16 of the Best Job Interview Questions to Ask Candidates( And What to Seem for in Their Answer)

How luck are you and why? How many times heavier than a mouse is an elephant? How many square feet of pizza are ingested in the United States each year?

Hiring directors have heard about use these “creative” questions to identify the best candidates. Fortunately for intelligent and qualified candidates everywhere, analyses have found that the brainteaser interview topics made famous by Silicon Valley and Wall Street are just as silly as they sound.( In fact, Google started to phase out brainteasers from its interviews several years ago .)

But when you’re interviewing people to join your team, you have to get creative. After all, there’s merely so much topics like “What’s your biggest weakness? ” and “Are you a team player? ” reveal about who your nominees genuinely are.

To help give you some notions for the next time you’re screening nominees, here are some of the best job interview questions to ask with the answers you should expect.

16 of the Best Interview Questions& Answers to Use in Your Next Job Interview

1) “Tell me about a time you set difficult aims. What did you do to achieve them? Stroll me through the process and purpose.”

If you’re looking for a candidate who is goal-oriented and results-driven — as most hire directors are — then this question will assist you gauge whether they’ll be able to handle the audacious objectives you have in store for them. A great answer shows they understand what difficult goals are, and they set a lot of attempt into attaining their goals while maintaining a high standard of run quality.

2) “Pitch[ name of your company] to me as if I were buying your product/ service.”

This is a unique and more challenging approach to the generic “What does our company do? ” question. It forces candidates to drum up the research they’ve done to prepare for the interview, and also to craft a compelling message on the fly.

This will come more naturally to some nominees than others — for example, someone interviewing for a sales or marketing posture might find it easier than person interviewing for a more internal-facing role — and that’s okay. You aren’t necessarily assessing their delivery. But it’ll be interesting to see how each candidate supposes through and dedicates their answer.

3) “Tell me about the relationships you’ve had with the people you’ve worked with. How would you describe the best ones? The worst? “

Each team is different, so this question helps you tease out whether the candidate would be happy, productive, and well liked on your team. Their answer will tell you how they interact with others — and which kinds of interactions they want to happen.

Many candidates are hesitant to bad-mouth their coworkers and bosses, so it will also be interesting for you to hear how they navigate a question about their worst working relationships.

4) “What single project or undertaking would you consider your most significant career accomplishment to date?

Lou Adler, writer of The Essential Guide for Hiring& Getting Hired and Hire With Your Head, spent ten years searching for the single, best interview question that will disclose whether to hire or not hire successful candidates — and this was the one. Candidates’ answers will tell you about their prior success and sense of ownership. A great answer will show they are confident in their work and professional choices while being humble and dedicating credit to others.

5) “What have you done professionally that you succeeded at, but isn’t its own experience you’d want to repeat? “

A candidate’s answer to this question will give you an idea of how they viewed work they weren’t very happy with, which is bound to happen to everyone in every task at one point or another. HubSpot’s VP of Global Customer Support Michael Redbord tells candidates’ answers generally fall into a few categories 😛 TAGEND Something menial( e.g. envelope-stuffing ). Pay attention to whether they understand the value of this getting done for the business, or whether they just think they’re too good for a task like that. Something really hard. Why was it hard? Was it because it was poorly planned, poorly executed, or something else? Where do they set the blame on it being such an unpleasant experience? Something team-related. Follow up with questions about the team, what their role on the team was, and so on.

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