Hiring, selling, or evaluating applicants depends heavily on the questions you ask. This guide explains what good interview questions to ask candidates look like, why they matter, how to prepare them, which ones to avoid, and concrete examples you can use in job interviews, sales calls, or college interviews.
Why do good interview questions to ask candidates matter
Good interview questions to ask candidates do three essential jobs: they reveal competence, surface cultural fit, and demonstrate interviewer preparedness and respect. Well-crafted questions move beyond rehearsed answers and invite specific examples that show how a person thinks and performs in real situations. Research-backed lists of smart questions emphasize that asking the right questions signals curiosity and helps you separate candidates who can do the work from those who simply talk about it HBR.
When you center your interview on good interview questions to ask candidates, you also create an interview experience that candidates remember positively — improving your employer brand and the chance they’ll accept offers or speak well of your organization.
Gather evidence of skills and outcomes (not opinions)
Evaluate problem-solving and interpersonal style
Assess alignment with role priorities and team dynamics
Key outcomes of asking good interview questions to ask candidates:
What types of good interview questions to ask candidates should you use
To get a rounded picture, include multiple question types. Each type of good interview questions to ask candidates serves a different diagnostic purpose:
Job-related questions: Verify technical skills, tools used, and direct role experience. Example: “What projects have you worked on that are similar to this role?” The Muse.
Behavioral questions: Ask about past actions to predict future behavior. Use STAR framing (Situation, Task, Action, Result) to elicit structured examples. Behavioral prompts deepen insight into how candidates handle challenges behavioral questions PDF.
Situational questions: Present hypothetical scenarios to probe decision-making and creativity. These test on-the-spot thinking and role fit.
Cultural fit questions: Explore work style, feedback preferences, and values. Example: “How do you prefer to receive feedback?” The Muse, HBR.
Professional development questions: Understand long-term goals and how the role aligns with growth objectives.
Blending these question types ensures good interview questions to ask candidates uncover both ability and motivation.
What are examples of good interview questions to ask candidates for different contexts
Below are practical examples you can use or adapt. These good interview questions to ask candidates are organized by context and linked to a purpose.
“What projects have you worked on that are similar to this role?” — verifies direct experience The Muse.
“What skills do you think are necessary to succeed here?” — tests role insight and self-awareness Indeed.
“Describe a time when you had to reprioritize under tight deadlines. What did you do and what was the outcome?” — behavioral, invites STAR response.
Job interview examples
“Can you describe a time you overcame a significant challenge at work?” — reveals resilience and approach behavioral questions PDF.
“Tell me about a situation where you had to work under pressure; what steps did you take?” — probes process and results.
Behavioral examples
“How would you handle a conflict with a team member who disagrees with your approach?” — tests conflict resolution.
“If a client demanded a feature that conflicted with the product roadmap, how would you respond?” — assesses customer and product judgment.
Situational examples
“What kind of work environment helps you thrive?” — aligns personal preferences with team culture The Muse, HBR.
“How do you prefer to receive feedback?” — shows openness to growth and manager style fit.
Cultural fit examples
Sales: “What’s the biggest challenge your team faces right now?” — uncovers pain points and decision drivers.
College: “What motivates you to pursue this program, and how have you demonstrated that motivation?” — reveals commitment and fit.
Sales call and college interview adaptations
Use these good interview questions to ask candidates as templates. Tailor details to the role, industry, and candidate background.
What common challenges do interviewers face when creating good interview questions to ask candidates
Interviewers often struggle with a few recurring pitfalls when they try to design good interview questions to ask candidates:
Generic or cliché questions produce predictable, surface answers. Replace vague prompts with specific, scenario-based ones to get details.
Asking illegal or inappropriate questions can create legal exposure and distrust. Follow guidance on prohibited topics and avoid questions about protected characteristics or personal matters that aren’t job-relevant IECC Questions Not to Ask.
Over-questioning without active listening prevents follow-ups. Good interviewing balances prepared questions with dynamic follow-ups based on candidate answers.
Not aligning questions to the job: If questions don’t map to the skill or outcome the role requires, you’ll get irrelevant information. Use the job description to guide priority topics Indeed.
Anticipate these challenges by preparing a prioritized question list, rehearsing follow-ups, and collaborating with hiring stakeholders on what success looks like.
Which good interview questions to ask candidates should you avoid
Cover information the candidate can find easily, like “What does our company do?” — this signals a lack of preparation and wastes time The Muse, Indeed.
Touch on protected characteristics or personal matters (age, family, religion, health) — these can be illegal or discriminatory IECC Questions Not to Ask.
Are overly speculative about promotion timing, salary before you’ve discussed fit, or gossip about internal teams.
Invite rehearsed motivational clichés without specifics (e.g., “Why do you want to work here?” is fine when followed by a request for evidence).
Knowing what not to ask is as important as knowing what to ask. Avoid questions that:
Replace problematic prompts with behaviorally anchored or job-specific alternatives to keep interviews fair, legal, and informative.
How should you prepare your good interview questions to ask candidates
Preparation separates good interviews from mediocre ones. Follow these steps to prepare good interview questions to ask candidates that produce reliable, comparable evidence:
Map competencies to the job description. Identify top 4–6 skills and outcomes and design 1–2 targeted questions per competency Indeed.
Prepare a mix: job-related, behavioral, situational, cultural, and development questions. This mix ensures breadth and depth.
Use STAR-friendly prompts: ask candidates to describe Situation, Task, Action, and Result to encourage structured answers.
Draft follow-ups in advance: “What did you learn?” or “How did that change your approach?” follow-ups get richer detail.
Research the candidate: read resumes and social profiles to tailor questions and avoid redundant queries.
Prioritize the questions you must ask. Start with the ones that test core must-have skills and keep time for probing answers.
Well-prepared good interview questions to ask candidates let you compare candidates on consistent criteria and reduce bias.
How can you adapt good interview questions to ask candidates for sales calls or college interviews
Good interview questions to ask candidates should be adapted to the conversation context. The goal in each setting is similar — reveal real needs, skills, or motivations — but the focus shifts.
Focus on problems, decision processes, and priorities: “What would make a solution a clear win for your team?” — uncovers buying criteria.
Use discovery questions that create a consultative dialogue rather than a pitch. Good interview questions to ask candidates in sales should surface pain points, budgets, timeline, and stakeholders.
Sales calls
Explore motivation, initiative, and cultural fit: “Tell me about an intellectual challenge you pursued outside class and why it mattered,” — tests curiosity and grit.
Ask about growth: “How do you respond to setbacks in learning?” — reveals resilience and learning strategies.
College interviews
Across contexts, good interview questions to ask candidates should invite examples, reveal decision-making, and allow time for authentic conversation rather than rote responses.
How can Verve AI Copilot help you with good interview questions to ask candidates
Verve AI Interview Copilot helps you design, practice, and refine good interview questions to ask candidates with real-time guidance. Verve AI Interview Copilot suggests role-specific behavioral and situational questions, flags potentially illegal or inappropriate questions, and helps you structure interviews to compare candidates fairly. Use Verve AI Interview Copilot to rehearse follow-ups, get phrasing tips, and ensure your questions map to job competencies. Learn more at https://vervecopilot.com
What are the most common questions about good interview questions to ask candidates
Q: How many questions should I prepare
A: Aim for 8–12 targeted questions covering skills, behavior, and cultural fit
Q: Should I use the same questions for every candidate
A: Use core comparable questions plus tailored follow-ups for each candidate
Q: How do I avoid illegal interview questions
A: Learn prohibited topics, stick to job relevance, and review company guidelines
Q: What’s the best way to get concrete examples from candidates
A: Ask for STAR-style details: Situation, Task, Action, and Result
Quick checklist for creating good interview questions to ask candidates
Start with role outcomes and required competencies.
Include at least one behavioral and one situational question per competency.
Prepare 2–3 tailored follow-ups based on likely answers.
Avoid questions listed in employer legal guidance and format sensitive topics as job-relevant inquiries only IECC.
Use consistent scoring rubrics to evaluate responses.
Final tips for interviewing success using good interview questions to ask candidates
Listen more than you speak. The best evidence comes from pauses and detail.
Take notes and score answers to reduce bias and aid deliberation.
Encourage candidates to ask their own questions; their questions also reveal priorities and fit HBR, The Muse.
Debrief with your hiring team immediately after interviews while impressions are fresh.
Good interview questions to ask candidates are intentional, relevant, and structured to uncover real behavior and fit. With preparation and practice, your questions will not only identify the best candidates but also leave everyone feeling respected and well-evaluated.
51 Interview Questions You Should Be Asking The Muse
Questions Not to Ask in an Interview IECC PDF
Top 20 Interview Questions and Answers Indeed
38 Smart Questions to Ask in a Job Interview Harvard Business Review
Behavioral Interview Questions to Ask Candidates OACD PDF
Sources
