The Best Job Interview Questions

What is the one thing you know about my business that I don't, and how does knowing that prove you can be a great and profit-adding addition to our team?

What question were you hoping I wouldn't ask you?

If hired and allowed to do so, what changes would you make immediately
to improve the company?

I would ask that question to find out two things. (1) Is the person
outspoken enough to voice his or her opinion? (2) Is he or she a
problem solver that will bring new ideas to the table as an employee?

I always like to ask candidates which they would choose: finish a project on time or make sure it is perfect.

The answers range from one end of the spectrum, as you can imagine, to the other.

My preferred answer is when the candidate proposes there would be different answers depending on relevant criteria at the time. Makes me realize they're able to analyze situations and make decisions based on changing issues.

Where do you see some of the challenges the company or organization will face in the next 12 months?

I like to do an intelligence test, but it's more of a confidence test than anything. I always ask: "What is a quarter of a half?" Seems like simple math, but half of the respondents get it wrong, do not respond, or think it's a trick question. Of the half that get it right, their response sounds more like a question back to me where the voice goes up in pitch at the end as if they are unsure of the answer. I am looking for applicants that answer the question positively and confidently.

In your career, what's the one thing if you had to do over again, you would do differently? Why? What would you do?

(The answer will help determine if they learn from their mistakes and/or to determine if they can admit mistakes.)

I ask everyone walk me through their resume -- but I don't want to hear what they did at the position. I want to know what they liked most and what they liked least. This question is incredibly revealing about their fit within my organization's culture, as well as their fit to the specific position.

In what areas were you appraised on your last performance review with [Company Name] and how did your manager assess your performance in each of them?

My favorite interview question is "How old were you when you had your first paying job?"

If they respond 16 or younger, that's a good sign. My experience is they have a better work ethic if they worked for someone other than getting an allowance from mom and dad.

My favorite question to ask potential employees:

What do you read on a daily basis, why do you read it and how do you consume it?

This is a simple way to gauge general intelligence and an excellent way to find the real "social media experts".

From Interviewee to Company:
In the first 12 months of working here, what would you have to see in order to say, this is really an exceptional hire & we’re really happy you’re on the team?

The best interview question I ask is "If you were an ingredient found in the kitchen, what would you be and why?" I asked this of all of our Chief Operating Officer candidates last year and you would be surprised how many people take this question totally seriously.I had one say "flour" because I'm the glue that holds everything together. Another candidate said "chocolate chips because they add that certain je ne'sais quas". I also got water, basil, and sugar (from a most obstinate fellow).

My one best question: What will your prior managers tell me is the one area in your work that needs improvement?

This is an updated version of the awful, “what are your weaknesses?” and is specifically designed to generate an honest, unscripted answer. All candidates have been asked this question by me. The answers have taught me something useful and insightful about each person. Oftentimes, my hiring decision has been heavily based on the answer given to this particular question.

If I can only ask one question, I ask “Tell me about yourself as it related to the position.”

A good answer shows they prepared, they understand the position/company and highlights their critical strengths related to the job.

A bad answer loses me in a long biography that has little to do with the position/company.

“See this pen I’m holding in my hand? Sell it to me.”

I ask this to see if the candidate I am interviewing can think on their feet. Do they get flustered and how well they can sell me.
Since a job within my offices means selling, it’s important for me to find out how quickly the candidate can respond. I also want to see how they respond. Do I get a dirty look, do I get a big sigh, or do I get someone who says, “Sure, happy to,” and proceeds to sell me my own pen?

This question is great because it not only requires the interviewee to expose some sense of vulnerability, but also to demonstrate how they can speak around their shortcomings to remain the ideal candidate for the position --

What are your weaknesses and how do you overcome them?

1.Tell me about a time you dropped the ball on a big project/task?
After the candidate answers the question ask them…
What did you do to fix your mistake?

"What 1 action/experience from your past makes you qualified for this position?"...Can be running a lemonade stand as a kid, creating a marketing plan in college, starting a lawn mowing service to get extra $ as a teen, multi-tasking college courses, internship & extra-curricular activities in school...This is a great barometer to see how they problem solve, if applicant actually has the skill set-NOT just education/schooling-for the job and are they a doer or a talker.

Can you take me through an average day from clock in to clock out?

"If you could change any two things, what would they be and why?" coupled with "Will you share with me what you would like best about working at X?"

These two questions not only open discussion towards insight about the candidate, but also creates a dialogue at the end of the interview which they can share what they learned about the company.

What have you been repeatedly asked to do at your previous positions, what are you the go-to person for? Did you enjoy doing it, were you recognized as being good at it or both?

At your previous job, what would the person that liked you the best and the least recommend that you need to work on?

What single message would you like me to remember about you that would convince me you are the one we should hire?

Best interview question I was ever asked:

What is one job you would NOT want to have and why? I answered hotel maid because I don't like to clean up other people's messes.

Looking back, I didn't realize how insightful this question was. I could have been perceived as not being management material (since it sometimes involves cleaning up other people's messes).

"Describe your support system!"

A potential employee with a strong support system - mentor, coach, accountability partner, mastermind group - is a problem solver with resources for the challenges of a new job. Ask, "What's an idea you've gotten from your support system, and how did you apply it?" This shows the quality of ideas they gather and how they turn ideas into action. An applicant with no support system won't learn as fast or solve new problems. They'll drain your existing resources.

If you were hired tomorrow as the new CEO of our company, what is the one biggest change you would make? (Shows whether the candidate understands the company's business, has thought about the direction of the company going forward, can take a stand and question the status quo, and is able to justify his/her viewpoints with solid reasoning)

To me, the best question is, "What would you be doing if you had the cash not to work?"
I"d be looking for an answer along the lines of, 'I'd be doing whatever this company is doing.'
You want someone with a passion for the subject/field. Answers along the lines of "I'd be windsurfing in Ibiza" tell you a lot.

If you could make any single change to our product, what would it be and why?

We all have to work with people we would prefer not to. It is part of the job. It is important to know that potential employees can handle these situations tactfully and still be productive. So, I would ask:

"Please tell me about a time you had to work with someone you did not get along with and share with me how you handled it."

Describe a situation in which your work was criticized…..what happened and how did you respond?


Give two examples of your creativity or leadership ability

Under what circumstances would you consider hiring a friend?

Please describe one thing that you would do, immediately after you are hired, to help this company.

What are you most proud of accomplishing?

The question we like to ask is:
What's your value add to the company? i.e. how can you make a contribution and how will training you be worth our time?

“Are you an asset to your current employer? If so, why are they so willing to let you go?”

What do you find most frustrating about your current job? Walking around this question shows you lack tenacity. You need to answer honestly, and prove you have the resolve and determination to be successful and move ahead in your career!

'Would you be surprised if we decided to hire someone else over you?'

There is one must-ask interview question that I use and recommend to clients:

"What is important to you?" Give no clarification, qualification or explanation. Just ask the question.

An "I don't know," answer shows a lack of self-awareness.

Frustration when you won't provide clarification reveals an employee needing supervision.

Values alignment, maturity, and engagement potential can all be determined from the answer to this question.

One little question - lots of big insight.