To gain true insight into whether a job candidate is a fit for an open role in your company, an interview has to be more than a résumé review or a rundown of a skills checklist. It needs to be a conversation in which both people get to know each other and learn what the other party will bring to the relationship.
These conversations can seem more challenging in a Zoom-first world, where it’s more difficult to read body language and other cues to get a sense of someone’s personality. That’s why it’s important to ask the right questions — questions that will draw the candidate out and give a glimpse into their potential to both meet the demands of the role and become a valued team member.
The industry leaders of Forbes Technology Council have plenty of experience interviewing job candidates to join their teams. Below, they share 14 questions they ask in interviews that can give a real insight into the mind and potential of a job candidate.
1. ‘Describe a time you failed at something.’
I ask every candidate to walk me through a time when they failed at something. I find that it provides some unique insights into both the candidate’s posture toward failing intelligently as well as their ability to recover, learn the right lessons, regroup and get back to productive work. It also enables conversations around workplace behaviors, teamwork, strengths and growth opportunities. - Daniela Moody, Arturo.AI
2. ‘What are you learning?’
When I interview any tech applicant I always round it off by asking, “What are you learning?” The answer usually reveals whether the candidate has the attitude of a true techie. In my opinion, it’s the one who is constantly learning something who is curious by nature. - Suresh Chintada, Subex
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3. ‘What are you looking for in this role?’
Great tech candidates know that they are interviewing the company just as much as the company is interviewing them. Turning the tables, so to speak, can change the direction of the conversation and allow the applicant to share their thoughts and concerns for the role in question. - Robert Smith, Infofree.com
4. ‘Who inspires you?’
I like to ask candidates about who inspires them and the advice they’d give to their younger selves. It makes the conversation a little more personal. Plus, it provides great insight into what motivates someone and sheds some light on their past experiences. - Chet Kapoor, DataStax
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5. ‘Show me a product you were involved in building.’
I try to ask as few questions as possible. Instead, I ask the candidates to show me a product they built or were involved in building. This allows me to have a tailored discussion with minimal preparation from both sides. When the discussion surrounds something that the candidates created, you can check traits that are usually harder to evaluate, such as passion, responsibility and creativity. - Or Lenchner, Bright Data (Formerly Luminati Networks)
6. ‘What are your career aspirations?’
Often, people want to match a candidate to the role they have open; however, knowing where a candidate wants to go in their career is where the success lies. Ensuring you are helping people to grow according to their aspirations is where the success of a long-term relationship lies. They are putting their eggs in your basket, so you’d better take care of them — from hatching to growing. - Bhavna Juneja, Infinity, a Stamford Technology Company
7. ‘Why do you do what you do?’
It’s important to understand what moves a person. When they wake up in the morning, what’s on top of their mind? What excites them? Passion is sustainable — short-term incentives are not. - Nate Fender, Ario Technologies Inc.
8. ‘What do you do in your spare time?’
The response to this question is important because I want individuals who have a passion for what they do. Whether it’s work or building model airplanes, an individual’s passion for life outside of work clearly translates to other areas. - Mohan Koo, Dtex Systems
9. ‘What is your superpower?’
Asking about an applicant’s “superpower” shows me how they see themselves and tends to spark candid answers. I follow up by asking for real-life examples of their superpower in action, which helps me understand what strengths they will bring to the team. - Ruchi Goyal, Accenture
10. ‘What was the purpose of your last project — what business problem were you trying to solve?’
I have used this question for years. A surprisingly high percentage of people go straight into the bits and bytes of the technology they were using. I want to separate the people who can see the big picture and those who will stay in the corner and code. - David Moise, Decide Consulting
11. ‘What do you do to stay current with technology?’
This question allows me to assess how innovative candidates are and how important they feel it is to broaden their knowledge and look for new ways of working as technology evolves. Responses vary, from those who say, “Nothing,” to those who contribute to open source initiatives and forums (such as Stack Overflow), to those who pursue certifications. - Murray Foxcroft, ProArch
12. ‘What is your first approach to conflict resolution?’
This question gives you insight into their thought processes on working with others. If they listen, seek to understand and validate, then that displays a high level of emotional intelligence (EQ). - Amelia Quan, RollKall Technologies
13. ‘How do you cope with change?’
Our industry is growing fast and shows no signs of letting up. I like to hire people who embrace change and know how to make the most of a sometimes chaotic situation. In my experience, this question reveals a lot about an applicant, and it’s a serious factor we consider when hiring new team members. - Thomas Griffin, OptinMonster
14. ‘How do you handle critical feedback?’
I like to ask about a time they received critical feedback from a co-worker that they didn’t agree with and how they handled the situation. I also ask about a project that failed and what they learned from that experience. The answers of candidates I have hired have usually reflected varying degrees of introspection and personal growth. - Hari Govind, Target Corporation
