Top Interview Questions to Ask Candidates (and How to Evaluate Their Answers)

Hiring someone for your team isn’t just about asking questions—it’s about understanding the answers. A great candidate doesn’t just know what to say; their responses should show honesty, thoughtfulness, and a good fit for the role.

Here are the top interview questions to ask candidates, plus fun ways to ask them and behavioural-based variations to dig deeper.

1. “Can you tell me about yourself?”

Why it’s important: This question helps break the ice and gives you a snapshot of who they are.

Fun Alternative:
“If we were catching up for coffee, how would you describe what you do and what gets you excited about work?”

Behavioural-Based Approach:
“Think about your most recent role—what’s the story of how you got there and what you accomplished?”

What to look for:

• Focus and relevance: Are they highlighting skills or experiences that match the role?
• Personality: Do they seem enthusiastic and confident?
• Organisation: Is their answer structured or all over the place?

Example of a strong response:
“I’ve spent the last three years in marketing, focusing on social media campaigns. I really enjoy connecting with audiences and helping brands grow. Outside of work, I love photography—it’s another creative outlet for me.”

2. “Why do you want to work here?”

Why it’s important: This question tests their knowledge of your company and their genuine interest.

Fun Alternative:
“If you had to pitch this company to a friend as the perfect place to work, what would you say?”

Behavioural-Based Approach:
“Tell me about a time when you felt really passionate about a company or role. What made it such a great fit for you?”

What to look for:

• Preparation: Do they mention specifics about your company, like recent projects or values?
• Passion: Do they sound excited about the role, or is their answer generic?
• Alignment: Does their motivation match what you’re looking for?

Red flag: “I just need a job right now.”

3. “What are your strengths?”

Why it’s important: You’ll get insight into their confidence and self-awareness.

Fun Alternative:
“If I asked your last manager what they could always count on you for, what would they say?”

Behavioural-Based Approach:
“Tell me about a time when one of your strengths helped solve a problem or achieve a goal.”

What to look for:

• Authenticity: Do they pick strengths that seem genuine, rather than reciting buzzwords?
• Relevance: Are their strengths aligned with the skills needed for the job?
• Balance: Are they confident without sounding over the top?

Example of a strong response:
“One of my key strengths is problem-solving. At my last job, I helped redesign an internal workflow, which saved the team hours each week. I also really enjoy collaboration—I’ve led several successful team projects.”

4. “What’s a challenge you faced at work, and how did you solve it?”

Why it’s important: This question reveals how they think under pressure.

Fun Alternative:
“Can you tell me about a time when you had to think on your feet to solve a tricky problem at work?”

Behavioural-Based Approach:
“Walk me through a project where something went wrong. What steps did you take to fix it?”

What to look for:

• Clarity: Do they explain the challenge and solution clearly?
• Problem-solving ability: Did they take an active role in resolving the issue?
• Growth: Did they learn or improve from the experience?

Example of a strong response:
“In my last role, our team had a tight deadline on a client project, but we hit a snag with missing data. I coordinated with the client and our data team to fill the gaps, then adjusted the project timeline. It was a tough few days, but we delivered on time, and the client was thrilled.”

5. “What do you like to do outside of work?”

Why it’s important: This gives you a glimpse of their personality and whether they might fit into your team culture.

Fun Alternative:
“If you suddenly had a free weekend and unlimited budget, what would you spend it doing?”

Behavioural-Based Approach:
“Tell me about a hobby or activity you’ve stuck with for a while. What keeps you interested in it?”

What to look for:

• Authenticity: Do they talk about hobbies or interests that seem genuine?
• Balance: Do they seem like someone who knows how to manage work and personal life?
• Passion: Are they enthusiastic about what they do outside of work?

Red flag: “I don’t really do much outside of work.”

6. “Where do you see yourself in five years?”

Why it’s important: You’ll learn about their long-term goals and if they’re a good fit for the role.

Fun Alternative:
“Fast forward five years—what’s happening in your career that’s making you pop the champagne to celebrate?”

Behavioural-Based Approach:
“Where did you see yourself five years ago, and how did that play out? How does that guide where you’re headed now?”

What to look for:

• Ambition: Are they motivated to grow?
• Realism: Do their goals make sense given the role?
• Commitment: Does their answer suggest they’re interested in staying with your company?

Example of a strong response:
“I see myself growing into a leadership role within the marketing team. I want to build on my campaign management skills and contribute to the company’s larger goals.”

7. “How do you handle feedback?”

Why it’s important: Feedback is essential in any workplace, so this question helps you gauge their attitude towards learning and improving.

Fun Alternative:
“What’s the most valuable piece of feedback you’ve ever received, and how did it change the way you work?

Behavioural-Based Approach:
“Tell me about a specific time you received feedback that was tough to hear. How did you respond, and what came out of it?”

What to look for:

• Openness: Do they show a willingness to accept feedback?
• Examples: Do they share a specific time when feedback helped them grow?
• Resilience: Do they show they can handle constructive criticism without taking it personally?

Example of a strong response:
“At first, I struggled with feedback because I took it personally. But over time, I’ve learned that it’s an opportunity to improve. For example, my manager once suggested I take a different approach with client presentations, and it made a big difference in how clients responded.”

8. “Why are you leaving your current job?”

Why it’s important: This tells you about their values and professionalism.

Fun Alternative:
“If you could wave a magic wand and change one thing about your current job, what would it be?”

Behavioural-Based Approach:
“What have you learned from your current role that’s made you ready to take the next step?”

What to look for:

• Honesty: Are they upfront without being negative?
• Professionalism: Do they avoid badmouthing their current or past employers?
• Growth mindset: Do they want to leave for positive reasons, like career growth or new challenges?

Red flag: “I just don’t like my boss” or “I hate my current job.”

9. “Do you have any questions for us?”

Why it’s important: This shows whether they’ve thought seriously about the role and your company.

Fun Alternative:
“If I could answer just one burning question about this job or company, what would it be?”

Behavioural-Based Approach:
“What’s one thing you’d like to know about our team or company culture to help you decide if this role is the right fit?”

What to look for:

• Curiosity: Do they ask insightful questions about the role, team, or company culture?
• Preparation: Do their questions show they’ve done their research?
• Priorities: Are they asking about things like development opportunities, which show they care about growth?

Example of a strong question they might ask:
“What does success look like in this role after six months?”

Why These Questions (and Their Answers) Matter

The best interview questions aren’t just about what a candidate says—they’re about how they say it. Pay attention to tone, detail, and authenticity.

A good candidate will show they’ve done their homework, give thoughtful answers, and connect their experience to the role. Trust your instincts, too—if something feels off, don’t ignore it. At the end of the day, hiring the right person is about finding someone who not only fits the job description but also clicks with your team.

Good luck with your interviews!

---

Did you want more help?