Interviews are a two-way street: hiring managers use interview questions to ask candidates for evidence of skills, and candidates can prepare by practicing answers to those same interview questions to ask candidates. Whether you’re hiring, applying, selling, or seeking admission, the right interview questions to ask candidates expose active listening, clarity, empathy, and persuasion—traits that predict on-the-job success and stronger team outcomes https://soreno.ai/articles/communication-skills-for-interviews https://www.indeed.com/career-advice/interviewing/interview-questions-for-communications-specialist.
This guide gives practical, categorized interview questions to ask candidates, interviewer cues on what to look for, candidate-side phrasing examples, preparation checklists, and scenario adaptations for sales and college panels.
Why should you use interview questions to ask candidates to assess communication skills
Communication is a core predictor of workplace performance. Well-crafted interview questions to ask candidates reveal whether a person can summarize ideas, adapt tone to audiences, handle pushback, and resolve conflict. For interviewers, the goal is to separate scripted answers from genuine competence; for candidates, the goal is to show structure, brevity, and empathy in responses. Using behavioral frameworks like STAR (Situation, Task, Action, Result) when designing interview questions to ask candidates increases clarity and comparability across interviews https://capd.mit.edu/resources/the-star-method-for-behavioral-interviews/.
Active listening and clarification skills (did they ask or reflect back?)
Concise structuring (headline first, details second)
Conflict resolution and feedback delivery
Persuasion and stakeholder tailoring
What to measure with interview questions to ask candidates
What are the top behavioral interview questions to ask candidates for communication skills
Use the behavioral approach: ask for a concrete example, probe for specifics, and score the result. Below are grouped questions with interviewer cues and candidate sample phrasing.
Questions to ask candidates:
How do you define effective communication in meetings
Describe a time you ensured you understood a speaker in a meeting
What to look for / How to answer:
Interviewer: signs of full attention, clarifying questions, summary statements.
Candidate: "I paused, noted keywords, and reflected: 'If I’m hearing you right…' then asked one clarifying question."
Active Listening & Clarity
Questions to ask candidates:
Share a time you gave constructive feedback
Describe mediating a team conflict
What to look for / How to answer:
Interviewer: empathy, fact-based steps, how relationships were repaired.
Candidate: "I scheduled a private conversation, described observable behavior, invited their perspective, and agreed on next steps."
Feedback & Conflict
Questions to ask candidates:
Explain a complex idea to a non-technical colleague
How do you tailor communication for different stakeholders
What to look for / How to answer:
Interviewer: headline-first structure, use of analogies, channel selection.
Candidate: "I started with the bottom line, then 2 supporting points, and asked if they wanted a walkthrough."
Presentation & Persuasion
Questions to ask candidates:
Describe working across a cross-functional team
How do you handle competing priorities when communication channels conflict
What to look for / How to answer:
Interviewer: evidence of negotiation, reprioritization, and clear outcome.
Candidate: "I created a shared agenda, clarified deliverables, and set a weekly sync to keep alignment."
Teamwork & Adaptability
Questions to ask candidates:
Tell me about a mistake in communication and what you learned
What’s your communication style and when does it change
What to look for / How to answer:
Interviewer: growth mindset and concrete lessons.
Candidate: "I once sent an incomplete update; I now follow a checklist and include decision requests at the top."
Self-Reflection
(Adapted from competency frameworks and sample questions used in communication interviews https://www.clevry.com/en/resources/competency-based-interview-questions/communication-interview-questions-answers/ and practical advice on communications roles https://www.indeed.com/career-advice/interviewing/interview-questions-for-communications-specialist.)
How can interview questions to ask candidates be adapted for jobs sales and college panels
The same core interview questions to ask candidates map well across scenarios when you tweak the probe and the outcome you expect.
Focus on decision impact: "Describe how your communication changed a project outcome" — look for measurable results.
For hiring managers (role fit)
Use scenario prompts: "Tell me about a time you turned a hesitant prospect into a buyer" — look for empathy, objection handling, and tailored value propositions.
For sales professionals (persuasion under pressure)
Emphasize learning and collaboration: "Describe a group project that taught you about leadership" — look for reflection and growth.
For college admissions panels (teamwork and reflection)
Change the metric: hiring looks for deliverables and culture fit; sales focuses on conversion and objection handling; college admissions values learning and civic contribution https://careercenter.ucdavis.edu/interviews-and-offers/questions-and-prep.
Tips for adaptation
What common challenges do interviewers and candidates face with interview questions to ask candidates and how can they be solved
Common pitfall: candidates ramble or miss multi-part prompts. Interview questions to ask candidates fail when follow-up probes are absent.
Rambling answers: enforce the Traffic Light Rule—green under 60s, yellow 60–120s, red over 2 minutes. Interviewers can politely interject to refocus.
Vague answers: probe for specific actions and outcomes. Ask "What exactly did you do" or "What was the measurable result."
Poor non-verbals: coach for eye contact, fewer fillers, and purposeful pausing. Candidates should practice a 3-second pause before answering and jot keywords to stay structured https://soreno.ai/articles/communication-skills-for-interviews.
Scripted-sounding replies: listen for unique details and adaptation. If answers are overly generic, ask for an unexpected follow-up like "Who disagreed and why?"
Challenges and fixes
Interviewers should prepare follow-ups that probe for STAR/SAR details. Candidates should practice at least 3–5 flexible stories that map to multiple interview questions https://capd.mit.edu/resources/the-star-method-for-behavioral-interviews/.
How can interview questions to ask candidates be practiced and prepared for by interviewers and candidates
Actionable checklists you can use immediately.
Define 3 must-assess skills per role and create 2 behavioral prompts per skill.
Use consistent scoring rubrics (examples, clarity, outcome).
Plan 2 tactical follow-ups: "What was the result?" and "What did you do differently next time?"
For interviewers designing interview questions to ask candidates
Select 3–5 stories that illustrate communication, conflict resolution, and persuasion.
Structure answers: headline → situation → specific actions → measurable result.
Time and practice: use the Traffic Light Rule and aim for 60–90 seconds for core stories.
Micro-skills: pause 3 seconds before answering, maintain ~70% eye contact, and jot keywords to avoid fillers.
Tools: practice with mock interviews, record yourself, and iterate.
For candidates preparing to answer interview questions to ask candidates
Why this preparation matters: structured, specific answers in behavioral interviews significantly increase clarity and comparability, improving the quality of hiring decisions and candidate performance https://capd.mit.edu/resources/the-star-method-for-behavioral-interviews/ https://careercenter.ucdavis.edu/interviews-and-offers/questions-and-prep.
How can Verve AI Copilot help you with interview questions to ask candidates
Verve AI Interview Copilot can simulate targeted mock interviews that mirror the specific interview questions to ask candidates for communication, conflict, and persuasion skills. Verve AI Interview Copilot offers instant feedback on pacing, filler words, and structure, and Verve AI Interview Copilot can generate tailored follow-up prompts to deepen your practice. Try Verve AI Interview Copilot at https://vervecopilot.com to refine answers, rehearse STAR stories, and build interviewer question guides efficiently.
How should you conclude your use of interview questions to ask candidates and continue improving
Pick one interview question to ask candidates each day and draft a STAR response or a scoring rubric.
Swap roles with a peer: one asks the interview questions to ask candidates; the other answers and receives feedback.
Track improvements: note timing, specificity, and the number of follow-ups needed.
Practice deliberately. Use a short rotation:
Small habits (pausing, headline-first, clarifying questions) compound into more persuasive, empathetic communicators. Regularly audit your interview questions to ask candidates for specificity and alignment to role outcomes.
What are the most common questions about interview questions to ask candidates
Q: How many interview questions to ask candidates should I prepare
A: Prepare 6–10 core behavioral questions plus 3 role-specific prompts
Q: How long should answers to interview questions to ask candidates be
A: Aim for 60–90 seconds for core stories; stop before 2 minutes
Q: Which framework best fits interview questions to ask candidates
A: Use STAR or SAR to capture situation, action, and outcome
Q: Can interview questions to ask candidates be used in sales pitches
A: Yes adapt to persuasion metrics: objections handled and conversion rates
Q: How do I spot scripted answers to interview questions to ask candidates
A: Probe for details, dates, names, and unique tradeoffs
The best interview questions to ask candidates are behaviorally focused, probe for concrete outcomes, and are tailored to role-specific communication needs. Whether you’re an interviewer designing hiring guides or a candidate polishing answers, the discipline of structured practice will make your questions and responses clearer, more persuasive, and more predictive of success.
Conclusion
STAR method resources: MIT Career Advising and Professional Development https://capd.mit.edu/resources/the-star-method-for-behavioral-interviews/
Communication interview question samples: Indeed and Clevry https://www.indeed.com/career-advice/interviewing/interview-questions-for-communications-specialist https://www.clevry.com/en/resources/competency-based-interview-questions/communication-interview-questions-answers/
Further reading and templates
