Interview questions to ask candidates

Structured interviews are fairer

Asking every candidate the same core questions, then scoring against the same rubric, makes comparisons meaningful and reduces gut-feel bias. The guide groups questions by competency so each interviewer knows what they are assessing.

Behavioral vs situational questions

Behavioral questions ask about real past experience ('Tell me about a time...'). Situational questions pose a scenario ('What would you do if...'). A mix works well for most roles; pick one style if you want to go deeper.

Know what a good answer sounds like

Each question comes with a follow-up probe and two or three signs of a strong answer, so less experienced interviewers can score consistently. Fill in scores right after each interview while details are fresh.

Topics to steer clear of

US employment law protects candidates from questions about age, family status, religion, national origin, disability and similar topics. The guide lists them so interviewers stay on job-related ground. Start with the Job Description Generator if you have not posted the role yet.

Questions