How do you prepare for a job interview? Both interviewers and interviewees have strategies for showing up and making a good impression. For example, honing interview questions is beneficial for both parties because it builds confidence, brings clarity, and makes the interview more efficient. While you don’t have to learn the questions and answers by heart, you need to make yourself comfortable with what you may ask or be asked and make the most out of this interaction. So, here are the top 50 job interview questions that may take you one step closer to your dream job or ideal employee.
This is often the first question of a job interview, and it doesn’t mean the interviewer didn’t look over the candidate’s resume. The question breaks the ice and allows the candidate to pitch their work experience to make it relevant for the position they are applying for. The answer should be short, concise, and on point, giving the interviewer a glimpse into the candidate’s professional background and personality.
Interviewer’s goal: Make a first impression based on the candidate’s pitch, career journey, and personality.
Alternative questions:
Possible answer: “I’ve been writing for as long as I can remember, and it seemed obvious to make a career out of it. For the last ten years, I’ve been working in publishing, advertising, media, and content creation either as a writer, copywriter, journalist, or editor. While I enjoyed writing for various industries, I’d love the chance to work for a sustainability organization and write about something I am passionate about.”
A strong candidate for the first question of a job interview, this question establishes the interviewee’s drive, motivation, and compatibility with the company. It may seem generic, but it is actually a very revealing question. Prepare a well-researched response that shows you understand the company’s culture, the position, and the overall work environment.
Interviewer’s goal: Understand how much the company appeals to the candidate and check whether they are a good fit or not.
Alternative questions:
Possible answer: “I’ve read a lot about your latest projects and am excited to be part of them. You have a culture that aligns with my values, for instance, the environmentally friendly approach, and you provide many opportunities for people in my field of expertise. And I’ve always thought you have state-of-the-art technology. I can easily see myself building a career here.”
Although any employer wants their employees to know the company and appreciate its projects and culture, each employee must fit the role they are in. Finding a good match for a certain position is essential for the interviewer. The best candidate may not be the best fit for the currently open position. Therefore, this is one of the most common job interview questions.
Interviewer’s goal: Find a person who appreciates the open position, is fit for it, and will be happy to work there for a long time.
Alternative questions:
Possible answer: “I believe this position is the natural next step in my career. It allows me to pull from my previous roles, and at the same time, challenges me to reach further and become a better person. I believe it will expand my horizon, leverage my skills, and provide the growth I want in my professional journey.”
Related: HR career goals.
This common interview question evaluates the candidate’s personality and fit with the current role. It gauges self-confidence, attitude, and motivation. At the same time, it provides interviewees with the opportunity to speak about their values, top skills, and preferences.
Interviewer’s goal: Determine how well the candidate fits the open position, as well as how well they fit the team and work environment.
Alternative questions:
Possible answer: “I would say my greatest strengths are the ability to communicate clearly and assertively. Many consider me a people person just because I successfully convey my thoughts effectively and politely. I thrive in a team environment where everybody speaks their mind and comes up with ideas and solutions. For a salesperson, I think this is a big advantage.”
Another common interview question aims to gauge your trustworthiness, character, and, again, match for the current role. Passing a strength as a weakness is a cheap shot, and no one falls for it. Both sides expect honesty, modesty, the ability to evaluate oneself correctly, and the willingness to grow and learn.
Interviewer’s goal: Gauge the candidate’s level of authenticity, values, and willingness to accept their faults and grow from there.
Alternative questions:
Possible answer: “I believe my greatest weakness is a lack of assertiveness. I often let people interrupt me, pass me their tasks, and ask for advice at the wrong moments. As a result, I struggle to stay focused on my tasks. A solution that works is to implement the Pomodoro method as often as possible and communicate my focus time to everyone. Another solution I found useful is to share my daily agenda with my colleagues so that everyone can see when I want to be left alone.”
The interviewer constantly assesses whether the candidate is a good match for the role. By giving them the microphone and asking for their opinion on the subject, the interviewer may see whether the candidate is genuinely interested in and prepared for the job, and what they consider their strong points and career achievements. The question shows drive, motivation, and determination.
Interviewer’s goal: See if the candidate considers themselves a good fit for the role or is just testing the waters.
Alternative questions:
Possible answer: “I believe I will be a good addition to the current team because I bring a lot of experience in the field, I am organized and have dealt with similar projects before, and I am passionate about this technology. I know how focused and motivated I can be when I work on something I believe in. This role provides everything I need to give my all and be an asset for your company.”
This is not an easy question, but it is one that needs to be asked. The reasons behind leaving a job may be generic or signal a mismatch, conflict, or even a difficult personality. The question may also underline an unmet need (e.g., a higher paycheck), a blockage (e.g., lack of promotion opportunities), a personality trait (e.g., honesty), or a yearning for a dream job.
Interviewer’s goal: Asses the candidate’s personality, professional trajectory, and potential turnaround
Alternative questions: What do you like least about your current job?
Possible answer: “During the three years I’ve been working for this company, I noticed that online marketing experts are rarely promoted. The company prefers to hire marketing managers externally instead of promoting from within. This leaves me stuck in a position with no opportunity for growth. As I have currently finished my master’s in online and social media marketing, I consider myself ready for a leadership position.”
Everyone wants to see some success in a candidate’s journey. It doesn’t have to be a significant accomplishment, but something the candidate is proud of and motivated by. The interviewee should focus on progress and quality rather than on quantity. At the same time, the interviewer should note motivation, ambition, positivity, and optimism. It’s a question that shows whether a person is responsible and trustworthy.
Interviewer’s goal: Gauge the candidate’s state of mind, attitude, and work satisfaction.
Alternative questions:
Possible answer: “I consider the ‘Best Barista’ award I received at just 25 years old my greatest accomplishment. It validated my passion and hard work as well as my continuous learning process. At the same time, receiving the award was a milestone in my career. I stopped competing and focused on sharing my knowledge with as many people as possible, providing a sustainable, amazing experience for coffee lovers. Whether I work for a boutique café or a large capsule manufacturer chain, I pour my heart into every cup of coffee. I believe it is due to the award because it pushed me in the right direction.”
Focusing on the future instead of the present may seem counterintuitive, but the reality is that future-related questions are a big part of a job interview. The candidate’s goals and dreams indicate where they are in their career and life, for that matter. For example, someone who dreams big is more likely to be ambitious at the beginning of their career and eager to learn and advance. On the other hand, an accomplished person may have a better turnaround because they are stable and look for long-term jobs.
Interviewer’s goal: Evaluate the candidate’s career status
Alternative questions:
Possible answer: “My lifelong goal is to contribute to reducing climate change. I want to have a meaningful job that changes the world for the better. I know it’s a cliché, but I’m passionate about nature and have been living close to it all my life, and contributing to keeping it clean and safe is my biggest goal. Therefore, I have been and will be working as an environmental lawyer all my life. Organizations such as yours are the reason I took on law school in the first place. I want to make an impact.”
On one hand, as an interviewer, you want to know how the job posting reached your audience. On the other hand, you want to know how engaged the candidate was. As an interviewee, you want to show interest in the company and the position, let them know you did your research, and select them, rather than have the job posting in your lap.
Interviewer’s goal: Asses the job searching campaign, gauge the candidate’s interest in the current position.
Alternative questions: There is no other way to ask this.
Possible answer: “I’ve known about your company for a long time and regularly checked the website and social media channels for job openings in my field. I follow your innovation breakthroughs in media, too. The actual job posting I found on LinkedIn.”
Instead of focusing just on one role, look at the bigger picture. The candidate may love the job but hate the company. The company may appreciate the hard work, but less so the attitude. Often overlooked, a match between a person and their company is essential. They must share the same values, workflow, and goals to have a successful relationship. And this is the question that puts the potential relationship in the spotlight.
Interviewer’s goal: See if the candidate will be a disruptor or a team player, asses the onboarding process
Alternative questions:
Possible answer: “I’ve been following the company for a while, and I am familiar with your services and policies. I appreciate that we share the same values, which means I will rapidly integrate and connect with the team. I bring a diverse expertise in my field, an exhaustive curiosity, and an endless willingness to learn. I would love to contribute to the field and believe working together is the way.”
A classic among job interview questions, "Where do you see yourself in five years?" is not a tricky question at all. It aims to see if the candidate has a forward-thinking mindset, is stable and trustworthy, and has a clear understanding of their career path. You may want to ask this question to gauge ambition and determination. You may want to respond to it with conviction, hope, and an open heart.
Interviewer’s goal: Check the candidate’s level of confidence, maturity, and trustworthiness
Alternative questions:
Possible answer: “Within the next five years, I will finish my studies in Art History. I would also want to pursue a master’s degree in modern art and multimedia. With my education completed, I would like to specialize as an art consultant, create a network of professionals and clients, and contribute to promoting modern art amongst young people by working for an education-oriented company, like this one.”
As an interviewer, you know how much the company is willing to pay for this role. As a candidate, you know the salary you would like to have. This question clears the air and aligns the intentions of both. If you disagree with the salary, there is no reason to continue with a complicated recruiting process.
Interviewer’s goal: Prevent miscommunication and continue a hiring process that has no chance of success
Alternative questions:
Possible answer: “Considering the industry average for this role, my experience, and my education, I expect a salary of … “
While Tell me about yourself refers to a mix of professional achievements, work experience, personality, and goals, Walk me through your resume is strictly dedicated to the candidate’s work experience. These two are interchangeable. If you want to guide the interview toward hard skills and professional achievements, ask the candidate to highlight the main points in their resumes. If you’re going to focus a bit more on personality and soft skills, ask them to speak about themselves.
Interviewer’s goal: Allow the candidate to pitch their work experience and qualifications for the role
Alternative questions:
Possible answer: “My professional journey started with a major in Art History, but quickly swirled to modern art, multimedia, and digital art. From my first job as a museum curator to the current multimedia artist, I took every opportunity I had to improve myself, learn, and experiment with various media. Art is inspiration, and I believe inspiration comes from exposure, exploration, and vulnerability. I’ve worked as an art teacher, tourist guide, art museum guide, graphic artist, illustrator, and even painter-decorator. Each job has taught me something and developed my aesthetic. I’m proud to call myself a full-time artist today. Getting a job as an art director is the next natural step in my career.”
Like many others, this question provides the candidate with the opportunity to showcase not just an answer but also the way they come up with an answer or a solution. It encompasses analytical skills, problem-solving, concision, and honesty. The question offers a complete evaluation of the interviewee.
Interviewer’s goal: Find out how the candidate handles a problem and comes up with a solution in a limited amount of time
Alternative questions: Can you point out three items in your resume that recommend you for this position?
Possible answer: “I believe a software developer should be open to learning and continuous improvement. Technology changes so fast that no human being can know everything all the time. Instead, a software developer adapts, learns, and knows where and how to find information. Another thing I consider important is playfulness. You can’t write good code without exploring, testing, and being creative. Lastly, I consider math knowledge instrumental in this industry. There is no better way to master algorithms and complex problems without a good understanding of math. I may be biased here because I have a major in Mathematics, but the truth is it helped me a lot in my career.”
Usually, the last question in a job interview allows the candidate to express any concerns, curiosity, and misunderstandings they may have. It’s a polite end for an interview and makes the candidate feel comfortable and acknowledged. In addition, it clears up any miscommunications that may stand in the way of the hiring process.
Interviewer’s goal: Clarify the conveyed information and make sure the candidate knows everything there is to know about the company, role, and hiring process
Alternative questions: Is there something you want to know about this role or our company?
Possible questions: “How long is the hiring process, and how many steps does it have?”, “What is the company’s policy for promotions?”, “How would you describe the work environment in this company?”, “For which team is this role for?”
Behavioral interview questions are meant to establish the candidate’s personality, behavior, and values. The interviewer wants to see how candidates react under challenging situations and how well they cope with stress. Conflict in the workplace is not desirable, but it happens. From minor misunderstandings to significant differences of opinion, employees should manage and handle conflicts healthily and constructively. The question may be behavioral (hypothetical) or situational (linked with a real event).
Interviewer’s goal: Assess the candidate’s ability to deal with conflict
Alternative questions: Tell me about a conflict you’ve faced at work, and how you dealt with it
Possible answer: “When I notice that something may escalate into a conflict, I bring it up to the entire team and invite everyone to contribute to finding a solution. It’s damage control before the damage is done, but by openly involving everyone, I create a transparent and trustworthy environment where teammates feel comfortable sharing their opinions. Sometimes we agree to disagree, reassign the tasks, and make a group decision, although not all of us agree with it entirely. But we all agree to leave the conflict behind and move on.”
This question clarifies whether the candidate’s preferences match the current offer. The interviewer may have multiple similar positions to fill, each in a different team, and tries to find out where to fit the new employee. For example, some teams may be noisier, extroverted, or inclined to work collaboratively. Other teams may prefer remote work, working in silence, and meeting only when necessary.
Interviewer’s goal: Establish if the candidate’s personal preferences match the work environment that comes with the current role
Alternative questions: What does the ideal work environment look like for you?
Possible answer: “I prefer an open space, in which everyone is free to customize their desks and share their ideas. As a graphic designer, I value creativity and feedback. At the same time, I need my time to focus and completely engage with my work. Therefore, I prefer a work environment where people respect each other, give each other space when needed, and balance autonomy with interaction.”
There are many reasons for asking an interviewee what motivates them. The answer may showcase what perks the future employee most appreciates, what type of teammates they prefer, what improves their productivity, and what makes them loyal to the company. The interviewer should look for subtle clues, such as body language and facial expressions, and use this question to assess professional and personal motivations.
Interviewer’s goal: Get to know the candidate and find out how to make the hiring process successful
Alternative questions:
Possible answer: “The reward of a job well done, seeing people satisfied with the products they acquire, and knowing I had something to do with that. I love to see people happy, so I chose to work as a fashion designer. That’s no better reward than seeing someone’s face light up with joy because a dress I made complements her figure. When I start the creation process, I always have people’s faces in my mind.”
Like so many interview questions to ask candidates, this one also aims more at how the response is constructed than at the response itself. Being aware of how others see us may help us grow and become better people, or realize we don’t fit in a particular group and are better off. Either way, it is valuable information. However, accepting others’ opinions on us is difficult so that this question may reveal much background information.
Interviewer’s goal: Evaluate the candidate’s social skills and personality
Alternative questions:
Possible answer: “I believe my boss and coworkers would say I am friendly, open, and supportive. I like talking to people and listening to them, which comes naturally when working in sales for so long. But I’m the same at home, too. They would probably say I know all their secrets because they confide in me a lot. My boss sometimes says he’s busy and sends people to talk to me instead because he knows I will solve their problems just fine.”
The luckiest employee turned a passion into a job. Passion motivates us and makes everything seem achievable and enjoyable. So, yes, employers want passionate employees who know how to destress after work, boost their creativity and mood, and have a healthy life-work balance. The interviewer should ask about outside work life because it shows the character and mindset of the potential future employee.
Interviewer’s goal: A character checkup
Alternative questions:
What do you like to do in your free time?
How do you relax? What hobbies do you have?
Possible answer: “I’m passionate about photography and take my camera anywhere I go. I like candid shots, the sort you’d take while walking on the street or from a moving car. There is something about catching the moment that fascinates me. I have the impression I’m cheating time somehow.”
A healthy and happy employee is a productive employee. But stress and pressure can get the best of us. Especially when hiring for stressful positions, evaluating how well the candidate performs under stress and how well they handle it is key. Who doesn’t want a cool-headed employee in a strategic role?
Interviewer’s goal: Assess the ability to work in strategic positions under a lot of stress
Alternative questions: How do you deal with a stressful situation? How do you respond to pressure?
Possible answer: “I have a lot of hacks for keeping stress levels under bay, such as customized time and task management tools, a healthy morning routine, and multiple modalities to release stress. I exercise regularly, practice yoga, and take long walks. As long as my body is healthy and my mind is rested, I can deal with any stressful situation. I know everything is temporary, which makes me resilient under pressure.”
If the open position involves working under pressure and dealing with high stress, the candidate should be made aware of this during the interview. It’s one of those things that needs to be cleared up before the hiring process goes any further. Both sides should be open and honest. Any miscommunication here leads to a low turnover, unhappy or unproductive employees, and a lack of trust and responsibility.
Interviewer’s goal: Make the candidate understand the role’s requirements
Alternative questions: Are you willing and prepared to take on a stressful role?
Possible answer: “I am. I am good at prioritizing tasks and managing my time efficiently so that I don’t add more stress to an already stressful situation. Being a leader in this industry comes with much pressure from stakeholders, but I found the tools to handle it. It was hard when I started, but I’ve learned that being organized is key.”
This question forces the candidate to think fast, prioritize, and showcase the most sincere and valuable attributes. The answer reveals the innermost truth, the mindset, and the personality type, all good insights for the interviewer. Instead of telling a story like in the case of ‘Tell me something about you’, the respondent has to put the best essence in the tiniest bottle.
Interviewer’s goal: Get a short characterization of the candidate
Alternative questions: What are the three attributes that best describe you? What are three of your values?
Possible answer: “In love with colors”, “Curious about the world”, “A kind soul seeking similar”
Ask the candidate if the job requires good organizing skills. The candidate will have to consider all the time and task management strategies, such as to-do list apps, daily agendas, reminders, collaborative tools, rescheduling tools, and so on. If they easily navigate all these, they are good for the job.
Interviewer’s goal: Gauge the candidate’s organizing skills
Alternative questions: How do you handle multiple tasks or deadlines? How would you prioritize a to-do list for the week ahead?
Possible answer: “I use a to-do list app to ensure I have everything under control and customized reminders throughout the day. But the most important aspect is how I prioritize my tasks. The ones that are critical and urgent are first on my list. I eat the frog, so to speak. I prefer to delegate the ones that are not urgent because it gives other people the chance to learn. As a team leader, I want to grow a strong team, not do everything alone. I also like to mix difficult tasks with easier ones and breaks to improve focus and avoid burnout.”
Related: Eisenhower matrix - learn how to prioritize effectively.
Almost all jobs require working with a team. When each team member has a different role and individual tasks, the question reveals the candidate’s social skills and adaptability to a work environment. However, the question becomes a deal-breaker when the job involves collaborative work.
Interviewer’s goal: Assess the candidate’s match with the current team and workflow
Alternative questions: How do you handle working with a diverse team? How do you contribute to a team environment?
Possible answer: “I am a team player because I am open to communication and collaboration, supportive, and transparent. I believe I am trustworthy, and I make a point of keeping my word. In my previous jobs, I have always been part of a team, and I believe I have had the respect and appreciation of my colleagues.”
An interviewer has to decide between many highly qualified people applying for the same position. Many of them share the same personality type, values, and goals and would fit perfectly within the current team. How can an interviewer decide between them other than by seeking the uniqueness, the edge that makes them an asset for the company?
Interviewer’s goal: Fine-tune the decision-making process.
Alternative questions: What sets you apart from other well-qualified candidates? What gives you an edge over the competition?
Possible answer: “I am a storyteller. People love being around me because I am a constant source of stories. Some of them are funny. Others are heartfelt. I don’t have an exhaustive life experience, but I observe and listen. I absorb stories as I walk down the street. For someone working in marketing, I found this to be a reliable source of inspiration. My marketing campaigns are never just algorithms or annoyingly pushy adverts. I aim to sell the right products to the right people, not anything to everybody.”
Asking about the candidate’s dream job is an opportunity to assess multiple facets with a single question. The interviewer may gauge the level of creativity and motivation, goals, career status, and ambition. At the same time, the question allows the candidate to be themselves and reveal their values and purpose.
Interviewer’s goal: Analyze where skills, goals, and values intersect
Alternative questions: What are your values? What is your purpose in your career?
Possible answer: “When I was a kid, I dreamt of becoming a librarian. I believed it to be the perfect job for me, surrounded by books and never running out of reading material. It’s why I pursued a career in literature. Being a book publisher is quite close to this, I have to admit.”
Often, the resume is tailored for a particular career path or job opportunity. Many candidates don’t include all their previous jobs or qualifications to make the resume relevant to the current position, and keep it short. Therefore, asking what’s not on the resume opens the door to authentic pursuits, passions, and other interests.
Interviewer’s goal: Have an overall perspective of the candidate’s professional journey
Alternative questions: Is there anything else you’d like us to know about you?
Possible answer: “What you don’t see in my resume is that I started working at a very young age. I worked through college as a barista at my local coffee shop. I needed the money, but I also needed the experience. Being an entry-level barista is not a qualification suited for a lawyer, but I believe that listening to the customers’ complaints and problems shaped me. When working in a café, you see the best and the worst in people and can’t help but be empathetic and compassionate.”
Success is personal. Some people associate success with money and power, while others link it to a fulfilling life and career. The answer shows whether the candidate is suited for the company, matches its values, and smoothly integrates with its culture. Employers and employees should have similar goals and values and build on a common foundation.
Interviewer’s goal: Assess ambitions, priorities, and values
Alternative questions: Tell me about a successful company, person, or product you admire
Possible answer: “For me, success is the fulfilling feeling that I make the world a better place, have a positive impact, and am of help. I thrive in communities, whether they are my neighborhood or my teammates. Being able to put my skills to good use and seeing the result is all the success I need.”
This is an essential question for candidates applying for a management position. Regardless of their qualifications and skills, how they lead their team is key to the company's success. At the same time, the potential new leader must match the energy and work style of the current team.
Interviewer’s goal: Assess the candidate’s leadership abilities and match with the current team
Alternative questions: Tell me about a time when you proved your leadership skills. Do you have leadership experience? How do you motivate others?
Possible answer: “My leadership style is direct and empathic. I want people to know they can talk to me because I am there for them. I also believe that constantly giving an employee a task they don’t like or don't do them justice is a recipe for disaster. Therefore, I understand their strengths, abilities, and motivation before any task assignment.”
Related: Leadership books.
Another question that assesses teamwork and leadership abilities emphasizes the company’s requirements for communication, collaboration, and transparency. The candidate’s answer may reveal how well they work as a team and how they work under pressure, solve conflicts, and interact with coworkers.
Interviewer’s goal: Check the candidate’s potential for teamwork and leadership
Alternative questions: How do you cope with a difficult team?
Possible answer: “I believe the secret to an effective team is the people’s ability to work autonomously and collaboratively. Team members should cooperate, respect each other’s time and opinions, and ask for help when needed. Only an open, friendly, and transparent environment ensures the creativity you need to innovate in this industry.”
People have strengths and weaknesses, but also many hard and soft skills they want to improve. Showing potential for growth and interest in learning is a good sign for a company seeking competitive, creative employees.
Interviewer’s goal: Assess the mindset and proactive approach
Alternative questions: Are you willing to improve your qualifications? What skills would you like to acquire or improve?
Possible answer: “I have the hard skills required to be a good data analyst, but my emotional intelligence skills could be improved. I’m an introvert and find it difficult to set boundaries without being too direct. I need my colleagues to know that I need time on my own to focus and get on with difficult algorithms, which have nothing to do with them. So, I’m working on improving my communication skills and developing a better interaction style.”
A typical question for an interview for a management position, this question assesses the candidate’s strategy in terms of people and project management. The interviewer wants to know how the candidate manages difficult situations, organizes people and resources, and keeps track of everything that happens in their team.
Interviewer’s goal: Check out the candidate’s managerial abilities
Alternative questions:
Possible answer: “I trust my team to do a good job. It’s empowering and motivating, and I believe it supports them on their professional journey. Of course, I am there when they need advice or guidance, but most of the time it’s their doing. I focus on task management, scheduling, and tracking, and give everyone equal opportunities.”
This question highlights people’s character and how relevant their work experience is for the current role. It’s also an indicator of turnover, adaptability, and overall mindset. The interviewer may use this question to look for clues on personality, soft skills, and social skills.
Interviewer’s goal: Highlight relevant work experience and the candidate’s personality traits.
Alternative questions: In what aspect did your last position suit you?
Possible answer: “I liked the company’s focus on education. During my time there, I benefited from several training programs and workshops. I was also able to attend conferences and events in my industry. This improved my knowledge in the field, motivated me, and encouraged me to think out of the box and be creative.”
OK, no one likes to do their laundry in public, but it is a good check-up question. The interviewer wants to know what made the candidate leave their previous job and the probability of encountering the same reg flag in the current position. The candidate should be honest, respectful, and on topic. Personal agendas have no place here.
Interviewer’s goal: Gauge turnover.
Alternative questions: What aspects did you not like in your last job?
Possible answer: “For my career, it was a dead end. I liked it there, but I couldn’t go any further than I did. The company didn’t provide the challenges and opportunities I needed, and, rather sooner than later, I became overqualified for that position.”
This subtle question aims to evaluate how the candidate responds to potential conflict, pressure, and disagreements. In a healthy work environment, differences of opinion are not fuel for conflicts but food for thought and opportunities for growth for both the employee and a more resilient company. The candidate should stay on point, highlight their strengths, and rely on facts rather than on ego.
Interviewer’s goal: Assess assertiveness and conflict management.
Alternative questions:
Possible answer: “At a previous job at a finance company, the manager decided that all the senior staff would attend a huge finance conference in another city. As I was working as a graphic designer and not as a finance analyst, the event had nothing to do with me. In addition, I had an important deadline coming up and needed all the time to finish my project. I emailed him, respectfully asking to be excluded from the event. At first, he didn’t want to, but I pointed out that a graphic design convention was more productive and useful to me than this event, and he agreed to let me finish my work. I know expanding our horizon and knowledge was important to him, but everything comes with a cost. Doing my job well was my priority at the time.”
Interviewers can learn a lot by putting the candidate in a real situation and seeing how they get going. Talking about failure is never easy, but it is part of life (work and personal). The interviewee should be honest, admit their shortcomings, and explain what they’ve learned from failure. After all, we all have to fail in order to grow.
Interviewer’s goal: Put the candidate in an uncomfortable position and see their reaction and response
Alternative questions:
Possible answer: “At my first job, one day I messed up the team’s shifts and ended up sending people to the wrong locations. One café opened half an hour later that day because of me, and my colleagues were furious. Being the newest person in the team didn’t help either. Looking back, I see how panicked I was, specifically because I was the latest employed and pretty much the youngest. But this failure taught me a valuable lesson: why consider what sets you apart from the team a weakness instead of a strength? As a Gen Z member, I am as familiar with technology as a fish is with water. So, I found the best shift scheduling, clock-in, and daily agenda apps and never had this issue again.”
The resume doesn’t show everything, and it doesn’t tell the stories either. When it is clear that the candidate has changed their career path or has mixed work experience, questions are to be asked. The interviewer should be curious about the candidate’s motivation, goals, and ambitions. The interviewee should clarify everything that may stand out from their resume and doesn’t align with the current role.
Interviewer’s goal: Get an overall perspective on the candidate’s work experience
Alternative questions: Can you explain why you had so many different jobs? What made you change your initial career?
Possible answer: “Illustration has always been my passion, but I’ve never considered it a potential career. I thought people must make good accountants, lawyers, doctors, teachers, and other reliable professionals. So, I followed my high school colleagues and got a major in Economics, then pursued a career in finance. I have worked in finance for most of my twenties until a friend asked me to illustrate her poetry book. Her book sold very well, and the publisher asked me to illustrate another of their books. And then another. By the third book, I was convinced that I could make a living as an illustrator. So, I got a job in illustration. And here I am.”
Employment gaps are more frequent than you’d think. And they stand out from the resume instantly. There are plenty of reasons for an employment gap, but the interviewer must ask the question regardless because it shows people’s priorities in life, which, in turn, shows their character, values, and goals.
Interviewer’s goal: Assess the candidate’s priorities
Alternative questions: What did you do between these two jobs?
Possible answer: “Between 2018 and 2025, I had two children and stayed home to care for them. I know it’s more than the usual maternal leave, but we live off the grid, and the children were too small to make a daily commute to the kindergarten in the nearby city. I wanted them to have a few happy, worry-free years, during which they could enjoy playing outside in a natural environment. We had plenty of friends and family coming over, and I schooled them at home. Yes, my career took a halt to allow me some family time, but I think I’m more motivated, engaged, and inspired than ever, so, in a way, my employment gap helped my career a lot.”
Even when the candidate doesn’t apply for a leadership position (especially if they do), the interviewer may want to ask about leadership skills. They may be obvious from the resume or not. Asking about potential leadership skills allows the interviewer to glimpse the candidate’s future. For the interviewee, it’s an opportunity to plant the seeds for a future promotion and career advancement.
Interviewer’s goal: Evaluate the candidate’s potential for a leadership position
Alternative questions: Did you think about going for a leadership role? Did you have the chance to put your leadership skills to work?
Possible answer: “I was never assigned a leadership position per se, but I often find myself organizing tasks between my colleagues and solving conflicts when they appear, especially at the beginning of a new project. I believe it’s because I’m calmer than them and can put things in perspective. We have a common goal but different ways to reach it, and it takes a deeper, calmer, more analytical mindset to make things happen.”
Putting the candidate in a hypothetical situation that involves them imagining the future is a good assessment of their motivation to work in this role and for this company. Sometimes, interviewees have entirely misunderstood the company and the role, and they imagine something impossible happening. The question helps the interviewer clarify the situation while evaluating the candidate’s fit with the current position.
Interviewer’s goal: Find out whether the candidate’s take on the company and role is accurate
Alternative questions: What would your first 30, 60, or 90 days look like in this role?
Possible answer: “I believe this is the time to get to know everyone and everything. From my colleagues and managers to stakeholders and clients. From daily tasks and current projects to future initiatives. It would be a lot to learn, something I am excited about. It would also be a time for them to get to know me and familiarize themselves with what I bring. In a few months, I would probably be a contributor and be responsible for my tasks.”
Are fresh perspectives and new ideas worth more than gold? Probably. This question assesses the candidate’s understanding of the company and their feedback on its processes, products, and services. For the interviewee, it’s an opportunity to highlight what they bring, their take on the current projects, and their engagement with the company.
Interviewer’s goal: Get constructive feedback
Alternative questions: How would you improve our company?
Possible answer: “I’ve been reading your magazine since the first issue and loved it. Lately, however, I feel that it follows the competition rather than creating trends. The articles and editorials are well-written, catchy, and informative, but other publications have already discussed the topics. I believe the magazine should take more risks and develop fresh initiatives and ideas. For example, did you consider featuring less popular figures that made a statement in their field?”
The question highlights the solution, not the problem. This question aims to find out how the candidate solves a difficult work situation, their problem-solving skills, and their ability to act under pressure. As a candidate, you should focus on the solution. Don’t dwell on the problem and who was responsible for it in the first place. The “how you overcome it” part of the question should be your focus.
Interviewer’s goal: Assess problem-solving skills
Alternative questions: How do you respond to difficult work situations?
Possible answer: “When my colleague fell suddenly sick and couldn’t come to work, I had to manage the post office alone. It was tough because people were queuing and becoming more and more upset. I stepped on a chair, asked for their attention, made a joke or two, and told them it would take a few minutes longer than usual because I’m on my own. I invited them to use this time to talk to someone standing next to them in the queue and make a new friend. Then, I put some café music on and got to work.”
As an employer, you want employees with creativity, motivation, and initiative. You seek people who will improve your business in every way. The hiring interview is the time to find them. As a candidate, you want to highlight your best skills and personality traits. Use situational questions like this to stand out from a crowd of people with similar qualifications and work experience.
Interviewer’s goal: Evaluate the candidate’s potential
Alternative questions: Can you tell me about an innovative idea you’ve had?
Possible answer: “At a previous job, the manager used Excel files and printed schedules to manage our shifts. It took him a lot of time, and he made many mistakes, but he continued to use them because he thought dedicated HR software was expensive. So, on a Saturday, I researched every app and program I could find, tried free versions, and finally, found one that was free and perfect for our team. On Monday, I pitched the app to my boss and colleagues. He was thrilled the app was free, and my colleagues were excited to have their shifts come directly to their phones.”
This question is not easy for either party, but it has to be asked nonetheless. While the focus may be on the reason for getting fired or the candidate’s honesty, the interviewer should want to know a bit more about the candidate’s character. Are they resentful? Are they willing to talk badly about a company that fired them? Can they acknowledge their mistakes and learn from them?
Interviewer’s goal: Evaluate the candidate’s character
Alternative questions: Why were you fired from your previous job?
Possible answer: “Unfortunately, I was. It was my first job, so it was not a pleasant experience at all. But I consider it a common fault. My boss assigned me a project: to create the user interface for a new computational library developed by another team than the one I was in. The interface was ready on time, and they were happy about it, but the computational library was not. We only had the interface ready when the client asked for the final product. The manager considered it to be my fault and fired me. In his opinion, he put me in charge of the entire project, something he never clearly communicated to me. It’s probably my fault because I didn’t complain about the other team staying behind the project. Awful as it was, I learned a lot from it. Now, I ask many questions when I’m assigned a project, including who is in charge and who I am reporting to.”
The interviewer may want to gauge the candidate’s availability, engagement with the company, and motivation to get the job. However, this is a tricky question because someone applying for a single role may seem unattractive, whilst someone interviewing with too many other companies may seem untrustworthy. Like always, respectful honesty is the best policy.
Interviewer’s goal: Assess the candidate’s availability
Alternative questions: Are you considering other positions at other companies?
Possible answer: “Currently, I am interviewing with company X for a similar position. They approached me on LinkedIn and invited me in for an interview. Although the position interests me, I like your company more. It is more aligned with my values and career goals. You also offer a flexible work schedule, which is better for my family.”
Besides the reasons for wanting to work for the company, the interviewer may also want to know what the candidate knows about the company. For example, what products or services they are familiar with, what projects raise their interest, and what values they align with. Before any job interview, the applicant should research the company. Not only will they have a good answer to this question, but they will also find out whether they want to work for this company.
Interviewer’s goal: Evaluate the candidate’s interest in the company
Alternative questions: What do you like about the company? Are you aware of the latest news regarding the company?
Possible answer: “I am familiar with your cutting-edge technology. I’ve been using your products for a long time, and I appreciate how you always think about the next innovation, the next world-first. At the same time, I am keen to work for an environmentally friendly company that researches the most sustainable materials and invests in reducing its carbon footprint. Your latest projects showed you are one of them.”
Problem-solving, organizing skills, analytical thinking, planning, and time management are just a few of the many clues provided by this question. In the sales world, this is the “Sell me a pen” question in the sales world. For the interviewee, this is a technical question that allows them to shine. Don’t think for a moment that only big projects count. Small projects, well done, are equally valuable.
Interviewer’s goal: Assess the candidate’s productivity and goal-oriented skills
Alternative questions: Tell me about a project you were responsible for
Possible answer: “As an HR expert, I was in charge of organizing the annual team building event. It was a medium-sized team of creatives, so I knew they would be very opinionated. Thus, I decided to ask them what they’d prefer to do on the team building and took all their opinions into account. They had different opinions, of course, but I could tell the main idea in all their answers was to enjoy nature. I organized something close to a retreat with forest therapy and forest meditation sessions, organic food, art classes, and plenty of free time. They loved it.”
You can use the STAR interview method to provide excellent answers for such questions. The process is like this: 1. Explain the situation · 2. Highlight the task · 3. Share how you took action · 4. Discuss the results of your commitment.
Admitting to making a mistake is part of the learning process. It shows maturity, responsibility, wise risk-taking, and the ability to grow. Mistakes are part of exploration. So, if you think about answering that you’ve never made a mistake, think again. The interviewer should ask this question to evaluate the candidate’s honesty, trustworthiness, self-appreciation, self-confidence, and ability to admit when they are wrong.
Interviewer’s goal: Understand the candidate’s personality and behavior.
Alternative questions:
Possible answer: “When working on hiring for an important project in Germany, I got too caught up in trying to make it perfect, finding the right job boards, magazines, and recruiting agencies, and wanted to launch everything simultaneously. This process delayed the team. Since then, I’ve worked on my perfectionism, learned to prioritize and delegate, and made a habit of keeping an eye on the deadline.”
FAQ
What is an interview?
An interview is a face-to-face, in-person, or online meeting to discuss the candidate’s application for the open position available in the interviewer’s company.
How to prepare for an interview?
To prepare for a job interview, research the company in case and the job announcement. Prepare your resume as well as answers to the most common interview questions, such as “Why do you want to work for this company?”, “What qualifications do you have?”, “What are your strengths and weaknesses?”, and others.
What are the top 20 questions to ask as an interviewer?
As an interviewer, you may want to ask the following questions:
How to evaluate candidates’ answers?
The candidates’ answers should highlight their qualifications, skills, experience, cultural fit, and personality. You want them to be able to solve problems and manage conflict, work hard, and be team players. Only hard skills with no soft skills and vice versa don’t work. You want candidates who fit with the current team, share the company’s values, and are willing to grow. It helps to define your evaluation criteria beforehand, and maybe even a candidate profile.
How to answer interview questions?
Be honest and respectful when asking interview questions. You don’t want to overshare or get too excited, but you want to be clear, specific, and sincere. No one wants a role for which they have to maintain a lie from 9 to 5. Speak confidently, respond on topic, and focus on solutions rather than problems. Stay positive, pro-active, and interested. Try to give examples, but don’t get caught explaining situations or blaming others.
What are some good questions to ask the interviewers?
Good questions to ask the interviewers are:
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