10 Interview Questions You Should Be Asking

How to find the best fit for the job

Finding the right person to join your team can be challenging, particularly for startups who can’t afford the mistake of hiring the wrong person. Does your potential hire have what it takes to succeed in your company? These ten interview questions will help you determine who’s cut for the job.

  1. 1. What’s your story?

Instead of jumping to specific work history, open your interview with a casual open-ended question. It’s a friendlier approach to asking the “tell me about yourself” question. You’re giving your interviewees a chance to deliver an elevator pitch.

  1. 2. What’s your single biggest achievement to date?

One of the most insightful questions you can ask. You’ll get to focus on your candidate’s work accomplishments and ask the nitty gritty details underlying their achievements. Remember to follow up with questions like what were the environments and resources they had, how did they measure success, what were the challenges faced, what aspects of the project they enjoyed the most, and what they would do differently if they could do it again.

  1. 3. Would you rather hand in a perfect piece of work but late, or good and on time?

You don’t want your candidate to hand in sloppy assignments, but your candidate needs to know when good is good enough. Remember to remain neutral as your candidate may try to pick up cues from you.

  1. 4. Tell me about a time you failed.

A tried-and-tested question for self-awareness. Well-prepared candidates would have anticipated this. The goal is not to make them cry and more on learning how your candidates handle failures. Did they take ownership of their actions? How did they handle the situation? What did they learn from their mistakes? If your candidate is caught off guard with the question and ends up rambling or gives excuses for their actions, give them a red flag.

  1. 5. Ask role-playing questions relevant to the job.

What better way to get a sense of how your candidate will perform on the job than testing them on the spot? Give them two or three scenarios that would typically happen and ask them how they would handle the situation. You’ll get to understand their thought process and find out what they can bring to the table.

  1. 6. Who is your role model and why?

Colleges use this question to figure out whether applicants would be a culture fit for their universities; you should too. The question allows the candidate to reveal what attributes or behaviour the candidates aspires to have.

  1. 7. Why do you want to join us?

You want to make sure that your first few hires share your vision and know the risk of joining a startup. Understanding your candidate’s motivation in joining your company will help you weed out individuals who run at the sight of trouble.

  1. 8. How will this job fit in your career plans?

You need to know whether candidates will stick around before you invest in them. Identifying their ambitions and goals will help you determine whether your objectives are aligned with theirs. if you know your company can’t support their growth, it isn’t a good fit even if your candidate ticks all the right boxes.

  1. 9. Why shouldn’t I hire you?

A tricky question forcing the candidates to think on their feet and be introspective. As they try to disqualify themselves from the position, you’ll get a better feel for their integrity, wit, and character.

  1. 10. Do you have any questions for me?

Remember to end the interview by asking this deceptively simple question. This exchange shows you whether your candidate has invested the time to do the legwork before the interview. Candidates who have no further questions should only be given slack if they’ve asked plenty of insightful questions along the way.