Hiring the right candidate is one of the biggest challenges for any business. The resume may look perfect, but how do you know if the person behind the paper is a good fit for your company? Interviews are key to getting to know candidates on a deeper level, but structuring them effectively can make all the difference.
In this post, we’ll walk you through the challenges of interviewing and provide six must-ask questions that will help you uncover whether a candidate is the right fit for your role.
1. Why Interviewing Is So Challenging
It may sound surprising, but our show rate for interviews is only around 50%. Despite candidates going through the process of submitting a resume, receiving communication from recruiters, and booking an interview, many simply don’t show up. This can be frustrating, but it highlights why you need to schedule more interviews than you think you need. It’s a numbers game, and planning for no-shows helps reduce the disappointment.
On top of that, the process itself can be difficult to navigate. Asking the right questions and structuring the interview can ensure you’re making the most of the limited time you have with candidates.
2. How to Structure Your Interview
Start every interview by introducing yourself, your company, and providing a brief overview of the role. Be specific about the day-to-day responsibilities and mention things that were not included in the job description. Candidates should have already reviewed the posted job description, so this is your chance to elaborate on details they might not be aware of.
Here’s where it gets interesting—start the interview by letting candidates ask you questions. While many recommend leaving this for the end, starting with their questions gives you insight into how well-prepared they are, and what they prioritize in their job search. Plus, this ensures candidates have time to ask questions, avoiding situations where interviews run long and there’s no time for a Q&A.
Once that’s done, let them know how many questions you’ll be asking, so they can pace themselves. Based on experience, seven questions is the sweet spot. Now, let’s dive into the essential questions that will help you assess their fit.
3. The 6 Must-Ask Interview Questions
1. Scenario-Based Question: Start by creating a scenario that requires critical thinking. Here’s an example:"Your boss is supposed to fly out of France on Wednesday, but all flights are grounded due to a strike until Friday. She needs to be back in the U.S. by Thursday for an event. What would you do?"This question helps evaluate creative problem-solving and their ability to overcome unexpected obstacles. The correct answer here would be to take a train to a nearby city and find an alternate flight. Candidates who can think on their feet will be able to provide a process, even if it's not your exact solution.
2. Day-to-Day Expectations: Ask, "In your own words, what do you think your day-to-day would look like in this position?"This question reveals how much research they’ve done about the role and your company. If a candidate is serious, they will have done their homework. This also reflects their commitment and effort once they’re hired.
3. Why Did You Apply for This Position?This simple question allows candidates to open up. They can either tell you why they are genuinely excited about the role or complain about their current job. Their response gives you a glimpse into their mindset and passion for the position. If they focus on why they’re running from a bad job rather than why they’re excited about this opportunity, that’s a red flag.
4. Solving Problems Before They Escalate:“Can you give me an example of a time you solved a problem before it became a bigger issue?”This shows the type of employee they are. Do they just meet the basic job expectations, or do they go above and beyond? A weak answer would be something basic, like catching an error on a report. A strong answer involves actively solving problems and preventing bigger issues before they arise.
5. Staying Organized:Ask, "How do you stay organized?"This is a peek into their brain. A candidate who doesn’t have a task organization system is likely to miss important things and need constant reminders. You want to know if they have an established method for managing tasks and priorities. One of the most impressive answers I’ve received was when a candidate offered to screen-share their custom Asana profile, showing how they manage everything from work tasks to grocery lists. That level of organization speaks volumes.
6. What Do You Do in Your Free Time?“Tell me a little about yourself—what do you enjoy doing in your free time?”Culture fit is vital, and this question helps you gauge if someone aligns with your company’s environment. You also want to ensure they fit the role. For example, if a role requires weekend work, someone who enjoys socializing and playing sports on weekends might not be the best fit, even if they’re highly qualified. Personal interests provide insight into whether they will thrive in the position.
4. Bonus: The Psychology Behind Interview Questions
In the course materials, we provide a full list of interview questions and the psychology behind each one. For instance, scenario-based questions test problem-solving, while asking about daily tasks reveals their level of preparedness and research. Remember, interviews are a stressful environment for candidates, so it's important to keep questions straightforward and focused on relevant traits for the job.
5. Final Thoughts: Patience Is Key
Hiring is never an exact science. Even when you find a candidate who seems perfect on paper, unexpected things can happen. A candidate might excel in interviews, have great references, and seem like a culture fit—only to quit after a few days. This can be frustrating, but it’s a reminder that patience is crucial in the hiring process. By structuring interviews properly and asking the right questions, you’ll increase your chances of finding the right candidate for your team.
Hiring is hard, but the right interview questions can make it a little easier. Follow these tips, and use your interviews as an opportunity to dig deeper into who your candidates are, how they think, and whether they’ll be a long-term fit for your company.
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