welcome, introducing them to each team member, and providing an overview of our projects and processes. I would ensure they have access to relevant documentation, schedule one-on-one meetings with team members to establish connections, and pair them with a mentor to facilitate their learning and integration. Regular check-ins and open communication channels would be maintained to address any questions or concerns they may have.”

8. What’s the best way to give credit to an employee for their good work?

This question explores a candidate’s ability to recognize and appreciate team members’ contributions, fostering a positive work environment.

Sample answer:

“I believe in openly acknowledging and celebrating team members’ achievements. When a colleague performs exceptionally well, I would publicly recognize their efforts during team meetings, share their accomplishments with higher management, and express gratitude for their contributions. Additionally, I encourage team members to appreciate each other’s work through peer recognition programs or informal expressions of gratitude. Creating a culture of recognition and appreciation strengthens teamwork and motivates individuals to strive for excellence.”

9. What work habits promote team spirit? (e.g., regular meetings, cross-departmental projects, team-bonding activities)

This question assesses a candidate’s understanding of work habits that foster a positive team environment and their ability to contribute to building team spirit.

Sample answer:

“Several work habits promote team spirit, such as conducting regular team meetings to share updates, align goals, and encourage open communication. Cross-departmental projects provide opportunities for collaboration and knowledge sharing, fostering a sense of unity across the organization. Team-bonding activities, whether virtual or in-person, can strengthen relationships and create a positive work atmosphere. Additionally, establishing clear channels for feedback and empowering team members to contribute their ideas can enhance team spirit and engagement.”

10. How would you approach a disengaged employee who tanks the team’s productivity?

This question evaluates a candidate’s ability to address and resolve conflicts within a team, promoting productivity and cohesion.

Sample answer:

“When dealing with a disengaged team member, I would approach them with empathy and seek to understand the underlying reasons for their disengagement. I would schedule a one-on-one conversation to listen to their concerns and provide support. By addressing their needs, discussing any challenges they might be facing, and exploring potential solutions together, I aim to re-engage them and help them rediscover their motivation. Additionally, I would encourage open and honest communication within the team, fostering a culture of feedback and continuous improvement.”

Why assess teamwork in interviews

Teamwork skills are key in all positions. Some employees might work on their own occasionally (e.g. a developer who debugs a program), but the results of their work impact their entire team.

Good team players:

• Resolve issues before they escalate
• Nurture healthy work environments
• Understand each person’s unique strengths
• Accept feedback and try to improve their work

Depending on the company and the position, teamwork might mean something different. Teamwork is when:

• Senior-level candidates are able to handle conflicts and motivate their team members.
• Entry-level candidates work with experienced coworkers to learn their roles.
• Remote team members prioritize good verbal and written communication to work with their teams.
• HR professionals organize company activities to build team spirit.

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10 good problem-solving interview questions

1. Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?
2. Give an example of a time when you identified and fixed a problem before it became urgent.
3. Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?
4. Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?
5. Recall a time when you successfully used crisis-management skills.
6. How would you handle a new project with great revenue potential but potential legal implications for the company?
7. How do you determine when to solve a problem on your own or ask for help?
8. Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.
9. Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.
10. Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

1. Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?

This question assesses candidates’ ability to take initiative and solve problems independently. Look for their problem-solving approach, the actions they took, and the outcome of their efforts.

Sample answer:

“In my previous role, we encountered a sudden technical issue that disrupted our operations. As the team lead, I gathered all available information, analyzed the root cause, and facilitated a brainstorming session with the team. We implemented a temporary workaround and collaborated with the IT department to resolve the issue. Our proactive approach ensured minimal disruption, and we were able to restore normal operations within 24 hours.”

2. Give an example of a time when you identified and fixed a problem before it became urgent.

This question evaluates candidates’ ability to anticipate and address problems proactively. Look for their ability to identify potential issues and take preventive measures.

Sample answer:

“While working as a project manager, I noticed a potential bottleneck in our production process that could have led to delays if left unaddressed. I conducted a thorough analysis, identified the root cause, and proposed process improvements. By implementing these changes proactively, we eliminated the bottleneck and increased efficiency. As a result, we consistently met project deadlines, and our team’s productivity significantly improved.”

3. Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?

This question assesses candidates’ ability to identify and mitigate potential conflicts. Look for their communication and problem-solving skills in managing stakeholder relationships.

Sample answer:

“While working on a cross-functional project, I anticipated a miscommunication issue that could arise with a key stakeholder due to conflicting expectations. I scheduled a meeting with the stakeholder, listened to their concerns, and facilitated a discussion among the team members. By proactively addressing the issue, we established clear communication channels, built trust, and ensured a smooth collaboration throughout the project.”

4. Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?

This question evaluates candidates’ ability to handle challenges and find solutions to improve efficiency. Look for their problem-solving strategies and their adaptability to overcome obstacles.

Sample answer:

“In a previous role, I faced a situation where the workload significantly increased due to unexpected circumstances. To maintain efficiency, I assessed the situation, identified tasks that could be delegated, and communicated with my colleagues to seek their support. By redistributing responsibilities and fostering a collaborative environment, we successfully managed the increased workload without compromising quality or missing deadlines.”

5. Recall a time when you successfully used crisis-management skills.

This question assesses candidates’ ability to remain calm and make effective decisions under pressure. Look for their problem-solving approach and their ability to handle high-stress situations.

Sample answer:

“In a previous role as a customer service representative, we experienced a sudden surge in customer complaints due to a product quality issue. I quickly coordinated with relevant departments, identified the root cause, and developed an action plan. By prioritizing urgent cases, maintaining open communication with affected customers, and providing timely updates, we regained customer satisfaction and prevented further damage to our brand reputation.”

6. How would you handle a new project with great revenue potential but potential legal implications for the company?

This question assesses candidates’ ability to balance potential risks and rewards. Look for their ethical considerations, problem-solving approach, and willingness to seek guidance when faced with legal implications.

Sample answer:

“If faced with a project that carries both revenue potential and potential legal implications, I would approach it with caution and thorough evaluation. I would research and seek legal guidance to fully understand the implications and compliance requirements. I would then collaborate with legal experts, cross-functional teams, and stakeholders to develop a comprehensive plan that minimizes legal risks while maximizing revenue potential.”

7. How do you determine when to solve a problem on your own or ask for help?

This question assesses candidates’ judgment and collaboration skills. Look for their ability to assess situations and make decisions about when to seek assistance.

Sample answer:

“When faced with a problem, I first evaluate its complexity and impact on the project or task at hand. If it’s within my capabilities and doesn’t significantly hinder progress, I take the initiative to solve it on my own. However, if the problem is complex or could have a significant impact, I believe in seeking help from relevant team members or subject matter experts. Collaboration often leads to more comprehensive and effective solutions.”

8. Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.

This question assesses candidates’ ability to think critically and make sound decisions in challenging situations. Look for their problem-solving approach, decision-making process, and the outcomes of their decisions.

Sample answer:

“In a previous role, I faced a tight deadline for a project with limited resources. It required careful resource allocation and prioritization. I gathered all available data, analyzed the project requirements, and consulted with team members. Through strategic planning and effective delegation, we managed to complete the project successfully within the given timeframe, exceeding client expectations.”

9. Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.

This question assesses candidates’ ability to leverage intuition and past experiences to navigate problem-solving situations. Look for their ability to reflect on past situations, apply lessons learned, and make informed decisions.

Sample answer:

“In a previous role, I noticed a recurring issue in our supply chain that had caused delays in the past. Drawing upon my prior experience, I anticipated the problem and suggested process improvements to streamline the supply chain. By implementing these changes, we minimized delays and improved overall efficiency, resulting in cost savings for the company.”

10. Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

This question assesses candidates’ ability to tackle complex projects and break them down into manageable tasks. Look for their problem-solving approach, organization skills, and ability to persevere in the face of challenges.

Sample answer:

“I once undertook a project that involved a significant amount of data analysis and reporting within a tight deadline. Initially, it felt overwhelming, but I broke it down into smaller tasks and created a detailed timeline. I prioritized the most critical aspects and sought assistance from colleagues with specialized skills. Through effective time management, collaboration, and diligent effort, we successfully completed the project on time and delivered high-quality results.”

Why you should ask candidates problem-solving interview questions

Employees will face challenges in their job. Before you decide on your next hire, use your interview process to evaluate how candidates approach difficult situations.

Problem-solving interview questions show how candidates:

• Approach complex issues
• Analyze data to understand the root of the problem
• Perform under stressful and unexpected situations
• React when their beliefs are challenged

Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for analytical and spherical thinkers with the potential for technical problem solving.

Potential hires who recognize a problem, or predict one could potentially occur, will stand out. Candidates should also demonstrate how they would fix the issue, and prevent it from occurring again.

These sample problem-solving interview questions apply to all positions, regardless of industry or seniority level. You can use the following questions to gauge your candidates’ way of thinking in difficult situations:

Tips to assess problem-solving skills in interviews

• During your interviews, use hypothetical scenarios that are likely to occur on the job. It’s best to avoid unrealistic problems that aren’t relevant to your company.
• Examine how candidates approach a problem step-by-step: from identifying and analyzing the issue to comparing alternatives and choosing the most effective solution.
• Pay attention to candidates who provide innovative solutions. Creative minds can contribute fresh perspectives that add value to your company.
• When problems arise, employees should show commitment and a can-do attitude. Test candidates’ problem-solving skills in past situations. If they were determined to find the best solution as soon as possible, they will be great hires.
• Most complex situations require a team effort. Candidates’ previous experiences will show you how they collaborated with their colleagues to reach decisions and how comfortable they felt asking for help.
• If you’re hiring for a technical role, ask questions relevant to the work your future hires will do. Technical problem-solving interview questions, like “How would you troubleshoot this X bug?” will reveal your candidates’ hard skills and their ability to effectively address problems on the job.

Red flags

• No answer. If a candidate can’t recall an example of a problem they faced in a previous position, that’s a sign they may avoid dealing with difficult situations.
  Canned answers. A generic answer like “Once, I had to deal with a customer who complained about the pricing. I managed to calm them down and closed the deal,” doesn’t offer much insight about the candidate’s thought process. Ask follow-up questions to get more details.
• Focus on the problem, not the solution. Identifying the problem is one thing, but finding the solution is more important. Candidates who focus too much on the problem may be too negative for the position.
• Feeling stressed/uncomfortable. It’s normal to feel slightly uncomfortable when put on the spot. But, if candidates are so stressed they can’t answer the question, that’s an indicator they don’t handle stressful situations well.
• Superficial answers. Candidates who choose the easy way out of a problem usually don’t consider all aspects and limitations of the situation. Opt for candidates who analyze the data you’ve given them and ask for more information to better dig into the problem.
• Cover up the problem or minimize its significance. Unaddressed problems could quickly escalate into bigger issues. Employees who leave things for later mightn’t be result-oriented or engaged in their jobs.

In conclusion, problem-solving interview questions provide valuable insights into candidates’ abilities to approach challenges, think critically, and provide effective solutions. By asking these questions and considering the tips provided, you can assess candidates’ problem-solving skills and make informed hiring decisions that align with your organization’s needs.

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When and how you should test candidates’ HTML skills

A good knowledge of HTML is usually required in roles like Web Developer, Front-End Developer and UI Engineer. If candidates don’t have enough experience in this markup language, they might not be able to do their job properly.

Since HTML knowledge is a technical skill, you need tangible proof to make sure candidates really know their stuff. There are two good ways to test this:

• You can ask candidates to complete an exercise or short work sample (assignment) that relies on HTML.
• You can ask candidates targeted questions on the use of HTML during the interview.

Note that it’s probably best not to ask candidates to actually write HTML during interviews as this may put undue pressure on them and affect their interview performance. One exception could be to ask them to comment on existing HTML code or demonstrate their way of thinking around the HTML assignment (if they completed one) by repeating parts of it on a whiteboard.

If you’re hiring for junior roles, ask basic questions to see if candidates have enough familiarity with HTML (and also CSS and JavaScript depending on the role). Below you can find both basic and advanced questions.

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Why you should encourage candidates to ask questions during interviews

“Do you have any questions for us?”

That question is usually a sign that the interview is about to end. But what candidates say can be useful because their questions help you:

• Learn what candidates find most interesting about the company and the role (for example, if they ask about long-term goals or the type of technology you use)
• Identify well-prepared candidates (for example, if they ask targeted questions about competitors, customers or your latest projects)
• Seize the chance to sell your company (for example, if they ask about your way of working)

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Why you should evaluate your onboarding process

Poor onboarding processes are among the most common reasons for why new hires leave. You may have set up procedures to welcome new employees, but you can’t be sure they’re effective unless you ask new hires about them.

Use onboarding process surveys to take the pulse of your new hire training. These surveys will help you:

• Revamp your onboarding: Identify what’s working and what could be improved, in order to give your new team members a warm welcome and walk them through their new roles.
• Address employees’ individual needs: Different employees require different types of training to help them adjust to their new roles, and this survey is an opportunity to discuss these needs.
• Retain employees: By uncovering issues your employees face on the job, you have the chance to resolve them with the right resources and guidance.

Use our free email template to welcome your new employee.

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When you should consider hiring seasonal employees

Seasonal employees are valuable team members, especially if:

• Your company doesn’t operate throughout the year (e.g. a summer resort)
• You need to increase your workforce at peak periods (e.g. Christmas holidays)
• You have temporary business needs (e.g. due to a short-term, challenging project)

The fact that you’re hiring employees for a fixed period of time, and not permanently, doesn’t mean you should rush the recruiting process. On the contrary, given that you have limited time for training and onboarding, make sure to hire people who can best manage job duties. Prepare and ask targeted interview questions to gauge candidates’ skills and make objective hiring decisions.

Here are some examples of interview questions that will help you assess whether candidates are qualified for your seasonal positions:

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How to interview an intern

Internship programs help companies connect with recent graduates who fill short-term business needs. After you decide to bring an intern on board, make sure to check your local labor laws about compensation and working hours.

You can post your job ads on sites like Internships.com and WayUp as well as college careers pages and social networks. It’s best to offer five or six-month internships, instead of one or two-month-long stints, so that interns have enough time to onboard and get used to their new duties.

When you prepare questions for interviewing interns, make sure you know the role requirements and job duties in-depth. Feel free to alter the questions to focus on specific skills and qualifications based on your need.

Don’t miss our complete guide on how to recruit and hire interns

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Why you should evaluate candidates’ confidentiality skills

Confidentiality in the workplace means keeping sensitive business and personnel matters private (e.g. medical histories, competitive data and salary information.) Good confidentiality skills are important for:

• HR professionals who handle sensitive data, from candidates’ resumes to employees’ contracts.
• Finance staff who manage compensation packages.
• Legal staff who compose and maintain classified documents and agreements.
• IT staff who store digital files and manage internal communications and data privacy.
• Senior managers who participate in strategic decisions and have access to sensitive corporate and employee information.
• Executive assistants who organize managers’ schedules and take minutes during important meetings.

Here are some questions to ask during interviews to identify trustworthy potential hires:

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Though you likely won’t choose your next hires based on how they answer these questions, they’re a good starting point for job interviews and they help make a positive first impression.

Here are some questions you can ask candidates at the beginning of interviews:

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What is an intake meeting?

Recruiters hold intake meetings with hiring managers during the initial phase of a recruiting process. During these meetings, recruiters and hiring managers clarify the job title and job duties, set candidate qualification criteria and agree on the hiring stages (e.g. screening calls, assessments tests, etc.)

Intake meetings are useful because they help recruiters:

• Reduce miscommunication and back-and-forth emails
• Clearly establish a position’s requirements
• Engage hiring managers in the recruiting process
• Maintain good working relationships with hiring managers

How to prepare for an intake meeting with hiring managers

The hiring process begins long before recruiters start screening resumes or interviewing candidates. For successful intake meetings with hiring managers:

• Conduct external and internal research. Before meeting with hiring managers, save time by researching:
  • Salary benchmark data for this position
  • Typical skills and qualifications required for the role
  • Sources of previous hires (if you’ve recruited employees for this or a similar role)
• Set a timeframe. Forecast how much time you’ll need for each hiring stage based on recruiting metrics like:
  • Yield ratios
  • Time-to-hire
  • Time-to-fill
• Gather basic information about the open role. Before meeting with the hiring manager, learn:
  • The recruitment budget for this position (contact your finance team, if necessary)
  • The reason for this job opening (if it’s a replacement or a new role)
  • The employment duration (e.g. long-term or short-term position)

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What you should know before hiring part-time employees

Part-time employment usually refers to working less than 40 hours per week. Consider hiring part-time employees to:

• Address seasonal needs and peak demand (e.g. holiday season in retail)
• Determine whether an employee is a good fit before offering full-time employment
• Cover various shifts throughout the day
• Get help for specific projects

To attract the right candidates, make sure to clearly advertise that you’re looking for part-time employees. You could also include knockout questions, either on your job application forms or during screening calls, to avoid dealbreakers later in the hiring process.

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Why ask about candidates’ career goals in interviews

Interview questions about candidates’ career goals help you:

• Make better hiring decisions. It’s best to select candidates whose long-term goals match your business objectives.
• Increase job offer acceptance rates. Candidates want to work at companies that are interested in their long-term goals and invest in their development.
• Build complete candidate profiles. Get to know candidates better by gathering information about their aspirations, motives and training needs.
• Create a talent acquisition strategy. Identify candidates who’d be a potential fit for other roles within your company, currently or in the future.

In most cases, candidates won’t describe career goals that are unrelated to the role you’re hiring for. Ask targeted interview questions to learn about their goals and how they plan to achieve them.

Job-related goals could be about:

• Covering knowledge or experience gaps
  • Example: “As I’m kickstarting my career in web design, I’d like to gain more experience, work on X software and eventually take on challenging projects.”
• Learning about new disciplines
  • Example: “Being in sales, I think that learning more about marketing techniques and psychology will help me better understand consumer behavior.”
• Acquiring skills
  • Example: “I want to master my public-speaking skills as I see myself becoming a company representative during events.”
• Building a career path
  • Example: “In the next five years, I want to expand my knowledge of Swift and build mobile apps as part of a team.”

Here’s how to ask about candidates’ professional goals:

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Why you should conduct an exit interview

Taking the time to talk to a departing employee can be beneficial for your company. Conduct exit interviews to:

• Find out how employees perceive company culture and whether they feel valued and respected by peers and managers.
• Discover ways to improve performance appraisals and employee relations.
• Find out what training and development opportunities employees want.
• Gather benchmark data around compensation packages (e.g. if an employee leaves due to a better offer or more attractive benefits.)
• Learn what would motivate employees to stay with your company.
• Boost your employer brand by showing that you care about current and former employees’ opinions.
• Unearth problems that employees didn’t feel comfortable talking about before leaving (e.g. micro-management, victimization, retaliation, lack of direction.)

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Why you should include questions on job application forms

Application form questions help you better pre-screen job applicants and create more complete candidate profiles. Use them to:

• Narrow down your applicant pool based on skills and experience related to the role.
• Identify dealbreakers (through knockout questions) so you qualify candidates who match the role.
• Connect with truly qualified candidates who can provide you samples of work or explain how their experience relates to the role.

Questions generally follow these formats: yes-or-no; open-ended; multiple choice; and upload questions (e.g. uploading a work sample.) Avoid asking illegal interview questions on application forms or anytime within your hiring process.

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How to close interviews with candidates

Job interviews help you evaluate candidates’ skills and describe your open roles. But, before walking candidates out, make sure you:

• Clarify and resolve issues you might haven’t previously discussed (e.g. salary requirements)
• Understand whether candidates have a good sense of the job’s requirements
• Gauge candidates’ interest in the role and the company

Also, give candidates enough time to ask their own questions. Remember to thank candidates for their time and let them know of next steps (e.g. when to expect hearing back from you.)

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For similar roles, check our Recruiter and Executive Recruiter interview questions.

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How to interview entry-level candidates

Interviews with junior candidates and recent graduates are challenging, as their lack of professional experience can make it hard to gauge their skills. But, targeted entry-level interview questions can help you assess their abilities.

When interviewing entry-level candidates, evaluate their:

• Communication skills: how they present themselves and their goals.
• Time-management skills: how they managed deadlines in the past (e.g. during college or internships.)
• Problem-solving skills: how they approach job-related challenges (by using hypothetical scenarios or simulation activities.)

Here are some sample questions to ask entry-level candidates during interviews:

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Why assess presentation skills in interviews

Good presentation skills are essential in various positions. They’re particularly important for:

• Salespeople, who sell a company’s products and services to prospective clients.
• HR Professionals, who represent their company to potential and current employees.
• Trainers, who prepare and deliver educational materials in classes and seminars.
• Marketers, who interact and network with industry professionals.

Senior-level employees should also have solid presentation skills, as they often need to present their ideas (e.g. to investors, executives) or announce goals and results to their teams.

The following sample presentation skills interview questions will help you evaluate candidates’ abilities:

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Why ask candidates prioritization interview questions

The ability to prioritize tasks is an essential skill in all roles. Employees with good prioritization skills are able to:

• Meet deadlines
• Manage their workload effectively
• Use their time wisely and avoid distractions
• Adapt to changes and re-evaluate their priorities
• Control their stress when dealing with multiple tasks
• Deal with the most important projects first and put secondary tasks aside

Here are some sample interview questions to evaluate candidates’ prioritization skills:

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Why ask strategic-thinking interview questions

Strategic-thinking in the workplace is the ability to make business decisions by analyzing current and future scenarios. Strategic thinkers translate a company’s vision into doable actions.

Companies hire employees with a strategic mindset to help achieve long-term business goals. Strategic thinkers:

• Set long-term objectives
• Proactively identify and address potential risks
• Use resources efficiently
• Develop action plans in the face of obstacles
• Successfully deal with competition

Here are some sample strategic-thinking interview questions to ask candidates during interviews:

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Why test candidates’ adaptability skills in interviews

Companies often need to change to meet new demands. Good companies have employees who swiftly adapt to industry, market and technology changes.

Employees with the skills to adapt to change ultimately help companies grow. These employees:

• Stay calm under pressure
• Try out new tools and techniques to improve their work
• Quickly come up with solutions, when problems arise
• Accept new team members and working styles

The following questions will help you evaluate how candidates:

• Deal with unpredictable conditions (e.g. when a team member quits)
• Adjust to changing circumstances (e.g. when clients modify their requirements)
• Help their coworkers embrace change (e.g. when they have to comply with a new company policy)
• Take on new tasks (e.g. when their job requirements increase)

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Why ask values-based interview questions

In business, core values reflect a company’s mission and long-term objectives. They’re not just theoretical beliefs. A company’s values define:

• How employees collaborate
  • For example, a company that values innovation will encourage brainstorming sessions and creative ideas from all employees.
• What kinds of investments the company will make
  • For example, a company that prioritizes customer service will invest in CRM software and training programs for salespeople.
• What types of people the company wants to hire and retain
  • For example, a company that focuses on collaboration will recruit good team players and organize team-building activities to keep them engaged.

During your hiring process, values-based interview questions will help you understand:

• Whether candidates’ priorities align with your goals
• What candidates prioritize in the workplace
• What drives their behaviors at work

Here are some examples of common corporate values at work:

• Integrity: Acting with honesty and professionalism, and respecting company policies.
• Collaboration: Working with colleagues and teams to meet joint goals.
• Accountability: Taking responsibility for actions and decisions both in team and individual projects.
• Social responsibility: Integrating social and environmental solutions to business operations.
• Innovation: Implementing new ideas to improve the business.
• Customer orientation: Maximizing and maintaining customer satisfaction.

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Why ask candidates cultural fit interview questions

Your culture is a reflection of your company’s values and mission. It shapes your employees’ way of working. There’s no right or wrong company culture. But hiring employees who fit well with yours increases your chances of achieving business goals and helps you foster an engaging work environment. It will also improve your retention rates.

There’s a catch, though. Cultural fit doesn’t mean hiring people you like or being discriminatory. Hiring for culture fit means recruiting people who will thrive in your environment.

Before you start interviewing candidates, define your company’s values and long-term objectives. Then evaluate whether candidates share the same values as you. Use your questions to identify toxic behaviors in potential hires before you make a hiring decision.

Here are some sample cultural fit interview questions you can ask candidates during your hiring process:

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Why you should test candidates’ analytical skills

Analytical skills refer to the ability to gather data, break down a problem, weigh pros and cons and reach logical decisions. Employees who have these skills help companies overcome challenges, or spot issues before they become problems.

Every position requires analytical skills. For some roles (e.g. Investment Banker), methodical thinking is key, while for others (e.g. Marketing Strategist) brainstorming abilities are more relevant. Regardless of how they approach problems, employees with sharp analytical skills are able to confidently connect the dots and come up with solutions.

The following analytical interview questions will help you assess how candidates:

• Gather data from various sources
• Use a critical thinking to evaluate information
• Communicate the findings of their research to team members
• Make judgments that help businesses

Combine these questions with problem-solving and competency-based interview questions to gauge how candidates address complex situations that are likely to occur on the job.

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Why test candidates’ communication skills in interviews

Clear communication is key to a healthy and productive workplace. Its benefits are manifold. Consider how:

• One concise email helps avoid back-and-forth messages
• A well-written policy ensures all employees understand company values and procedures
• Informative and engaging presentations help team members understand problems and solutions

Employees, regardless their position or seniority level, interact with their coworkers, managers, clients or external partners on a daily basis. This is why “good communication skills” is a common requirement within job ads.

With good communication skills:

• Senior-level employees make tough decisions, handling difficult discussions with grace
• Salespeople strike a friendly and empathetic tone when contacting unhappy clients (via phone or in-person)
• Social Media Managers exude their company brand when writing for their followers online

Interviews allow you to evaluate how candidates communicate. You can also use interviews to get an idea of how candidates collaborate on teams and whether they clearly convey and listen to messages.

Here are some sample interview questions to help you identify good communicators:

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Why ask candidates change management interview questions

Change is inevitable in business. New product launches, competition and employees bring shifts in business strategies and leadership. Employees who manage change with grace will adapt to new circumstances while remaining productive.

For senior-level employees and managers, it’s crucial not only to adjust to change, but also to:

Recognize the need for change

• For example: “We need to evaluate employee performance regularly to increase our productivity.”

Prepare action plans that include doable and measurable tasks

• For example: “We will train managers to conduct weekly 1:1 meetings, gather employee feedback and evaluate the process at the end of the quarter.”

Manage resistance

• For example, “We will convince reluctant managers to implement regular performance appraisals by presenting the advantages of frequent meetings.”

Implement corrective actions and improvements when required

• For example, “We will implement monthly team meetings in addition to weekly individual meetings, to foster better communication in our department.”

The following change management interview questions will help you identify candidates who will navigate change in both day-to-day operations and large-scale projects.

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Why ask candidates stress management interview questions

Most jobs have stressful aspects, like reaching a quarterly goal, presenting an idea to managers or meeting a tight deadline. Employees with good stress management skills perform better because they:

• Reach objective decisions
• Keep those around them calm
• Come up with solutions in trying times

Employees who can’t manage stressful situations struggle to complete their duties, even if they possess the required skills and knowledge for the job. Some positions (like managerial roles) face more pressure than others. That’s why it’s important to identify candidates who can handle stress while remaining productive.

Here are some sample stress management interview questions to ask candidates:

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What to ask executive candidates

When interviewing candidates for executive-level and C-suite roles, look for the following traits:

Strategic vision

Executives participate in the decision-making process of the company and are responsible for driving growth. Ask questions that reveal whether candidates understand your company’s needs and are able to help you achieve your long-term objectives.

Leadership ability

Employees in executive roles need to manage and motivate their team members effectively. Look for people who make tough decisions confidently, have strong problem-solving skills and lead by example.

Goal-oriented approach

Executives are held accountable for their team’s results. Use questions to identify professionals with a track record of success. That could include, for example, consistently meeting sales quotas, launching successful products or implementing profitable advertising campaigns.

Here are sample interview questions for executives you can ask during your hiring process:

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Make sure that you are interviewing the best payroll managers. Sign up for Workable’s 15-day free trial to hire better, faster.

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What to ask candidates in a Skype interview

Skype is an effective interviewing tool for recruiters and candidates, especially during initial hiring stages. Skype interviews help recruiters:

• Evaluate verbal communication skills
• Screen for deal-breakers, like salary and availability
• Clarify details of resumes
• Test role-required speaking skills (e.g. abilities to speak foreign languages, help customers solve problems or deliver sales pitches)
• Interview candidates in remote locations
• Organize interviews for distributed teams

During Skype or video interviews, introduce yourself to break the ice. Then, share some information about the job (e.g. work schedule, key tasks and benefits) to gauge candidates’ interest. Use this call to decide whether to move the candidate to the next phase.

For distributed teams, Skype calls are useful for second and even third-round interviews. In this case, treat the Skype interview as an in-person one. Delve deeper with your candidates by asking them behavioral and situational questions.

Here are some sample interview questions to ask candidates during a Skype interview:

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Why conduct a group interview

Group interviews are time-saving as they allow you to simultaneously evaluate multiple candidates as part of the interview process. They’re also helpful because they let you test candidates for their teamwork, communication and stress management skills.

Consider conducting a group interview when you:

• are hiring for roles where interaction and collaboration are important
• are screening equally qualified candidates
• are looking for more than one candidates to fill similar positions
• want to cover seasonal hiring needs on a tight deadline

During individual interviews, you assess candidates’ answers. But, in group interviews, you have also the chance to test how candidates react to other participants’ answers and how they behave in a team environment. You can identify candidates who:

• are good listeners
• use their persuasive skills effectively
• stand out from the rest with their positive personality

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What to ask candidates in a third-round interview

Before you reach a hiring decision, you screen and evaluate candidates through several interview rounds. Though the hiring process isn’t the same at each company and for every role, there are some basic guidelines:

• Phone screening interviews are useful as the first contact with job applicants to determine whether they possess the must-have skills for the position.
• Second-round interviews delve deeper into candidates’ skills and test how they’d manage work-related scenarios.
• Third-round interviews evaluate whether candidates would be a good fit not only for the specific role but the entire organization.

For the third-round interview, use a combination of competency-based and situational interview questions to gauge how candidates handle complex situations. Identify candidates who:

• Take creative approaches
• Think proactively
• Are motivated
• Are holistic thinkers

If this is the final round of your hiring process, include questions that reveal candidates’ career goals. It’s best to opt for potential hires who share the same values with your company and are more likely to stick with you in the long-run.

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You can also source SEO professionals using Boolean Search cheatsheets.

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How to conduct a final interview

A successful hiring decision requires a few stages: resume screening, two or more interview rounds and, in some cases, skills-based assessments. Invite qualified candidates to a final interview to identify the best fit for your organization before you make your job offer.

For the final round interview, a shortlist of two or three candidates will usually meet with the CEO. To reach an objective decision, consider getting together a group of interviewers, including the hiring manager, the team leader and the CEO, if they were not involved in previous rounds. When you’re inviting candidates, clarify that this is the final round and let them know who they’ll meet. Prepare final interview questions that can address the last questions anyone from your team may have.

Final interviews help identify long-term partners: people who understand and share your company values. Candidates who have reached this part of hiring process are already qualified for the job. Turn your focus to potential hires who will not only “get the job done,” but will provide fresh ideas, be great team players and eventually contribute to your company success.

After the candidate you chose accepts your job offer, spend some time reaching out to rejected candidate(s) via email or phone.

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Why test candidates’ critical-thinking skills

Critical-thinking skills allow people to evaluate situations through reasoning to reach logical decisions. Companies benefit from employees who think critically (as opposed to mechanically performing tasks) because these individuals use an independent mindset to seek ways to improve processes.

Critical thinkers are great assets in all teams and roles. They are:

• Responsible. You can count on them to make tough decisions.
• Consistent. They’re top performers who check their facts before acting.
• Unbiased. They keep their emotions in check to reach sound decisions.
• Creative. They suggest out-of-the-box solutions.

Challenge candidates with complex critical thinking questions to reveal their skills. But, present them with realistic problems related to the job. Brainteasers (e.g. some Google-type questions) are off-putting for candidates who already feel the pressure of the interview process. Questions like “How many haircuts happen in America every year?” are very popular online, but may not reveal much about their skills. Asking something like “How would you explain cloud computing to a 6-year-old?” will more accurately show you a candidate’s way of thinking.

Keep your challenging interview questions as job-related as possible. Sometimes it’s not important to assess whether the answer is right or wrong. Puzzling questions are your opportunity to evaluate how candidates react outside their comfort zone.

These critical-thinking interview question examples will help you identify candidates with high potential for future leadership positions. Combine them with various behavioral interview question types (like problem-solving and competency-based questions) to create complete candidate profiles and make better hiring decisions.

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Why ask personality interview questions

Soft skills are not obvious on paper. Knowledge and experience are important in the hiring process, but screening for the right personality traits helps you ensure potential hires perform well under stressful circumstances and collaborate with their coworkers.

Personality interview questions reveal:

• Openness to criticism
• Flexibility
• Team spirit
• Aspirations
• Work ethics

Ask personality questions during your interviews to compare candidates with similar hard skills and select the ones who better fit your culture. You can also use these questions to identify creative potential hires.

Keep in mind that there are some personality tests designed to categorize people, but using these kinds of tests in your recruitment process could actually mislead your hiring decisions. They usually include generic questions that result in equally generic answers (e.g. “On a scale of 1 to 5, how well do you perform under stress?”) Candidates don’t get the chance to justify their choices, thus recruiters can’t evaluate their honesty or ask further clarifications. Ask candidates for real-life examples to understand if and how they use these qualities on the job

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How to conduct a Technical interview

Technical interviews can be tricky, as they require specialized knowledge (e.g. of the software development process) and familiarity with related terminology. Prepare yourself before inviting candidates to an interview. Recruiters who are hiring developers and engineers should:

• Coordinate with the hiring team to identify basic technical skills candidates should have.
• Create interview questions that test whether candidates possess must-have skills required for the position.
• Ask hiring managers what to expect from candidates’ answers.
• Include a written assignment that tests candidates’ coding skills.

During the interview process, look for how candidates apply their theoretical knowledge on the job. Scrutinize examples from their resumes and ask for clarifications. Here are resume-based questions to consider:

• What was the project?
• Who did you work with?
• What did you develop?
• What was the outcome?

It’s also important to cater your interview questions to the seniority level of each position. For entry-level positions, focus on identifying strong and weak points and potential training needs. For senior-level positions, ask candidates how much experience they have with specific tools and languages that you use.

Tech recruiters are usually familiar with Programming interview questions. However, hiring managers should ask the most complex questions, because they have better insights into their team’s goals and way of working. Hiring managers can also discuss candidates’ written assignments with them, provide feedback and ask follow-up questions.

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Why ask candidates leadership interview questions

When you’re hiring for a senior level position (e.g. team leaders), look for soft skills in candidates that may reflect their leadership styles. These can include:

• Motivation: How they use feedback and acknowledgment to inspire productivity
• Delegation: How they identify employees’ strengths and weaknesses to assign duties
• Communication: How they encourage team members to express concerns and ideas
• Integrity: How they handle confidential information, manage work relationships and follow company policies to set a good example for their team

Good leaders add value to the company by fostering a collaborative environment and welcoming new ideas. Leadership interview questions help recruiters get greater insight into a candidate’s way of working. Use job-related examples to understand how candidates:

• manage (or collaborate in) a team to achieve goals
• motivate their subordinates/co-workers
• approach challenges and conflicts in a team
• reach decisions

These interview questions can also reveal the leadership potential of candidates, even if they’re interviewing for entry-level roles. Employees with leadership skills and experience tend to show commitment to their job and overcome obstacles in a timely manner.

These sample leadership interview questions will help you identify if your candidates have what it takes to be a good leader.

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What to ask candidates

Managers play a strategic role in a company’s performance and growth. Their responsibilities include:

• Setting and tracking goals
• Increasing team productivity
• Training and motivating subordinates
• Taking part in business development planning

When hiring for management positions, look for experienced candidates. These are individuals who have a deep understanding of your industry and business objectives. Use role-specific interview questions to test their knowledge. Also, interview for soft skills and traits essential for all senior level roles. Those include:

• Leadership skills
• Problem-solving attitude
• Motivational personality
• Results-driven

Managers need to report results and suggest improvements. Focus on candidates who can take accountability for their actions and possess strong decision-making skills. Managers juggle different tasks on a daily basis and coordinate with people from other departments (and/or customers.)

Gear your questions toward identifying candidates who enjoy variety in their work and can handle challenging duties. They should also demonstrate high professionalism, as they set the example for their team members.

Here are some examples of interview questions for managers:

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What is the purpose of situational interview questions?

Situational interview questions ask candidates to describe how they would react and address work-related scenarios. Unlike behavioral interview questions, recruiters and hiring managers choose hypothetical situations that don’t rely on candidates’ past experiences.

When asking situational questions for interviews, your goal is to find how candidates would handle a problem that is likely to arise in your company. Some skills that you could assess using situational questions are:

• Interpersonal and collaborations skills (e.g. how do candidates handle conflict and manage difficult relationships with coworkers, managers and clients)
• Decision-making skills (e.g, how do candidates approach important strategic choices?)
• Problem-solving skills (e.g. can candidates come up with an effective/creative solution to a problem related to the role?)
• Organizational skills (e.g. how do candidates prioritize their work and respond when stressed?)
• Managerial skills (e.g, how do candidates balance the work of their direct reports and set achievable targets?)

Ask situational, or scenario, job interview questions to identify candidates with skills that match your requirements. Situational interview questions work particularly well for sales, manager and customer service roles. Most candidates claim on their resumes that they have a specific skillset. With situational questions, you have the chance to see how they use these skills to solve work-related problems.

You will also find this type of ‘what would you do’ interview question helpful to compare candidates and select those who match your company culture. Not all people think and react in the same way. You should look for candidates who show professionalism, share your company’s values and have fresh ideas that will contribute to your team.

Here are some sample situational interview questions you can ask candidates during your hiring process:

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Why use competency-based interview questions

Competency-based interview questions challenge candidates to draw from real-life examples to explain how they use their competencies on the job. This technique can help interviewers better evaluate candidates’ skills.

A competency-based interview tests candidates for specific skills like:

• Leadership
• Teamwork
• Communication
• Adaptability
• Risk-taking

With competency-based interview questions, the hiring team goes beyond candidate qualifications. Recruiters and hiring managers gauge a candidate’s way of thinking and their approach to role-specific problems. Depending on the role, candidates with creative solutions could stand out from candidates with similar skills. For entry-level positions, these questions can help identify candidates with a desire to learn, even if they lack experience.

Competency-based interview techniques help set hiring criteria to avoid bias. Different interviewers (e.g. recruiter, hiring manager and CEO) can identify strong and weak points for each candidate, prioritize the most important criteria and make an objective decision. Here’s a list of competency-based interview questions to consider as part of a structured interview process:

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Why test candidates for emotional intelligence

High levels of Emotional Intelligence or Emotional Quotient (EQ) play an important role in employee performance. EQ interview questions give recruiters and hiring managers a deeper understanding of a candidate’s ability to:

• be aware of their own and other people’s emotions
• recognize and regulate their behavior
• and manage their emotions to adapt to different environments.

These qualities are an important decision factor in a successful hire, because employees with high emotional and social intelligence:

• collaborate effectively with their teammates
• embrace open communication
• and adapt well to change.

Recruiters and hiring managers should measure emotional intelligence by asking specific questions that are relevant to the role they’re hiring for. For example, an emotionally intelligent salesperson is able to manage their frustration when listening to clients’ complaints. Similarly, a developer with a high EQ doesn’t get upset when their colleagues find bugs in their code during code reviews – instead, they accept their colleagues’ feedback and refocus on their work.

Certain emotional qualities are essential for all team members, regardless of their role. Emotionally intelligent employees have a natural empathy for other people’s feelings, which makes them thrive in a team environment. They build trusting relationships and effectively communicate with coworkers and customers. They’re also aware of their own strengths and weaknesses, which means they’re usually more open to receiving feedback than employees with lower levels of social intelligence or emotional awareness.

Consider adding an emotional intelligence assessment to your hiring process by asking some of these questions during your first or second-stage interview round:

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Consider using this warehouse manager job description to attract the strongest candidate through your careers page and job boards.

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