Interviewing Best Practices: Asking the Right Questions to Find the Right Fit
Posted on May 7, 2025
Hiring the right people is crucial for any organization’s success. The interview process is your primary opportunity to assess not just a candidate’s skills and experience, but also their cultural fit, problem-solving abilities, and overall potential. Asking the right questions is paramount to making informed hiring decisions.
So, how do you move beyond generic inquiries and delve into what truly matters? Here are some best practices for crafting interview questions that help you find the right fit:
1. Define What “Right Fit” Means for the Role
Before you even start writing questions, clearly define the key skills, experiences, and personality traits essential for success in the specific role. Consider:
- Technical Skills: What specific knowledge and abilities are non-negotiable?
- Soft Skills: Which interpersonal skills (communication, teamwork, problem-solving) are critical?
- Cultural Fit: What values and work style align with your company culture?
- Motivation: What drives someone to excel in this type of role?
2. Move Beyond the Resume: Behavioral and Situational Questions
Resumes tell you what someone has done. Behavioral and situational questions help you understand how they’ve done it and how they might act in the future.
-
Behavioral Questions: These explore past experiences to predict future behavior. They often start with phrases like:
- “Tell me about a time when you…”
- “Describe a situation where you…”
- “Give me an example of when you…”
Example: “Tell me about a time you faced a significant challenge at work. How did you approach it, and what was the outcome?”
-
Situational Questions: These present hypothetical scenarios to assess problem-solving skills and decision-making. They often start with phrases like:
- “Imagine you were in this situation…”
- “What would you do if…”
Example: “Imagine a tight deadline is approaching, and a key team member calls in sick. How would you handle this?”
3. Probe Deeper with Follow-Up Questions
Don’t just accept the initial answer. Use follow-up questions to gain more context and understand the candidate’s thought process. Examples include:
- “Can you tell me more about that?”
- “What was your role in that situation?”
- “What did you learn from that experience?”
- “How did you feel about that outcome?”
4. Assess Cultural Fit Thoughtfully
Cultural fit isn’t about hiring people who are the same. It’s about finding individuals whose values and work style align with your company’s ethos. Questions to assess this could include:
- “What kind of work environment do you thrive in?”
- “Describe a time you worked effectively as part of a team.”
- “What are some values that are important to you in a workplace?”
Important Note: Be cautious not to let “cultural fit” lead to unconscious bias. Focus on values and work styles, not superficial similarities.
5. Understand Motivation and Career Goals
Knowing what drives a candidate and their long-term aspirations can help you determine if the role aligns with their career path. Consider asking:
- “Why are you interested in this role at our company?”
- “What are your career goals?”
- “What are you looking for in your next opportunity?”
Examples of Targeted Interview Questions:
Let’s say you’re hiring a Marketing Specialist:
- Behavioral: “Tell me about a successful marketing campaign you led or were a part of. What were your key contributions, and what made it successful?”
- Situational: “Imagine a competitor launches a very similar product with a significant marketing push. How would you advise our team to respond?”
- Cultural Fit: “How do you stay up-to-date with the latest trends in marketing?”
- Motivation: “What aspects of marketing do you find most rewarding?”
Key Takeaways:
- Be Prepared: Define the ideal candidate profile before the interview.
- Ask Open-Ended Questions: Encourage candidates to elaborate.
- Listen Actively: Pay close attention to their responses and ask follow-up questions.
- Focus on Behavior and Situations: Understand how they’ve acted and how they might act.
- Assess Cultural Alignment: Determine if their values resonate with your company.
- Understand Motivation: Learn what drives them and their career aspirations.
By implementing these best practices and focusing on asking the right questions, you can significantly improve your chances of finding candidates who are not only skilled but also the perfect fit for your team and organization.