The job interview is the moment when you put the person and the resume together. It's almost impossible to get a clear picture of anyone when all you have is printed words on paper. The interview is so vital and effective that it's been the primary method of vetting candidates for hundreds of years.
But deciding on which questions to ask is not always easy. The task so daunts some employers that they try to wing it. This isn't the best method because your responses won't be uniform. If the interviewer is having a bad day, they might not ask the best questions and cause the candidate to be seen in a different light. This isn't fair and could cause you to miss a good hire.
Knowing what NOT to ask is essential too. There are a lot of laws about candidate vetting that are aggressively enforced if reported. It's against the law to consider any protected class information in the hiring process. Be sure to avoid the following topics in your interviews: age, race, nationality, sexual orientation, marital status, pregnancy status, disability, and religious affiliation.
A good question should accomplish a few things. Firstly, it should help you determine if the candidate has the necessary skills for the job. Secondly, it should give you insight into the candidate's work ethic and attitude. Finally, it should help you gauge whether or not the candidate would be a good fit for your company's culture.
Asking the right questions can be difficult, but it's worth figuring out which ones work best for you and your company.
- Do your research. Learning as much as possible about a potential hire is essential before meeting them in person. Read their resume and cover letter multiple times. Look for any discrepancies between the two documents. Research their work history and education. Check if there are any negative reviews online. The more you know about a candidate, the better you'll be at asking them tough questions during an interview.
- Ask open-ended questions. Open-ended questions are those that can't be answered with a simple "yes" or "no" response. They force the interviewee to think critically and provide detailed answers. An example of an open-ended question is, "What made you decide to apply for this job?" Asking open-ended questions will help you better understand the candidate and whether they are a good fit for your company culture.
- Avoid yes, or no questions. Asking yes or no questions during an interview can make getting helpful information from candidates challenging. For instance, if you ask a candidate, "Do you have experience with customer service?" they might answer "yes," even if they only have one month of part-time experience working in customer service at a retail store. It would be more beneficial to ask follow-up questions such as, "Tell me about a time when you had to deal with an unhappy customer?" Yes or no questions can make candidates feel like they're being interrogated rather than engaged in a conversation.
- Make sure your questions are relevant. There's no point in asking irrelevant questions during an interview because they won't tell you anything useful about the candidate. For example, if you're hiring for an accounting position, there's no need to ask the candidate what their favorite color is. Stick to asking questions that will help you assess the candidate's qualifications, work history, and personality.
- Be prepared to answer tough questions yourself. Candidates will likely have questions, so you must be prepared with thoughtful answers.
Some common tough questions candidates might ask include:
- Why did you choose this company?
- What are some of the company's biggest challenges?
- Where do you see the company in 5 years? -What are some of your challenges?
Essential Interview Questions
Rate each answer as you hear it, not from memory afterwards. Use the same scale for every candidate so the notes stay comparable.
Best Job · Candidate Scorecard
Score every candidate against the same six criteria, so two interviewers reach comparable conclusions instead of competing impressions.
Background
Qualifications or training the position actually needs.
Experience
Skills built through comparable work.
Problem Solving
Works a problem through rather than guessing.
Communication
Explains clearly to colleagues and customers.
Team Fit
Would strengthen the team you already have.
Trajectory
A step forward, not sideways, in their career.
Take this scorecard into the interview
Download the fillable PDF, or have it emailed to you with all 0 questions attached.
Hopefully, these tips will help make your next job interview go more smoothly! Remember to do your research ahead of time, focus on asking open-ended and relevant questions, avoid yes/no questions, and be prepared for tough questions yourself! With a little preparation, you'll be on your way to finding the perfect candidate in no time. Good luck!
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Frequently Asked Questions
How many interview questions should I ask?
Plan for 5–7 core questions in a 45–60 minute interview. This allows time for follow-up questions and gives candidates space to provide detailed examples.
What are red flags during an interview?
Watch for vague answers, lack of specific examples, blame-shifting, or inability to explain their role in past results.
How do I evaluate interview answers objectively?
Use a consistent scoring rubric for each question and focus on measurable examples and demonstrated skills.
Do structured interviews improve hiring results?
Yes. Structured interviews increase consistency, reduce bias, and make it easier to compare candidates fairly.
How do I assess technical skills without a hands-on test?
Ask candidates to walk through their diagnostic process for common problems, explain how they use specific tools, and describe recent challenging repairs they completed successfully.