The Best 37 Interview Questions to Ask Candidates in 2026

Interviews are important regardless of your company's size. 

It’s a big investment to make — it costs time and money to get the job ad up, then you have to sift through the CVs, interview candidates, and choose the best one (potentially out of 100s). 

So, with all this time and effort, it’s such a massive blow to both the candidate and the employer when it’s decided to part ways. 

The best way to avoid this scenario is to make sure that during the screening and interviews, you’re turning up with the best possible interview questions to ask candidates to determine if they are the best fit for your position. 

And to help you with this, we’ve written this article to give you the 37 best questions to ask candidates, as well as the thinking and methodology that goes into these questions, so you know how to write the best ones for your organisation. 

So, without further ado, let’s begin. 

15 Strategic Interview Questions to Ask Candidates

There are interview questions, and then there are strategic interview questions, the ones that are designed to learn how a candidate will fit into the role and organisation, rather than if they can simply perform the tasks, by finding out about their: 

• Motivations 
• Working style
• Judgment 

It’s important to use these types of interview questions to ask candidates early, preferably during the first-round interviews with your recruiter, HR, or talent acquisition partner, as understanding whether your company and the candidate are aligned prevents everyone from wasting time or mistakenly hiring someone who wasn’t a good fit. 

Most strategic questions fall under one of three categories: 

1. Motivation and alignment with the opportunity 
2. The candidate's background and working style
3. How they exercise judgment under pressure, competing demands, or setbacks 

We’re going to cover all three categories in detail here. 

Motivation and Alignment with the Opportunity

The quickest way to find out whether a candidate is applying out of genuine interest or just blasting off 1000 CVs in the hopes of getting a bite is to ask them what excites them about the position. 

Phrasing interview questions to ask candidates like this gives the interviewee a chance to open up about what they like about the role, the team, or the company, and it also invites them to demonstrate that they have read the job description. Another thing that is a nice strategic question to explore is what they’re looking for in their next role, as this will give you a sense of what their priorities are and how it aligns with the position they’re applying for, as you will get an idea of what they would like in terms of: 

• Scope
• Ownership
• Growth
• Flexibility
• Pace 

It also gives you extra insight into what candidates are looking for when deciding whether to join your company, allowing you to explore other options to make your positions more enticing. 

Which nicely brings us to the next interview question to ask a candidate: 

Compensation

Asking this early is a nice strategic move. You’re not looking to get the exact number agreed to there and then. You want to probe early (and be transparent) to determine whether their expectations are reasonable and in line with market rates, and whether their understanding of compensation aligns with your company's philosophy. 

Another elephant in the room to address is why they’re applying for your open position. 

Asking an open-ended question on why they decided to leave their last position (or are trying to leave) not only invites them to talk about their current circumstances. But you’re not looking for the actual reason (you might not even get it). Here, you’re looking to see how they frame a career change. 

Someone who describes the move as something they want next in their career journey, rather than what they’re trying to escape, is likely to be more mature and self-aware. 

Then the final goal of interview questions to ask candidates strategically is finding out what motivates them to do their very best. These types of questions will highlight their working preferences, and if those answers align with the role, like whether they admit to liking the opportunities for: 

• Autonomy
• Collaboration
• Learning
• Ownership
• Solving hard problems

Now, with all that said, here are some of the consolidated questions you can ask to achieve everything we just touched upon: 

• What most excites you about working here? And how does it fit into your long-term career goals? 
• What would you be looking for in your next role? And how do you see our organisation helping you get to that role? 
• Given what you've learned about the role so far, what are your compensation expectations?
• Why are you leaving your current role, or why did you leave your last one? 
• What motivates you to do your best work? And what kind of work gives you the most energy?

The key with these strategic interview questions for candidates is the specificity of their answers and how they align with the role. 

If they give vague responses, or frame past experiences negatively, or try to place blame onto someone else, then perhaps you’d need to dig a little deeper with that candidate or avoid a second interview. 

The Candidate's Background and Working Style

Sure, you have their CV, and yes, they may have taken the time to write a cover letter, but what they have written on paper should align with the stories they can recall about their work. 

And asking candidate interview questions designed to get them to walk you through their experience can help you see whether they can connect their history to the role, rather than you trying to piece the puzzle together yourself. If they can understand how they can fit into your organisation, they will be able to focus on their most relevant experience and explain how it maps directly to your job description. 

If your position requires experience with specific tools or tech, rather than asking whether they have experience, ask them to explain how they use them. 

Framing a question like this allows them to expose just how knowledgeable they are with the things they need to use to be successful in their position, and gives you an understanding of how their experience with it will work in your organisation. 

However, not all positions require someone to have a PhD, 20 years of experience, and be able to run a mile in under 5 minutes. Some roles are opportunities to hire juniors or interns. In these instances, you can switch the interview questions to ask candidates more about the types of work they have enjoyed so far. Just remember you’re looking for authenticity more than a nice polished answer. 

If you’re interviewing someone who is currently employed, asking them for insights into their current team might help you judge if they’ll be able to adapt to your organisation's workflow, by finding out things such as: 

• Team size 
• Defined roles versus overlapping responsibilities 
• Process maturity

Which leads nicely to the topic of work environments too, and how that affects their work, and whether what they say will work practically with how your business is set up. 

That description pairs naturally with asking what kind of work environment helps them succeed: one question tells you where they've been, the other tells you where they do their best work, and together they show whether the fit is practical, not just aspirational.

So, here are some interview questions to ask candidates to strategically delve into their work history: 

• Can you walk me through your work experience? And how does it relate to the role? 
• Can you take me through how you use tech/tools in your current role? 
• What type of work have you enjoyed most so far in your career?
• Can you describe the team you currently work with?
• What kind of work environment helps you do your best work?

You’re not looking for them to recant their entire CV in response to your questions; prod them to offer a more structured narrative of how they worked and how those experiences fit into your position. 

How They Exercise Judgment Under Pressure, Competing Demands, or Setbacks 

Interview questions to ask candidates that are centered around having them explain how they solved a difficult or complex problem (preferably one where they were working with incomplete information) help you get a structured start to evaluate them on: 

• The situation 
• The action taken 
• The reasoning behind it 
• The outcome 

You’ll want to pay attention to how they approached the problem, and dig into how they dealt with the pressure of the situation, so you can determine whether the candidate: 

• Stays calm
• Weighs trade-offs
• Communicates with the people involved
• Can explain why they chose the path they did

If more information is needed, you can always ask them about the steps they took before committing to a solution, as this will highlight whether their decision-making process is repeatable or if they were going off gut instincts. 

You should also explore how they prioritise their work — especially if you’re a large organisation with many moving parts or a startup that needs to be flexible and move fast. How do they approach prioritizing work, and how do they communicate these priorities when something shifts? 

Finally, it’s always good to have the tough conversations around failure, not because you want them to say “Failure isn't an option!” but because you want to see how they handle setbacks honestly.

By asking strategic interview questions that invite openness about failure, you can test candidates' self-awareness and ability to grow. Do they dance around excuses, or do they take ownership of what’s happened in the past and use their learnings to move forward? 

Here are some of the best interview questions to ask a candidate to get a better understanding of their ability to work under pressure: 

• Tell me about a time you solved a difficult or complex problem.
• Tell me about a time you had to make a decision under pressure. 
• What steps do you take before committing to a solution? 
• How do you prioritise when you're managing multiple tasks and responsibilities? 
• Tell me about a time something didn't go as planned. 

With these questions, you’re looking to get a clear breakdown of how they have handled high-pressure moments in their career and get a gauge if they have used all their learnings to grow personally and professionally. 

10 Behavioural Interview Questions to Ask Candidates to Assess Real-World Performance 

We're now moving away from the strategic interview questions to ask candidates and focusing on questions designed to learn more about how someone behaves.

Uncovering their past behaviour is a better predictor of future performance than trying to determine whether they are suitable for a role based on hypotheticals. These behavioural interview questions to ask candidates are designed to get them to tell a story about their experience, avoiding questions that give them an opportunity to give rehearsed answers. 

Initiative and Going Above Expectations

Get them to talk about times when they went above and beyond their job description, or a moment when they took initiative to fix a problem without being prompted. 

Their answer will set them apart from those who wait to be told what to do, compared with those who are proactive with their work. These are great interview questions to allow the candidates to tell stories about what they did off their own back, the steps they took, and preferably the (measurable) outcome from their efforts.

Here are some questions to ask the interviewee: 

• Tell me about a time you went above and beyond in your work.
• Describe a situation where you noticed a problem or inefficiency and took the initiative to fix it.

You’re looking to see whether the candidate can identify and perform tasks on their own or whether they need tasks assigned to them. 

Interpersonal Conflict and Difficult Coworkers

We're not looking for gossip about someone they didn't get along with in the past. 

The purpose of asking interview questions about how candidates dealt with difficult colleagues is to determine how they overcame them, which will reveal something about their soft skills. Here, you’ll be hoping to hear how they describe the tension with the coworker and how they went about resolving it. Preferably they say that after the confrontation, the situation improved, not that they simply avoided or tolerated the coworker's behaviour. 

The questions to ask when interviewing someone about conflict resolution:

• Describe a situation where you had to work with a difficult coworker. What happened in the end? 
• Tell me about a time you disagreed with a colleague or team member and how you worked through it.

This is a recurring theme with these interview questions, but again, you're looking for them to take ownership of the resolution as opposed to placing blame on the coworker, and gathering evidence on how they handle conflict. 

Responding to Feedback

Asking a candidate to describe a time they received constructive or difficult feedback tests coachability and emotional intelligence — specifically, whether they can hear criticism without becoming defensive and whether they follow through on it. 

A strong answer names a real piece of feedback, however minor, and then describes concrete steps the candidate took afterward to improve, along with evidence that the change actually stuck.

Some good interview questions to ask candidates:

• Tell me about a time you received constructive feedback and what you did after receiving it.
• Can you share an example of feedback that changed how you approach your work?

Look for a genuine, specific piece of feedback rather than a deflected or overly generic example, concrete steps taken afterward, and evidence that the improvement was lasting rather than temporary.

Leadership and Speaking Up

Leadership-focused questions ask a candidate to describe a moment they took the lead on a task or spoke up when they believed something was wrong, even without formal authority to do so. 

This is particularly useful for identifying candidates who can influence outcomes through judgment and communication rather than title. The strongest answers show the candidate advocating for a position clearly and respectfully, often in the face of some disagreement, and ending with the team or project benefiting from that stance.

Interview questions to ask candidates:

• Give an example of a time you demonstrated leadership, even if you weren't in a formal leadership role.
• Describe a situation where you spoke up because you disagreed with a decision or approach the team was taking.

Look for clear, respectful advocacy for a position rather than passive agreement, willingness to act without needing formal authority, and an outcome that benefited the team or project as a result.

Process and Systems Improvement

Asking a candidate to describe a time they improved a process or system tests their ability to spot inefficiency and act on it without waiting for direction. 

Strong answers identify a specific, often unglamorous operational problem (redundant steps, wasted resources, unclear ownership) and walk through the concrete fix the candidate implemented, ideally quantified in terms of time, cost, or resources saved.

Questions to ask:

• Describe a time you identified and improved an inefficient process or system at work.
• Tell me about a project where you streamlined how something was being done.

Look for a specific, well-defined problem rather than a vague complaint about inefficiency, a concrete solution the candidate personally designed or implemented, and a quantifiable result such as time or cost saved.

12 Interview Questions to Ask Candidates to Assess Values and Mission Alignment

Asking a candidate to define what company culture or core values mean to them tests whether they've thought seriously about workplace fit or are treating the question as a formality. 

The strongest answers connect the candidate's own values to specific decisions or moments in their work history, and show evidence they've actually researched what your organisation stands for rather than offering something generic enough to apply anywhere.

Great interview questions to ask to figure this out:

• What does company culture mean to you, and what have you learned about ours specifically?
• Which of our values do you personally identify with most, and why?
• Tell me about a time your personal values shaped a decision you made at work.

Look for concrete examples tied to real values rather than abstract statements, and evidence that the candidate has researched your organisation specifically rather than reciting values that could describe any employer.

Communication Style Compatibility

Communication mismatches cause more day-to-day friction than skill gaps do, so it's worth asking a candidate directly how they prefer to communicate rather than assuming compatibility.

Some people want detailed written updates and async documentation, while others need frequent verbal check-ins and immediate feedback. Neither preference is wrong, but a significant mismatch between how a candidate operates and how your team actually communicates is worth surfacing before an offer, not after.

Questions to ask:

• Do you prefer detailed written updates or regular face-to-face check-ins, and why?
• Would you rather receive broad goals and figure out the approach yourself, or clear, specific instructions?
• Describe a time you had to explain something complicated to someone who wasn't following along.

Look for a clearly articulated preference rather than a noncommittal "I can do either," and honestly compare that preference with how your team actually operates day to day, not how you'd like it to operate.

Retention Signals and Dealbreakers

Turnover is expensive, which makes it worth asking directly about what would make a candidate stay long-term and, just as importantly, what would make them leave quickly. 

Candidates who describe growth, meaningful work, or a sense of belonging as their primary drivers tend to be more durable hires than those who frame retention purely around compensation. Asking about dealbreakers works the same way in reverse — a candidate's answer here often reveals what they value more honestly than a direct values question would, since dealbreakers tend to be specific and personal rather than rehearsed.

Interview questions to ask candidates:

• What motivates you to stay at a company for the long term? 
• What would make you consider leaving a job within the first few months? 
• How do you define success in your work, beyond hitting targets? 

Look for retention drivers tied to growth, purpose, or belonging rather than compensation alone, and dealbreakers that are specific and personal rather than vague or rehearsed.

Team Morale, Inclusivity, and Working Across Differences

A candidate's approach to team dynamics beyond their own individual conflicts reveals how they'll contribute to the broader health of the group — whether they notice when morale is low, make space for quieter voices, and work effectively with people whose style is very different from their own. 

This matters most in teams that are in early or scaling stages, where a single person's approach to inclusion or morale can meaningfully shift how the group functions.

The best interview questions to ask candidates to figure this out: 

• Describe a time you helped improve morale on a team that was under pressure or going through a difficult stretch.
• How do you make sure everyone on a team has a chance to contribute, including quieter team members?
• Tell me about a time you worked closely with someone whose working style was very different from yours. How did you make it work?

Look for specific, initiative-driven actions rather than passive good intentions, and genuine adaptability when describing collaboration with people unlike themselves, rather than a preference for only working with similar personalities.

Why the Right Interview Questions Matter for Hiring Success

Most hiring managers have never been formally trained to interview. 

Many were promoted for their technical skills, not their ability to assess candidates, so they default to gut feeling or the same handful of questions they've always used — without realising those habits often lead to weaker hires.

The risk without structured questions is real. Interviewers can end up favouring a candidate they personally connected with, rather than the one best suited to the role, mistaking rapport for competence. 

Loosely phrased questions compound the problem — asking "you've got strong time management skills, right?" invites an automatic yes, while asking a candidate to walk through a real example forces them to actually demonstrate the skill.

Structured questions also protect the process itself. 

Asking every candidate the same core questions, with notes taken along the way, gives you a consistent basis for comparison and a defensible record that decisions were based on job-relevant criteria rather than bias.

None of this requires a rigid, scripted interview — it can still flow naturally. But building that structure from scratch takes real time, which is exactly the gap a service like TalentHub is built to close.

How TalentHub Helps You Build a Stronger Interview Process

TalentHub handles both the structure and the legwork of hiring, so internal teams don't have to build an interview process from scratch or manage every step themselves. 

TalentHub interviews follow competency-based frameworks (behavioural and situational questions, STAR-method assessments, and follow-up probing) that evaluate candidates across 10+ competencies, including:

• Leadership
• Decision-making
• Cultural fit

Beyond the framework, TalentHub manages the coordination itself: 

• Booking interviews
• Verifying skills and experience
• Running first-round calls to assess motivation and team fit

For teams that want to run parts of the process internally with their own hiring managers, TalentHub provides downloadable interview guides, job description templates, and STAR-based toolkits, as well as offering consultation services to businesses looking to optimise their hiring processes. 

For companies facing rapid growth or capacity constraints, TalentHub offers flexible models to maintain consistent hiring without overloading internal teams. Book a call today and offload the burden of thinking about interview questions to ask candidates, and start hiring the very best talent with TalentHub.