Interview Questions For Hiring

Some of today’s hiring managers rely on unconventional questions to identify talent. Google’s famous interview questions have inspired a generation of interviewers who try to outsmart and confuse candidates with complex brainteasers.

This style of interviewing is going out of fashion though, but it still pays to be a little creative when speaking to applicants, as you need to dig deep and ask interview questions to determine skill, cultural fit and intelligence. With this in mind, we’ve put together a collection of the top interview questions that will show you whether any candidate is a fit for you.

1. How Did You Hear About The Job?

While seemingly innocuous, this question serves an important purpose. You need to know whether the messaging your company is investing in is resonating with the right candidates. Make a note of the answers to see whether specific trends emerge.

2. Do You Know What Our Company Does?

This is simple but effective; it shows you how much research a candidate has done.

In an ideal world, you just want to hire candidates that are genuinely excited about a job at your company, not just a job in general. The goal is simply to find out if a candidate has put a little time in on your website and looked through online materials.

3. Why Did You Apply For This Role?

We all need to pay the bills, but it’s important to check that this is not the sole motivation for a candidate. They’re likely to be a more productive and happy employee if they identify with your company in some way.

4. What is the Best Job You’ve Had Before This One?

This gives you the opportunity to compare their likes with what your job entails and how your company operates. You can compare your company culture by having them outline the responsibilities they enjoyed, or what their colleagues were like.

5. Explain a Time When You Missed a Deadline or Made a Mistake?

This question can measure two things: is the candidate willing to be honest and vulnerable? Do they view failure as a learning curve or shift blame? You can also discover if the task was their responsibility, if they were part of a team, and how the problem was resolved.

6. What’s Your Definition of Hard Work?

Some companies move at very different paces. Projects that might be allocated a week at a large corporate might be expected in a few days time at a fast growing start-up. This question is a great way of telling you whether a candidate can keep pace with your team and fit in with your company’s culture.

7. Explain Something That Is Complicated, But You Know Well

This is one of the best tests of intelligence far more effective than a college education or test score and a great way to gauge passion. The “something” in question doesn’t have to be anything to do with the job. The key thing to focus on is the way that the candidate breaks down a complex idea and the way that they articulate it to someone they know doesn’t understand it.

8. If You Had 1,000 Unread Emails, But Could Only Answer 50 of Them, Which Ones Would You Answer?

Despite the subject matter though, this question isn’t about email. The point of this question is to demonstrate how candidates approach work and how they prioritize tasks. You want to understand their process for attacking a project that, on the face of it, seems difficult to deal with.

9. Who is the Smartest Person You Know? Why?

This is a great way to see what a candidate values and aspires to. By forcing them to think of someone that they know personally, you avoid a stream of people praising Steve Jobs and telling you how much they aspire to be like him. There are no perfect answers here, but the best should focus on a specific characteristic, candidates might praise a friend’s desire for learning or networking ability.

10. Do You Have Any Questions?

The classic way to finish the interview, this question is important for a number of reasons. It gives the candidate a chance to follow up on any talking points from the interview, it lets them dig into issues that you haven’t covered in enough detail no interviewer can explain everything and it shows you how much research a candidate has done about your company.

Although a candidate might give you an unexpected response, their attitude could be a breath of fresh air that adds value to your company. The world around us is continually evolving and so must your business if you want to remain competitive. Consider diversity when compiling, asking and analyzing your job fit interview questions list.

Skills Needed in Our Workforce

Every job has essential hard skills and experience necessary for the work. Even though these skills are extremely important, there are specific soft skills that organizations look for when hiring workers. Here are the soft skills that today’s top employers focus on.

Conflict Management

When gathering people with diverse backgrounds and perspectives in a high-pressure environment, conflict naturally arises. But despite its prevalence in the workplace, many leaders feel uneasy dealing with conflict.

This discomfort arises from a variety of situations, but some of the most common ones include demonstrating vulnerability, recognizing employee achievements, and delivering the company goals in a genuine way. Employers need leaders that can identify the signs and stages of conflict escalation, how to de-escalate conflict, and how to recover broken workplace relationships.

Stress Management

Stress has become an increasingly common part of the modern work experience. The sheer volume of projects, as well as the invasion of work into their personal life, often overloads employees.

Sustained high stress at work is linked to employee burnout, a state of physical, mental, and emotional exhaustion. Employees that can manage their stress, and practice good work-life balance, are more productive in the long-term than workers that can’t.

Communication Skills

Bing a good communicator is one of the skills that often define a good manager. Executives and managers are clear, concise, and honest in their verbal and written communications, but also effective listeners.

Nonverbal communication skills are also important. In business, understanding nonverbal cues are crucial to sending the right message, as well as interpreting those of others. Most aspects of nonverbal communication are often forgotten, such as body language, facial expressions, and eye contact.

Emotional Intelligence

Emotional intelligence refers to a person’s ability to be aware of, control, and express their emotions, and understand and influence the emotions of others. Emotional intelligence is a necessary ability in work environments that are high stress, have tight deadlines, and have people being moved from team to team for different projects.

It is desirable for organizations to employ people who are able to control their emotions, work together to complete projects, and be effective team members. Workers with high emotional intelligence can improve productivity, efficiency and team operations.


Storytelling is a powerful skill that can captivate an audience, hold their attention, and motivate them to action. Listening to a story activates different parts of the brain, leading us to see and feel the things the storyteller is describing.

Employees on certain teams like sales and marketing likely already know the power of a good story, but anyone can benefit from their storytelling skills. It can help employees improve their presentation skills, professional networking abilities, and internal team building.

Change Management

In the coming years, we’re expecting some major changes in the workplace: automation and AI will replace some jobs while dramatically changing others. The very nature of employment is also changing, with an increase in remote work and the prevalence of the gig economy.

Change can be overwhelming, but there are ways to help employees more effectively navigate and accept change. By having employees that can adapt quickly, learn new skills, and embrace change, organizations can grow faster and stronger.

Leadership and Persuasiveness

Leadership is not simply being the one in charge and leading a team. It is the ability to persuade other employers, including your peers. Employers need people that can work alongside other people, be able to explain to them their expert opinions and persuade them to make decisions that align with their ideas.

This is an extremely valuable trait as team members are viewed as subject matter experts in their field for the projects they are going to be working on. Team members that are persuasive leaders move from project to project, using their skills to ensure their part of the project is finished on time. Persuasive peer leadership is an admirable trait that will ensure teams are successful.

Analytical and Quantitative Skills

Quantifying information is assigning numerical values to pieces of information, and sorting that information for analysis. This is a highly desirable skill due to the amount of information that is being gathered on a daily basis.

Employers want people with the ability to think critically and analytically. They’re able to collect data on employee performance, project completion, or any number of business activities. Employees that are able to identify trends in large amounts of information are in high demand.

Strong Work Ethic

A strong work ethic is the drive to be working and do well. Finding and hiring people that possess a strong work ethic is key to the success of any employer. A strong work ethic is hard to teach, and harder to maintain if it doesn’t exist already.

Self-realization, self-reflection, and dedication to change on a person’s part can create a stronger work ethic, but employers do not have time or the inclination to help a person develop this essential skill.