But how do you know if your interview process is running too long, too short, or just right?

We’ll explore average interview lengths across industries and job types, what those numbers mean in context, and how to refine your timeline without cutting corners. Whether you’re hiring entry-level talent or senior executives, the right process length can give your company a clear edge in a competitive hiring environment.

Why Interview Duration Matters

The length of your interview process is a direct reflection of how your organization operates.

Candidates are paying close attention. A process that drags on without updates can signal disorganization or lack of interest. On the flip side, a process that wraps up too quickly may leave them wondering whether the company takes hiring seriously or is just trying to fill a seat. Either scenario can negatively shape the candidate experience and, by extension, your employer brand.

Internally, interview length also affects your hiring outcomes. Drawn-out timelines often lead to decision fatigue, lower engagement from internal stakeholders, and missed opportunities when top candidates accept other offers. An overly rushed process can result in poor cultural fits or hiring based on surface-level impressions rather than substance.

Finding the right interview length is about more than efficiency. It’s about building a process that respects everyone’s time, reflects your company’s standards, and positions your organization as a place where thoughtful hiring is a priority.

What’s the Average Interview Process Length?

There’s no universal standard for how long an interview process should take, but there are benchmarks that can guide expectations and help identify when things are dragging unnecessarily.

According to recent data from Glassdoor, the average interview process in the United States takes about 23.8 days. That number varies widely depending on the job, the industry, and the position level.

Interview length by industry

Industries with more regulation or technical complexity tend to have longer timelines. For example:

• Government: 53.8 days
• Aerospace & Defense: 32.6 days
• Energy & Utilities: 28.8 days
• Healthcare: 27.0 days
• IT & Technology: 24.8 days
• Hospitality & Retail: 18–20 days

Hiring timelines in industries such as hospitality, retail, and call centers tend to be shorter due to higher volumes and faster turnover, whereas more strategic roles in IT, finance, or healthcare often require more touchpoints and approvals.

Entry-level vs. executive roles

Level of seniority is another key factor. Entry-level and administrative roles are typically filled faster, often within 1 to 2 weeks. Mid-level roles may take 3 to 4 weeks, while executive searches commonly extend to 6–8 weeks or longer, especially when relocation, board approvals, or multiple stakeholder interviews are involved.

While knowing how your timeline stacks up against the average is important, context is everything. What matters most is whether your timeline makes sense for the type of hire you’re making and whether it helps or hinders your ability to secure the right candidate.

Signs Your Interview Process Is Too Long

A lengthy interview process might seem thorough on the surface, but it can quietly sabotage your ability to hire effectively. When timelines stretch beyond what’s reasonable, the consequences tend to compound quickly. Here are some signs your process may be dragging:

• You’re losing top candidates to faster offers. If your preferred applicants regularly accept other roles before you make it to the offer stage, it’s a red flag that your timeline is too slow.
• Candidates go dark mid-process. Long gaps between interview rounds or feedback often result in disengagement. Candidates may interpret the silence as disinterest or simply lose interest themselves.
• You’re scheduling multiple unnecessary rounds. While it’s smart to involve the right decision-makers, adding too many layers often slows things down without meaningfully improving the outcome.
• Hiring managers feel burned out. If internal teams are rescheduling interviews, delaying decisions, or rushing final evaluations, it’s often because the process has dragged on too long to hold their full attention.
• Open positions are impacting team productivity. The longer a job remains vacant, the greater the ripple effect on team morale, workloads, and business performance.

A slow interview process isn’t always the result of poor planning. Sometimes it’s the byproduct of internal obstacles, unclear hiring authority, or perfectionism in the name of “due diligence.” But if great candidates keep slipping through the cracks, it’s time to reassess whether your process is doing more harm than good.

Related: Cost of Vacancy: Definition & How to Calculate it

Signs Your Interview Process Is Too Short

On the other end of the spectrum, moving too quickly through interviews can create a different set of problems. The ones that often show up after a new hire is already in the door. Watch for these warning signs that your process may be too rushed:

• You’re frequently dealing with bad hires. High turnover or poor performance shortly after onboarding often points back to a hiring process that skipped essential steps or relied too heavily on gut instinct.
• You’re making offers after a single interview. While some roles might justify a fast decision, most benefit from multiple perspectives. One conversation rarely reveals the full picture of a candidate’s fit.
• Candidates don’t get time to ask questions. A rushed process can leave candidates feeling like they’re being evaluated, but not valued. That impression can hurt your acceptance rates and employer reputation.
• There’s little consistency between hires. Without a clear, repeatable structure, decisions become subjective. This inconsistency can lead to issues with team alignment, equity, and long-term fit.
• You’re skipping reference checks or assessments. In the name of speed, it’s tempting to cut out steps. But omitting these tools can lead to avoidable hiring risks.

Fast hiring might feel efficient, especially in a tight labor market, but speed without structure often backfires. The goal isn’t just to fill a seat; it’s to make a hire who contributes and stays.

Related: Candidate Journey Map: What It Is & How to Create One

Factors That Influence Interview Timeline

Even with a clear goal in mind, no two interview processes will look exactly the same. A number of variables shape how long it realistically takes to move from application to offer. Recognizing these factors can help you adjust expectations and spot opportunities for improvement.

Role complexity and seniority

A high-volume customer service role won’t require the same depth of evaluation as a VP of Finance. The more specialized or strategic the job, the more important it is to take a structured, multi-step approach (often involving case studies, leadership interviews, or board approvals). Entry-level positions might be ready to wrap after one or two rounds. Senior roles can span several weeks.

Number of decision-makers involved

It’s common to involve multiple stakeholders in hiring decisions, especially for cross-functional or leadership positions. But every added voice can mean added delays. Scheduling challenges, conflicting opinions, and unclear decision ownership all add time to the process. Without a streamlined structure, what starts as a team effort can quickly turn into gridlock.

Assessment tools and background checks

Skills assessments, personality tests, and take-home assignments can help validate a candidate’s potential, but they also add time to the overall process. The same goes for background checks and reference calls. These steps are valuable, but if they’re not well integrated, they can create gaps between interviews and slow down your hiring momentum.

Related: The Top Recruitment Assessment Tools and Technologies

Internal hiring capacity and bottlenecks

Even the most well-designed process can drag if your internal team is short on time or resources. Delays in scheduling, feedback, or approvals often come down to bandwidth. This is especially common in growing companies where hiring responsibilities are split between multiple departments or leaders. Without a dedicated point of ownership, things stall.

Recommended Interview Timelines by Role Type

While every organization operates differently, having a general benchmark by job type can help you gauge whether your timeline is competitive or causing you to miss out on top talent. Here’s a breakdown of recommended timelines by role type:

Entry-level & administrative roles

Recommended timeline: 1 to 2 weeks

These roles typically involve fewer responsibilities and a more straightforward evaluation process. One phone screen and one in-person or video interview is often enough. Candidates at this level usually apply to multiple jobs at once, so a delayed offer can easily cost you a great hire.

Mid-level professionals

Recommended timeline: 2 weeks

For specialists and mid-career professionals, two to three rounds of interviews are common, often with both hiring managers and peers. You may also incorporate a short skills assessment. Efficiency is key; candidates in this group often have options and expect clarity and pace from employers.

Niche or technical roles

Recommended timeline: 2 to 3 weeks

Hard-to-fill positions like engineers, data analysts, or cybersecurity professionals may involve technical assessments, portfolio reviews, or project-based evaluations. These steps add time but are necessary to gauge qualifications. Just be sure the process remains candidate-friendly to avoid drop-off.

Executive roles

Recommended timeline: 3 to 6 weeks

Executive hiring requires more touchpoints and internal alignment. Expect multiple interviews across departments, formal presentations, and possible board involvement. While these hires take more time, extended delays between steps can lead to disengagement, especially for passive candidates.

How to Optimize Your Interview Process Without Cutting Corners

Speeding up your interview process isn’t about skipping steps, but rather tightening the structure, improving communication, and removing friction where it doesn’t add value. Here are smart ways to streamline without sacrificing quality:

• Define the process before posting the job. Know how many interview rounds are needed, who will be involved, and what each step is evaluating. Clarity upfront helps avoid last-minute changes that slow things down.
• Limit interview rounds to what’s truly necessary. Avoid “just in case” meetings or looping in stakeholders who don’t need to weigh in. A leaner process leads to quicker decisions and a better candidate experience.
• Consolidate interviews when possible. Panel interviews or back-to-back scheduling can save days or even weeks compared to spreading them out.
• Set internal deadlines. Keep the process moving by setting response windows for scheduling, feedback, and next steps. A two-day turnaround for interview evaluations is a good rule of thumb.
• Communicate consistently. Silence between steps is a top reason candidates drop out. Even a brief check-in shows respect for their time and reinforces interest.
• Automate where appropriate. Use tools for scheduling, reminders, and application tracking to cut down on manual work and reduce administrative lag.
• Use assessments with purpose. If a test or assignment is part of the process, explain why it matters and when it fits into the timeline. That transparency helps maintain candidate buy-in.

An efficient interview process helps you hire faster and shows candidates you’re organized, respectful, and intentional. That’s the kind of employer top talent wants to work for.

Related: Ways to Reduce Your Time to Hire

Final Thoughts: Balance Speed with Strategy

There’s no magic number when it comes to interview length, but there is a sweet spot. A process that’s too slow risks losing top talent, and one that’s too fast risks making the wrong hire. The best outcomes happen when employers strike a balance: moving with intention, respecting the candidate’s time, and maintaining a thoughtful structure that builds confidence in every decision.

If your team is struggling to find that balance, take it as a sign to revisit your process. Are all interview steps necessary? Are internal stakeholders aligned? Are you creating a great experience for both candidates and your own team?

The answers can help transform hiring from a pain point into a competitive advantage.

Related: Breaking Down the Hiring Process: 16 Steps to Success

Need Help Speeding Up Your Hiring Process?

If your interviews are dragging, or worse, costing you great candidates, it may be time for a new approach.

At 4 Corner Resources, we help companies build hiring processes that move efficiently without cutting corners. Whether you’re scaling fast, hiring for hard-to-fill roles, or just looking to tighten your timelines, our recruiting experts are here to support your goals with strategies that make sense for your business.

Ready to hire better, faster, and with less stress? Start here.

Creative interview questions are more than just a fun curveball; they’re a powerful way to uncover how a candidate thinks, communicates, and solves problems in the moment. They help you move past rehearsed answers and get to the heart of who someone is and how they might fit into your team.

In this blog, I’ll share some of my favorite creative interview questions that I’ve used, refined, and seen deliver real insight. Whether you’re hiring for culture fit, problem-solving ability, or leadership potential, these questions can help you see candidates through a different lens.

Creative Interview Questions, Explained

“If you were a pie, what flavor would you be and why?”

“How would you run our company if you were from Mars?”

“Would you rather have a dozen dog-sized dinosaurs or one dinosaur-sized dog?”

We’ve all heard of off-the-wall interview questions like these in water cooler conversations and job-seeker battle stories. They make for fun happy hour talk, no doubt, and they can break the ice in the normally nerve-wracking environment of an interview. 

In theory, unique interview questions are meant to force candidates outside the bounds of the typical, formulaic interview structure and into uncharted territory to see how they respond and test their creative muster. In recent years, creative interview trends have stretched beyond just the questions asked. 

There is a rise in the number of companies incorporating a physical fitness element into their interview process. The CEO of Barstool Sports told the New York Times she has a practice of texting candidates at odd hours on nights and weekends to see how fast they reply as a litmus test for their responsiveness. 

With coveted positions at big-name companies in high demand, some employers see unique interview questions and other unconventional tactics as a way to identify superior candidates and weed out those who don’t measure up. However, hiring experts disagree on whether such methods are truly worthwhile. 

Related: How to Be a Good Interviewer

Pros of Asking Creative Interview Questions

Avoid stale, stuffy interviews

Your interview process contributes to your overall candidate experience, and something must be said about making the process memorable and enjoyable rather than monotonous and boring. 

Having a positive candidate experience contributes to a stronger overall employer brand, which can help you attract top talent. Creative interview questions can show candidates your lighter side, which may be important to you if that’s a big part of your company culture. 

Gauge creative thinking

Creative interview questions can work well if you can tie them to a specific job function rather than just being wacky for wackiness’ sake. For example, “Client X really wants to make a splash with the next project we’re working on. They’ve asked us to develop the most creative ideas we can think of for the campaign. What’s one idea you’d pitch?”

Asking a candidate to think outside the box in the context of the role they’re applying for can help you gauge the level of creativity they might bring to the position. 

Assess poise under pressure

Some positions require a person who can stay cool no matter what’s thrown at them. If you’re hiring for such a role, unique interview questions can help you learn whether candidates can think on their feet even under pressure. 

Do they maneuver through the question, even if it’s tricky, or are they totally thrown off? Depending on the position, this kind of poise under pressure might be a characteristic that’s important to identify.

Get a taste of their personality

Most candidates come into an interview scenario with their guard up. They’re in the hot seat, making it difficult to get a feel for their personality. And yet, personality, not just skill, is an important factor in deciding whether an applicant will mesh well with your organization’s culture. 

Sprinkling creative interview questions in with more technical ones can help break the ice and allow a candidate to let a bit of their personality shine through. 

Cons of Asking Creative Interview Questions

Creates unnecessary pressure

Even the most conventional interviews can be nerve-wracking for candidates doing their best to make a good impression and convey their selling points. Unusual interview questions seemingly out of the blue can throw candidates for a loop, causing otherwise strong contenders to falter. 

Aside from creating unnecessary pressure, candidates may feel that an unfair question caused them to perform poorly, contributing to a negative candidate experience. With the prevalence of sites like Glassdoor, it’s too easy for the word to get around about such experiences, which can hurt your chances of attracting the best candidates. 

Irrelevant to the job

The biggest gripe hiring experts have with creative questions is that they’re not grounded in skills, experience, or any other proven predictor of job performance, so many see them as frivolous. While unique questions keep things from being boring, your ultimate goal is to find the best candidate, not entertain them. Asking questions too far out of left field can distract from your purpose. 

It could set you up for legal trouble

To mitigate legal risk in the hiring process, companies are often counseled to avoid asking for information not directly tied to a candidate’s job ability. Asking whether an applicant has children, for example, or talking about religion, could be grounds for a future discrimination lawsuit. So, too, could asking unique interview questions. 

Dr. Brenda Fellows, an organizational psychologist and adjunct professor at UC Berkeley’s Haas School of Business, spoke to Fast Company on the topic, saying not only are there “no true pros to [these] unusual interview practices, it often leads to legal challenges if you are unable to show specific job requirements whereas the practices demonstrate the job.”

Related: The Best and Worst Interview Questions to Ask in an Interview

When to Use Creative Interview Questions

Not every role needs a riddle or a curveball. But when you’re hiring for roles that require strategic thinking, problem-solving, leadership, or creativity, these types of questions can be a game-changer. They’re especially valuable when you’re looking to assess soft skills or how someone might approach ambiguity, something resumes and technical interviews can’t always capture.

I often recommend using creative questions during:

• Second or final interviews, when the basics have been covered and you’re exploring deeper fit.
• Culture fit conversations, where you’re trying to understand values, mindset, and working style.
• Leadership or creative roles, where vision, decision-making, or innovation are key parts of the job.

Think of them as a way to round out your process. They’re not meant to replace skill-based assessments, but they do give you an added layer of insight that helps separate the good candidates from the great ones.

Related: Interview Formats to Use When Hiring

The Best Creative Interview Questions to Ask Candidates

1. What would your colleagues say is the most unique thing about you?

This is a great way to learn about a candidate’s characteristics outside of a run-of-the-mill question like “What are your strengths?” It can help you differentiate between similar candidates whose skills are comparable on paper. You may also learn something unexpected that could be an asset, such as if the candidate speaks multiple languages or has overcome an interesting challenge. 

2. What do you like most about yourself?

Self-reflection is an important capability for job success. This question will help you understand how the candidate views themselves and shed light on the characteristics they value. 

3. What book has had the biggest influence on your life?

The books a person consumes can shape their outlook on life, so it’s a good idea to find out what those defining works are. While there’s no “right” answer, the book a candidate names can tell you about their interests and priorities, which may or may not align with your ideal candidate. 

4. If you could eliminate one part of your job, what would it be, and why?

No one loves every single thing about their job. What’s important for success is that employees like most of what they do so that they can power through those less desirable tasks. Ensure the candidate doesn’t name something crucial to the role, like interacting with customers if it’s a public-facing position or proofreading if they’ll be doing a lot of client communications. 

5. If you could go back in time and choose a completely different career path, what would you choose?

This is a fun question that can reveal a candidate’s interests outside of their profession and maybe even uncover useful skills or untapped ambitions. 

6. Where do you find inspiration?

Inspiration powers creativity and helps keep us productive when we lack motivation. A candidate should be able to name a few successful sources that drive innovation–this tells you they’re engaged with and invested in the job. 

7. Pretend you just received a million dollars. You cannot quit your job. What would you do with the money?

Would the candidate do something pragmatic, like invest the money, or something spontaneous, like take a trip around the world? Would they spend it on a tangible purchase, like a house, or a noble pursuit, like donating it to charity? A candidate’s answer can illuminate more of their personality and help you understand how they make decisions. 

8. Describe your idea of the perfect day at work.

This question is all about ideals and alignment. It helps a lot if you’re on the same page about what a great day looks like for a candidate to be satisfied and effective in their job.

9. Who do you admire professionally, and what do you admire most about them?

This helps you understand a candidate’s values, goals, and what kind of leadership or work ethic they aspire to. It also shows how reflective and intentional they are in shaping their own career.

10. If you had to delete all but three apps from your phone, which ones would you keep?

Asking a creative interview question like this offers a snapshot of personal priorities, whether they lean toward productivity, creativity, connection, or entertainment. It’s a casual way to spark conversation and get a glimpse into personality and values.

11. What’s a problem you solved in a completely unconventional way?

Great for roles that require innovation, this question uncovers whether a candidate can think outside the box. It also shows how comfortable they are challenging the status quo and whether they’re confident navigating ambiguity.

12. What’s the best piece of advice you’ve ever received, and how has it shaped you?

A reflective question that uncovers core beliefs and how candidates apply life lessons to their career and decision-making. It often reveals humility, gratitude, and a growth mindset.

Related: Free Interview Question and Answer Generator By Job Title

Best Practices for Picking and Asking Creative Interview Questions

Be strategic

The most important guideline for asking creative interview questions is that they serve a purpose–you’re not just asking them off the top of your head for fun. The questions should be strategically chosen to reveal more about a candidate’s skills, personality, background, or any other characteristic you’re trying to identify. 

Be consistent

Ask the same question to all candidates. This is true for creative questions as well as standard ones like “Why do you want this job?” If you fail to do this, you lack a solid way to compare answers and risk choosing a candidate for subjective reasons rather than selecting the best candidate for the job.

Be mindful of culture

In addition to learning more about a candidate, creative interview questions are a way to tell the candidate something about the company. Consider whether it’s consistent with your company culture for every question you plan to ask. For example, if you have a highly professional culture and take a no-nonsense approach to your work, it wouldn’t make sense to ask a frivolous question like, “What’s your favorite ice cream flavor?” Instead, a question like “Who are your biggest role models?” or “What is your favorite form of professional development?” would be more appropriate. 

Tailor questions to the job

Your interview questions should be selected in advance and specific to each role. For a creative role, it might be practical to ask more unique questions to gauge the person’s creativity in their answers. For a financial role, you would probably want to focus more on questions identifying the person’s experience level and technical capabilities. 

Keep them open-ended, not tricky

The goal isn’t to stump someone. You’re looking to invite thoughtful responses, not one-word answers or mental gymnastics. Avoid riddles or logic puzzles unless they’re directly relevant to the role.

Hire More Effectively With Our Staffing Experts

In today’s hiring market, skills and experience still matter, but culture fit, creative thinking, and adaptability are just as crucial. The best interviews don’t feel like interrogations; they feel like conversations. They allow candidates to show who they are, not just what they’ve done.

I’ve seen time and again how a single creative question can change the direction of a hiring decision. It can bring a quiet candidate to life, reveal a leader in disguise, or uncover the perfect cultural add that you didn’t know you were looking for.

If you’re ready to level up your interview process, we’d love to help. We can connect you with pre-vetted talent; we’re here to make sure your next hire is not just qualified, but exceptional!

Schedule your free consultation today to create a staffing solution tailored to your needs and budget, and learn how creative interview questions can transform your hiring strategy.

On paper, a candidate can look flawless. Polished resume. Impressive credentials. Strong LinkedIn presence. They show up to interview in a crisp blazer, with a smile on point, and a firm handshake. But somewhere between the second question and the fifth, something doesn’t sit right. A story doesn’t add up. Their eyes dart when you ask about teamwork. They speak in circles when pressed for specifics.

I learned this lesson the hard way, in January 2006, with my first candidate at 4 Corner Resources. Impeccable resume and credentials. As close to a slam dunk as you can get.

But something was…off. I just didn’t want to see it.

Since then, I’ve fine-tuned my interview radar. A lot.

I’ve learned to spot not just what candidates say, but how they say it. And, perhaps even more importantly, what they avoid saying.

I came to realize that ruling candidates out matters more than ruling them in.

It isn’t about nitpicking nervous candidates or writing people off for being human. It’s about pattern recognition. It’s about protecting your team, your time, and your bottom line.

Recruiting tens of thousands of candidates over the past twenty years, I’ve documented the 17 common interview red flags. I’ve shared them below so you will know exactly what to look for (and avoid having to learn the hard way).

The 17 Interview Red Flags Every Hiring Manager Should Know

1. Arriving late or disheveled

First impressions matter, especially in an interview. If a candidate shows up late without a valid reason, appears disorganized, or looks like they just rolled out of bed, it’s not just about appearance. It’s a signal of how seriously they take the opportunity—and how they might treat responsibilities once hired.

 What to watch for:

• Logging into a video interview 10+ minutes late with no heads-up
• Blaming traffic, tech issues, or “just waking up”
• Sloppy dress, background distractions, or poor hygiene

What it communicates:  A lack of preparation, poor time management, or low regard for professionalism. While you don’t need a fashion runway presentation, basic effort signals respect for the role, the process, and your time.

2. Showing up disorganized or unprepared

You don’t need a PowerPoint deck, but basic preparation is non-negotiable. If a candidate shows up without knowing anything about your company, can’t remember which role they applied for, or scrambles to find their resume, it’s not a good sign.

Examples:

• Asking, “What job is this for again?”
• Fumbling to open Zoom 10 minutes late
• Clearly reading from notes during answers

Interpretation tip: While nerves are real, consistent disorganization often manifests on the job as well, in missed deadlines, forgotten follow-ups, and reactive behavior.

3. Gaps that they can’t explain

Everyone has a winding path, especially post-2020. But when dates don’t add up, titles seem inflated, or a candidate gives conflicting answers about their responsibilities, it’s time to dig deeper.

Watch for: Sudden changes in job titles that don’t match career progression, or employment gaps with vague explanations like “personal stuff.” Machine learning-powered resume screeners flag these inconsistencies instantly, but human follow-up is still essential.

4. Negative talk about previous employers

Here’s a simple rule: if they trash-talk their last boss, they’ll likely do the same to you. Yes, some workplaces are truly toxic, but how a candidate discusses past experiences reveals a great deal about their emotional maturity and accountability.

Red flag language: “My last manager just didn’t understand me.” “The company was a mess.” “I had to carry the whole team.”

5. Making demands

Be wary of a candidate who presents a list of requirements from the outset, such as only being able to work a specific schedule (if it differs from the job requirements) or needing certain days off in the future. 

Remember, even if a candidate displays a few of these interview red flags, it’s not necessarily grounds for removing them from the running. However, it is a signal for you to probe further and do your due diligence to ensure the candidate is forthcoming, reliable, and qualified.

6. Lack of enthusiasm or curiosity

A strong candidate wants to know what they’re walking into. They ask questions. They lean in. They show that they’ve done their homework. If they sit back with crossed arms, fail to ask a single question, or give the same energy you’d expect at the DMV, that’s a red flag.

What to watch for:

• No questions about team culture, growth opportunities, or expectations
• Flat tone or minimal engagement during the conversation
• Generic “I’m just looking for anything” responses

Long-term risk: These hires often leave quickly, contribute minimally, or fail to integrate with the team fully.

7. Unwillingness to own mistakes

One of the most powerful interview questions you can ask is: “Tell me about a time you failed at something. What happened, and what did you learn?”

If the candidate dodges it, deflects, or blames others, you’re seeing a maturity issue—possibly even a lack of accountability that will surface in performance reviews later.

Red flag phrases:

• “Honestly, I’ve never really failed.”
• “It was more the team’s fault than mine.”
• “The client just didn’t get it.”

8. Asking inappropriate questions

If a candidate asks how much they’ll be making, how much vacation time they’ll get, or how quickly they could get a promotion, their priorities might be out of order. Topics like these are better left for later in the hiring process, ideally when an offer is extended. 

However, remember that first-time job applicants may not be aware that specific topics are considered taboo during an interview. If you give interview feedback, let them know for future reference.

9. Acting defensive or combative when challenged

It’s natural to want to impress. But if a candidate becomes defensive the moment you push for detail or offer constructive feedback, that’s a potential problem in the making.

What this might indicate:

• Inability to accept feedback
• Fragile ego
• Difficult to manage

Try giving mild, thoughtful pushback and watch how they react. Grace under pressure is telling.

10. Poor listening skills

A candidate who interrupts, talks over you, or answers the wrong question entirely might struggle with communication in your day-to-day environment, especially in collaborative or client-facing roles.

What to watch for:

• Cutting you off mid-question
• Providing answers that don’t match what you asked
• Frequently needing clarification for basic instructions

Try this: Throw in a two-part question and see if they address both parts. If not, you may be dealing with someone who listens to reply, not to understand.

11. Vague or evasive responses

When you ask a candidate to describe a specific past project or challenge and they sidestep the question, give a generic answer, or speak in broad strokes, it’s worth paying attention. Clarity is a form of competence. If someone struggles to walk you through a real-world example, it could be because they haven’t done what they claim, or weren’t the ones driving the results.

Pro tip: Try reframing the question. “Walk me through your exact role in that project, and what decisions did you make personally?” This helps differentiate actual experience from borrowed glory.

12. Job hopping without a clear story

Career changes occur, and they’re not always a cause for concern. But when a candidate has a new role every 6–12 months with no upward trajectory, and can’t clearly explain why, you may be looking at a pattern of burnout, poor fit, or performance issues.

What to look for:

• Frequent lateral moves
• Explanations that are too generic: “It just wasn’t a good fit” repeated multiple times
• No references from recent roles

Pro tip: Use structured follow-ups like “What were you looking for when you left each role?” to get beyond surface-level answers.

13. Explanations that don’t support the resume

If a candidate’s resume indicates a high level of proficiency in a certain skill, but they have trouble discussing it in conversation, there’s a chance they’ve exaggerated their qualifications. 

This can be one of the toughest red flags to spot, especially if you’re interviewing for a highly technical position. Panel interviews are a helpful strategy to incorporate someone with subject matter expertise into the decision-making process. 

Related: The Top Resume Red Flags to Watch Out for When Hiring

14. Arrogance or entitlement

Confidence is welcome. Arrogance is a liability. Watch for candidates who act like they’re doing you a favor by interviewing, or who immediately position themselves as above the role, the team, or even the process.

Behavioral cues:

• Dismissing questions as “basic”
• Talking down to your staff
• Making assumptions about job offers before the interview ends

Long-term concern: This personality type tends to clash with leadership, disregard protocol, and quickly burn bridges.

15. No clear career goals or direction

When a candidate can’t articulate what they’re working toward or gives wildly inconsistent answers about their future, it suggests a lack of focus or commitment. You’re not looking for someone with a 10-year plan set in stone, but some kind of trajectory helps gauge whether they’ll grow with the role.

What to ask:

• “What are you hoping this role helps you achieve?”
• “Where do you see yourself in the next year or two?”

Red flag: Responses like “I don’t really know” or “I’m just trying to land something right now” with no further context.

16. Reluctance to provide references

This one almost speaks for itself. If a candidate hesitates, delays, or outright refuses to offer references, especially from recent managers, it’s worth pausing the process.

What it could mean:

• They left under less-than-ideal circumstances
• They’re trying to hide past issues
• They don’t have strong professional relationships

Tip: Ask for references early in the process and pay attention to their reaction. A confident candidate will often volunteer them before you ask.

17. Lack of questions for the interviewer

If an interviewee is genuinely interested in a role, they should have at least one or two questions for you at the end of the conversation. If they don’t, it might tell you that they’re not all that interested or that they’ve decided the position isn’t for them after all. 

This interview red flag alone may be innocuous, but it’s worth considering in conjunction with all the other factors in their candidacy.

Not All Red Flags Are Deal Breakers (Here’s What to Do)

It’s easy to panic when you spot a red flag in an interview. But the truth is, not every red flag means you should walk away. In fact, some of the best hires we’ve made over the years had one or two bumps in their interviews—they were just human.

The key is knowing which red flags signal deeper issues and which ones simply need a little more context.

When to probe, not pass

A nervous candidate fumbling through an answer isn’t necessarily unqualified; they might just be anxious. Someone who changed jobs twice in two years? They could be chasing growth, not running from problems.

The difference lies in how they respond to follow-up questions. If they become defensive, vague, or inconsistent, it’s a sign the concern may be legitimate. But if they offer honest, thoughtful explanations and show self-awareness? That’s a green light to keep going.

What you can do instead of dismissing a candidate

• Ask follow-up questions to clarify and dig deeper
• Give them a second interview focused more on culture fit or technical skills
• Use a take-home project or assessment to validate abilities
• Bring in another interviewer to get a second opinion

Patterns matter more than perfection

Everyone has a rough interview from time to time. But when multiple red flags show up across different categories—communication, behavior, attitude—that’s when it’s time to hit pause.

Remember: the goal isn’t to find a flawless candidate. It’s to find the right one. And sometimes, the right one needs a little more conversation before they shine through.

Related: The Ultimate Guide to Interview Scoring Sheets (With Template)

Bonus Tip: Use Predictive Hiring Tools and AI to Catch Red Flags Earlier

In the early days of recruiting, spotting red flags meant relying on gut instinct, a firm handshake, and how well someone answered the question, “What’s your greatest weakness?” Times have changed.

Today, hiring teams have access to advanced tools powered by machine learning, natural language processing, and predictive analytics—all designed to help identify potential concerns before a candidate even reaches the interview stage. But here’s the key: technology doesn’t replace intuition, it enhances it.

How AI helps flag risky candidates sooner

Modern hiring platforms are capable of far more than resume filtering. Here’s what they’re doing behind the scenes:

• Analyzing resume patterns to detect job-hopping trends, inflated titles, or gaps in employment history
• Evaluating language in written responses (e.g., assessments, cover letters) for tone, clarity, and sentiment
• Assessing video interviews using facial expression analysis, voice modulation, and behavioral cues (tools like HireVue are already doing this)
• Comparing candidate data against the success profiles of top-performing employees in your organization

In other words, AI is becoming a second set of eyes, trained not just to look at what’s in a candidate’s background, but how they communicate, behave, and align with your team’s needs.

Related: Is the Future of Hiring in Predictive Analytics?

We Spot the Red Flags So You Don’t Have To

Hiring is high-stakes. One misread in an interview can lead to months of lost productivity, strained team dynamics, and a frustrating restart to the search. But here’s the good news: you don’t have to navigate it alone.

At 4 Corner Resources, we’ve spent years refining the art of interviewing—and spotting the red flags others miss. From subtle communication cues to resume red herrings, we know what to look for and when to ask the tough questions.

We combine hands-on recruiting experience with cutting-edge tools, structured interview frameworks, and predictive hiring data to help you hire smarter and faster, without the guesswork.

If you’re ready to find talent that doesn’t just look good on paper but actually delivers, we’re here to help.

Reach out today and let us do the heavy lifting, so you can focus on building the team you actually want.

Every company has its own unique needs, so some of your questions will naturally be tailored to the specific skills or experience you’re seeking. But there’s also tremendous value in asking thoughtful, foundational questions, ones that peel back the surface and reveal who the candidate is, how they think, and where they might take your brand next.

The right interview questions don’t just fill an empty seat. They open the door to new ideas, fresh strategies, and future growth.

Here, we’ve curated a list of effective marketing interview questions, along with insights on what to listen for and why each one matters.

What to Look for When Interviewing a Marketing Candidate

Hiring for a marketing role is a little like sizing up a storyteller. You’re not just looking for technical knowledge or a list of past campaigns. You’re looking for someone who can weave together ideas, emotion, and strategy; someone who knows how to make people care.

Over the years, we’ve seen firsthand that the best marketing hires usually have something you can’t teach: a genuine curiosity about people and a sharp instinct for connection. Their resumes might be impressive, sure, but it’s the way they talk about their work, the energy in their voice when they describe a challenge they solved, and the pride when they recall a campaign that really mattered that sets them apart.

During the interview, pay attention to:

• Can they explain complex ideas clearly and confidently?
• Can they give real, vivid examples, not just buzzwords, when they talk about results?
• Do they show they’ve taken the time to understand your brand, your audience, and your challenges?
• When faced with a new idea or a curveball question, do they lean in or pull back?

The strongest candidates will make you forget, even for a moment, that you’re in an interview at all. They’ll start a conversation that feels real, effortless, the kind of exchange you can imagine happening with your best clients, your closest partners, your most trusted colleagues.

In marketing, it’s not enough to be skilled; you must also be strategic. And the interview is often where that magic first reveals itself.

80 Marketing Interview Questions to Ask Candidates

General marketing questions

These marketing interview questions enable the candidate to demonstrate their industry knowledge and explain what interests them about marketing. They give the candidate a chance to discuss their prior experience and successes, and they should be able to provide several concrete examples of their skills in action. These are important topics to cover since past performance is the strongest indicator of future success.

Here are some good questions to ask:

• Why are you interested in a marketing career?
• What do you feel are the three most important skills in marketing?
• What are the components of an effective marketing campaign?
• How do you stay current on the latest marketing trends and techniques?
• How do you measure your success?
• Discuss a challenging project you worked on that required collaboration from other teams. 
• Tell me about your greatest marketing success.

Social media questions

Any marketing professional should recognize the importance of social media in the modern marketplace. If the role includes social media responsibilities, the candidate should be competent in using most or all major social media platforms. They should be able to provide examples of how they’ve utilized social media to enhance online presence and increase brand awareness in a previous job or internship. 

Their own social media use is also of interest. If they lack a social media presence, personally or professionally, then they might not be a good fit for you. 

Ask questions like:

• Which social media platforms do you personally use?
• Which social media platforms are most important for our brand?
• Describe your approach to managing a company’s social media profile. 
• How have you successfully used social media for marketing in the past?
• Tell me about a campaign you’re most proud of. 
• Describe your process for deciding what to post.
• What do most companies get wrong with social media?
• What do you consider to be the most important social media metrics?

SEO questions

Search engine optimization tactics have undergone significant evolution over the past decade, with changes occurring on a monthly basis. A strong SEO candidate will have a strategy for actively staying on top of the latest shifts and trends. They should comfortably describe various aspects of SEO and explain how they would use them to benefit your business.

These SEO questions will help you assess their skills:

• What are your favorite SEO tools?
• How do you stay current with the latest algorithm changes?
• What are the most important ranking factors for a website today?
• How would you improve our brand’s search presence?
• In what areas are our competitors outperforming us?
• What role do keywords play in SEO strategy?
• Describe the difference between on-page and off-page SEO. 
• If you were to get the job, what would be your first priority regarding our SEO?
• Give some examples of SEO wins you’ve achieved in the past. 

Content marketing questions

You can’t have a comprehensive marketing program without content marketing. A strong content marketing strategy helps build brand awareness and fosters your company’s trust with customers. A strong candidate should be well-versed in various content marketing tactics, including long-form and short-form content, blogging, audio, video, and downloadable content such as infographics and white papers. 

Good content marketing questions include:

• What are your favorite forms of content marketing?
• What content marketing campaigns could be most effective for our brand?
• How would you use content marketing to help us reach new customers?
• What do you think makes a great piece of content?
• How do you measure the success of a piece of content?
• What’s your approach to collaborating with other teams?
• What content do you think is lacking in our industry?
• How do you go about creating a content strategy?

Product marketing questions

Product marketing questions are a great way to assess a candidate’s knowledge of the company and determine if they have come prepared. It’s not hard for a candidate to research before the interview. Those candidates who don’t bother to better understand your products, services, and target audience might show a lack of interest or passion for what your team does. 

Use product marketing questions to gauge a candidate’s communication, critical thinking, and problem-solving skills. A strong contender will know the steps involved in managing a product launch and be able to hit the ground running with your current and upcoming campaigns. 

Here are some product marketing questions to consider:

• How would you describe our company’s target market?
• What do you think of our current product marketing?
• Who would you say are our primary competitors? What are they doing right/wrong with their product marketing?
• How do you manage the launch of a new product?
• How do you conduct market research?
• How would you help our brand reach [new audience group]?
• How would you respond to negative reviews of a product you were marketing?
• What role does customer feedback play in your approach?
• Can you provide an example of a product that you believe was marketed incorrectly? How would you fix it?
• What products do you think have the best marketing? Why?

Design questions

Design and marketing go hand in hand. Even if a marketer’s duties don’t include design work, they’ll almost certainly work closely with designers to plan, create, and execute campaigns. A good marketing candidate must have a basic understanding of design principles, a strong grasp of different media types, and the ability to communicate with creatives. 

Assess their design knowledge by asking the following:

• What role does design play in a marketing campaign?
• What makes for a strong design?
• Is good design an objective? Why or why not?
• Which brands do you think have mastered design?
• How do you communicate your vision to a team of designers?
• What’s your process for giving design feedback?
• What would you do if you were working with a designer who just didn’t seem to be executing on the vision?
• How do you ensure a brand’s design is consistent from one channel to the next?

PR and communications questions

Communication is the foundation of a marketer’s job. Strong communication skills are essential for creating campaigns that resonate with audiences, as well as for effectively communicating with the numerous team members required to bring a campaign to fruition.

Look for a candidate with strong written and verbal communication skills. Being able to communicate effectively under pressure is a significant advantage. Pro tip: If a candidate cannot speak well during the job interview, it’s not a good sign for their ability to communicate on the job. 

Here are some good interview questions about communication:

• Describe your communication style.
• What is your preferred method of communication with team members?
• Describe a time when you had a miscommunication at work. How did you handle it?
• How do you ensure that your colleagues have the necessary information for a marketing campaign?
• What are your favorite tools for communicating with customers?
• How would you communicate a piece of unwelcome news to our audience?
• How would you describe our brand voice?
• What role does PR play in a company’s marketing strategy?
• Describe a successful PR campaign you worked on in the past.
• How would you handle a PR crisis?

Data analytics questions

Analytics has become an increasingly important part of the marketing field. Data analysis can help you better understand your market, assess the effectiveness of your marketing efforts, and increase the ROI of your campaigns. These marketing interview questions will help you test a candidate’s data analysis skills and understand how they’d apply them in a real-world setting to help your business.

Ask questions like:

• What are the most important marketing metrics?
• What are your favorite tools for data analysis?
• How should data analysis be used to inform marketing strategy?
• How do you use data to segment an audience?
• Has there ever been a time when the data surprised you? 
• Have you ever had to use data to change a decision-maker’s mind?

Candidate-specific questions

In addition to probing to learn about marketing candidates’ skills, you also want to learn more about them as a person. Discovering what drives them and what kind of work environment they prefer will help you determine whether your company is a strong match for their preferences. 

Candidate-centric questions can also help you judge whether they’re likely to succeed in the role. For example, are they data-driven? Growth-minded? Numbers oriented? All of these factors could be defining characteristics in determining whether a candidate aligns with the job’s requirements, beyond just their technical skills. 

Here are some example questions to use:

• What motivates you in your job?
• Tell me about one of your hobbies.
• What makes you stand out from other marketing candidates?
• Where do you see yourself in five years?
• Why are you leaving your current job?
• What do you like/dislike most about your current position?
• What does an ideal day of work look like for you?
• What is your 30-second elevator pitch for why we should hire you?

Creative interview questions

A good marketer can make paint drying on a wall sound interesting. You can learn a great deal about a candidate’s ability to pique an audience’s interest by asking unique interview questions and observing their responses. You’ll be able to tell right away which candidates are natural conversationalists and which ones might not be so polished and passionate. 

Creative interview questions are also a great way to gauge a candidate’s ability to think on their feet. This skill is valuable when performing everyday marketing tasks, such as giving presentations and making important decisions under a deadline. 

• What is your most unique attribute?
• How would you market [name a random object]?
• How do you persuade a difficult audience?
• How do you overcome buyer objections?
• If you were given $1,000 to use on marketing our product, how would you spend it?
• Same question, but with $1 million?
• What would you do if you had to choose a career other than marketing?

How to Customize Your Interview Questions

No two marketing roles are identical, and neither are the people who fill them. While it’s tempting to rely on a standard set of interview questions, a one-size-fits-all approach can cause you to miss the very qualities that would make a candidate a perfect fit for your team.

Customizing your marketing interview questions isn’t about making the interview longer or more complicated. It’s about asking the kinds of questions that reveal what you truly need, whether that’s a brand strategist who can breathe new life into your messaging, a data-driven analyst who can fine-tune your SEO strategy, or a creative mind who can dream up campaigns no one else sees coming.

We’ve learned that tailoring interview questions often uncovers a candidate’s true potential more quickly than any resume ever could. For example, when hiring for a content-focused role, we dive deeper into storytelling ability:

• How do they capture a brand’s voice?
• Can they adapt their writing for different audiences and platforms?
• What metrics do they use to measure whether their message landed?

For a product marketing role, the questions shift toward strategy and positioning:

• How would they differentiate a new product in a saturated market?
• What research methods do they trust most?
• How do they balance product knowledge with customer needs in their messaging?

And if social media is a key part of the job, we focus heavily on agility and trend awareness:

• How do they decide when to follow a trend and when to lead one?
• What’s their process for managing real-time feedback and public conversations?

When you take the time to customize your interview questions, you send a powerful signal to candidates: We know who we are, we know what we need, and we’re serious about finding someone who fits, not just someone who checks a few boxes.

Common Red Flags to Watch Out for During Marketing Interviews

In every interview, there are moments that reveal just as much, if not more, about a candidate as their polished answers do. Sometimes, it’s what isn’t said. Sometimes, it’s what lingers just beneath the surface: hesitation, vagueness, a story that doesn’t quite add up.

Spotting red flags isn’t about being suspicious or overly critical. It’s about protecting your team, your brand, and your future campaigns from the slow drag of a hire who isn’t the right fit. After years of helping clients across industries find standout marketing talent, we’ve seen a few warning signs that are too important to ignore.

Here are some of the biggest ones to watch for:

• Vague or generalized answers. If a candidate can’t give specific examples, campaigns they led, strategies they tested, and results they achieved, it may signal that they weren’t as hands-on as their resume suggests.
• Overemphasis on buzzwords. Words like “synergy,” “growth hacking,” and “disruption” sound impressive, but without real substance behind them, they’re just noise. Look for candidates who explain their work simply, clearly, and confidently.
• Lack of understanding of your brand or audience. A serious candidate will have done their homework. If they can’t speak thoughtfully about your company’s mission, products, or competitors, it could point to a lack of genuine interest or worse—a lack of preparation.
• Resistance to feedback. If a candidate gets defensive when you ask them to elaborate or rethink an idea, it might be a preview of how they’ll react to real-world revisions and critiques.
• Failure to tie work back to results. Pretty campaigns are nice, but in marketing, impact matters. If a candidate can’t connect their efforts to measurable outcomes, such as leads generated, conversions improved, and brand visibility increased, they may struggle to drive results for your team.
• Energy that doesn’t match your culture. Sometimes, the red flag isn’t in what they say at all. It’s in the feeling you get. If their energy feels disconnected from the pace, creativity, or values of your organization, trust your instincts.

Not every red flag has to be a dealbreaker. But recognizing them early gives you the power to ask deeper questions, dig a little further, and ultimately make a more informed decision, one that protects the momentum you’ve worked so hard to build.

Related: The Top Interview Red Flags to Watch Out for in Candidates

Hire the Best Marketing Candidate With Our Staffing Experts

You can use these marketing interview questions to ask candidates or create similar ones and use questions specific to the job or company that you feel are important. Don’t only listen, but watch how each candidate reacts to the questions. Personality comes out not only in how a candidate communicates verbally but also in their appearance and demeanor. The candidates who stand out will have sharp answers and present themselves professionally, regardless of the question asked. 

If you’ve been struggling to hire the best candidates for your job, 4 Corner Resources can help. As an experienced marketing headhunting firm, we’ll conduct thorough interviews and screenings to ensure you don’t waste your time.

Contact us today to discover how we can assist you in securing the ideal marketing candidate.

At our staffing firm, we’ve seen time and again how hiring decisions can go sideways—not because of a lack of talent, but because of inconsistent, gut-feeling-driven interviews. One interviewer is drawn to confidence, another to credentials, and a third is wowed by charisma. The result? Confusion, misalignment, and sometimes, the wrong hire.

That’s where interview scoring sheets come in. Think of them as your compass in the chaotic terrain of hiring. When done right, they add structure, fairness, and clarity to a process that’s often ruled by bias and instinct.

In this guide, we’ll share what we’ve learned from implementing interview scoring sheets across hundreds of client interviews, why they work, how to build one, and how to use them to bring consistency to your hiring process while zeroing in on the candidate who’s truly the best fit for the role.

What Are Interview Scoring Sheets?

Interview scoring sheets, also known as interview scorecards, are a tool used to assess candidates. They’re typically formatted as a table, with skills or specific questions on the left and space for scoring on the right (we’ll show you an actual scoring template later on in this post).   

Interview scoring sheets help minimize hiring bias, which can lead to inaccurate hiring decisions. They’re also practical for keeping track of numerous candidates, comparing them equally against one another, and combining assessments from multiple interviewers.

Benefits of Using Interview Scorecards

Promotes consistency 

A structured scorecard helps ensure that every candidate is asked the same questions and judged on the same criteria. This is in stark contrast to an unstructured approach, where interviewers ad-lib and might cover wildly different topics from one conversation to the next, making it impossible to judge candidates accurately against one another.

Increases objectivity

Scoring sheets force interviewers to focus on the criteria most pertinent to success in the role. This helps prevent them from overlooking skill gaps because they “like” a candidate. It can also help them recognize great candidates they might have underestimated. 

Helps keep track of candidates

An interview scorecard is filled out during the interview and immediately afterward, while the conversation is fresh in the interviewer’s mind. This is a much more reliable method than trying to remember and analyze a pool of candidates after two or three interviews. 

Improves time management

A predefined list of questions keeps interviewers on track and ensures that the essential topics are covered. You can even assign each question a suggested time allotment to prevent the conversation from going off on a tangent. 

Facilitates collaboration

Interview scoring sheets make it easy to combine feedback from multiple interviewers; all you do is total up a cumulative score. This is much more straightforward than comparing multiple subjective assessments from different parties. 

Allow for data gathering

Scorecards create a paper trail of every candidate conversation, allowing you to analyze how well your interview efforts actually correlate to successful hires. For example, if you notice that new hires are consistently lacking certain technical skills, it might be a clue that you need to beef up the technical portion of your score sheet. 

Components of an Interview Scoring Sheet

• Assessment criteria
  • Interview preparedness
  • Hard and soft skills
  • Education
  • Experience
  • Culture fit
• A specific list of questions
• A well-defined scoring system
• A total score
• An area for comments

How to Use Interview Scoring Sheets

1. Create scoring criteria

Outline the most important criteria candidates will be judged on. This will likely include technical skills, soft skills, educational and professional credentials, experience, and cultural fit. 

2. Develop interview questions

Now, create a list of questions to help you identify and assess the criteria you defined in step one. For example, some of the most important skills for the job are communication and problem-solving. In that case, you might ask, ‘How do you communicate effectively with a team?’ and ‘Tell me about a time you solved a challenging problem.’

Every question should serve a purpose and relate to the job requirements. If you’re using multiple interviewers, you may find it helpful to ask each one to submit questions for consideration, then narrow down the list to a final selection. 

Related: The Best and Worst Interview Questions to Ask Candidates

3. Define your scoring system

This means selecting the system itself, i.e., assigning a numeric score ranging from 1 to 5, and defining what each number represents.

Don’t assume that everyone knows 5 is excellent and 1 is inferior; some people might think it’s the other way around. The same goes for the weight of each score. One interviewer might believe a 3 means the candidate is sufficient, while another might perceive 3 as a subpar score. 

Here’s an example of what your scoring system might look like:

1: A completely insufficient answer that indicates a lack of competence

2: A partially inadequate answer that does not demonstrate the required competence 

3: A satisfactory answer that indicates the minimum requirements are met 

4: A strong answer that indicates proficiency 

5: An excellent answer that indicates a high level of competence

Alternatively, you can define a limited number of scoring options and have interviewers check a box for the one that corresponds with their rating, like this:

• Below average
• Average
• Above average

4. Lay out your scoring sheet

Your candidate evaluation form can be laid out using any spreadsheet app or even in a word processing document. It can be as basic or as thorough as you like, but it should be easy for anyone to interpret at a glance. 

Simple interview scoring sheet

Here’s an example of a basic scoring sheet to compare three job finalists. 

In-depth interview scoring sheet

Here’s an example of a more comprehensive scoring sheet that covers interview preparedness and background as well as interview questions, using a separate sheet for each candidate. 

5. Prep interviewers

Provide each interviewer with the score sheet so they know what they’re looking for and have time to familiarize themselves with the scoring adequately.

6. Inform candidates

At the start of the interview, it’s a good idea to let candidates know that you’ll be using a scoring sheet so they understand why you’re looking down and taking notes. This also helps convey that your hiring process is fair and transparent, which leads to a more positive candidate experience. 

Additional Interview Scorecard Tips

Don’t go overboard. Your scoring sheet should easily fit on a single piece of paper. Five to seven questions is usually ideal. Focus on the criteria that matter most and eliminate questions that are too generic or have no bearing on the candidate’s ability to perform in the role. 

Avoid jotting down information that could lead to bias. Even if you’re taking notes to help you distinguish between candidates, details like ‘pregnant woman in pink blouse’ or ‘Asian man with gray hair’ can be grounds for unwanted subjective opinions to creep in. In a worst-case scenario, it could be used against you as evidence of discrimination. 

Want Better Hires Without the Headache? We’ve Got You

Candidate evaluation forms are one of the most effective tools you can use to bring structure, consistency, and fairness to your hiring process. When used correctly, they not only help you make more confident hiring decisions but also improve the candidate experience, reduce bias, and streamline your internal collaboration.

But building a structured, repeatable interview process? That’s a lot to manage, especially when you’re already wearing multiple hats.

That’s where we come in.

At 4 Corner Resources, we specialize in helping companies like yours hire smarter, faster, and with less stress. From building custom interview scorecards to sourcing top-tier talent and managing the entire recruitment lifecycle, we take care of the heavy lifting so you can stay focused on running your business.

Ready to hire with more clarity and confidence? Let’s talk. We’ll help you implement a scoring system that makes great hiring decisions second nature.

We’ve interviewed and placed thousands of customer service candidates across industries. As a staffing agency with years of experience matching top talent with leading companies, we know that asking the right interview questions is key to identifying candidates who will thrive in these high-stakes roles. Whether you’re building out a brand-new support team or looking to replace a seasoned rep, the questions you ask during the interview can reveal far more than a resume ever could.

In this guide, we share 10 of the most effective interview questions to ask customer service candidates and what to listen for in their responses.

What Makes a Great Customer Service Candidate?

Before you sit down for the interview, it’s important to understand what sets great customer service candidates apart from the rest. While technical skills and experience matter, the most successful reps often stand out for their soft skills—the traits that help them connect with customers, handle pressure, and represent your brand with professionalism.

Here are some of the top qualities we look for when evaluating customer service candidates:

• Strong communication skills: Clear, empathetic, written, and verbal communication is a must. Great reps know how to explain solutions, diffuse tension, and actively listen to customer concerns.
• Patience and empathy: Every customer interaction is different. The best candidates are those who remain calm and compassionate, even when dealing with frustrated or confused customers.
• Problem-solving ability: Strong customer service professionals don’t just follow a script—they think on their feet and find practical solutions quickly.
• Adaptability: Adaptability is key in fast-paced service environments, whether it’s learning a new support platform or adjusting to changing procedures.
• Team-oriented mindset: Customer service is a team sport even in individual roles. Candidates who collaborate well and share knowledge contribute to more substantial overall support.

During the interview, your goal should be to uncover whether a candidate embodies these qualities, not just in theory, but in real-world situations. That’s where the right interview questions come in.

Related: What You Need to Look for When Hiring Customer Service Staff

What Interview Questions to Ask Customer Service Candidates

1. Can you describe a time you turned an unhappy customer into a satisfied one?

This question helps you evaluate how candidates handle dissatisfaction and whether they go the extra mile to fix it. Look for specific steps they took to resolve the issue, their communication style, and whether the customer’s experience was measurably improved.

Red flags: Vague answers or blaming the customer.

What to listen for: Empathy, ownership of the issue, creative problem-solving, and a positive outcome.

2. How do you handle high-stress or high-volume situations?

Customer service environments often involve back-to-back interactions and unpredictable challenges. You want someone who can stay composed, focused, and organized even when overwhelmed.

Red flags: Easily flustered or mentions avoidance.

What to listen for: Calm under pressure, clear time management techniques, and the ability to prioritize without sacrificing quality.

3. What does good customer service mean to you?

This question uncovers a candidate’s core values and whether they align with your brand’s voice and expectations.

Red flags: Generic answers that don’t reflect real insight.

What to listen for: A customer-centric mindset, focus on communication, and a desire to create positive experiences.

4. Tell me about a time you made a mistake in a previous role. How did you handle it?

Mistakes happen—what matters is how they’re handled. This question reveals humility, accountability, and the ability to learn and grow from experience.

Red flags: Dodging the question or blaming others.

What to listen for: Ownership, transparency, and proactive steps to correct the mistake and prevent recurrence.

5. How do you prioritize tasks when handling multiple customer issues at once?

Customer service roles often demand juggling multiple requests simultaneously. This question helps you assess whether the candidate has a methodical time and task management approach.

Red flags: “I just go with the flow” or lack of a clear process.

What to listen for: Use of systems (like ticketing tools), time-blocking, triaging based on urgency, and an emphasis on not letting anyone fall through the cracks.

6. How do you deal with a customer who refuses to calm down or is being rude?

De-escalation is a critical skill. This question helps you gauge emotional intelligence, patience, and how well a candidate can maintain professionalism in tense situations.

Red flags: Escalating behavior, sarcasm, or defensiveness.

What to listen for: Active listening, empathy, boundary-setting, and an ability to stay calm and respectful without being passive.

7. Walk me through how you would handle a customer complaint about a product or service you don’t know much about.

This scenario tests adaptability and how well the candidate can manage expectations when they don’t immediately have the answer.

Red flags: Guessing, making things up, or avoiding the issue.

What to listen for: Transparency, willingness to ask for help, and the ability to communicate clearly while seeking the right information.

8. How do you ensure follow-up and closure with customer issues?

Closing the loop is essential for customer trust. This question assesses follow-through and attention to detail.

Red flags: No clear process or relying on memory.

What to listen for: Use tracking systems, calendar reminders, or CRM tools, and have a genuine desire to make sure the customer feels valued and heard.

9. How do you keep yourself motivated during repetitive tasks or challenging days?

Customer service can be emotionally draining. This question offers insight into how the candidate maintains enthusiasm and mental resilience.

Red flags: Burnout signs or negative attitudes toward routine work.

What to listen for: Positive habits, intrinsic motivation, mindfulness techniques, or focusing on the impact their work has on others.

10. What customer service tools or software are you familiar with?

Efficiency is key in modern customer service. Familiarity with tools can streamline onboarding and improve performance.

Red flags: No experience with common platforms if the role requires them.

What to listen for: Experience with ticketing systems (like Zendesk or Freshdesk), CRM tools (like Salesforce), phone/chat systems, and a willingness to learn new platforms.

Bonus Tips for Interviewing Customer Service Reps

While strong interview questions lay the foundation for identifying standout candidates, the way you conduct the interview can make just as much of an impact. Here are a few expert tips, based on our experience placing customer service professionals across industries, that can help you refine your hiring process even further.

Use scenario-based or role-playing exercises

It’s one thing for a candidate to say they know how to handle a tough customer—it’s another to show it. Present a real-world scenario (like an angry customer calling about a delayed order) and ask the candidate to walk you through their response or role-play the situation live. This reveals their tone, problem-solving ability, and natural instincts under pressure.

Assess emotional intelligence and empathy

Soft skills are critical in customer service. Ask follow-up questions that test how well a candidate can read a situation, adapt their tone, and validate a customer’s frustration without getting defensive. Look for thoughtful, measured responses that show a genuine understanding of the customer’s perspective.

Related: How to Assess Soft Skills in an Interview

Look beyond the resume

This is one of those fields where personality, attitude, and communication style often outweigh specific experience. Don’t rule out candidates who are new to the industry, especially if they demonstrate strong people skills and a willingness to learn.

Related: The Top Reasons You Should Hire for Potential

Consider a short skills test or sample support ticket

A brief written exercise or mock support ticket can help evaluate how well candidates communicate in writing, how clearly they explain solutions, and whether their tone aligns with your brand. This is especially helpful for roles that involve email or chat support.

Related: Top Customer Service Hiring Trends

Or…Let Us Do the Heavy Lifting

Hiring the right customer service professionals takes more than just posting a job ad and hoping for the best. It requires a strategic, thoughtful approach to interviewing that goes beyond surface-level skills and digs into how candidates communicate, solve problems, and represent your brand under pressure.

At 4 Corner Resources, we’ve helped many businesses build high-performing customer service teams that drive satisfaction, retention, and brand loyalty. With years of experience in customer service staffing, we know exactly what to look for in standout service candidates—and how to match them with companies where they’ll thrive.

Whether you’re scaling your support team or looking to replace a key player, our recruiters can streamline your hiring process, present pre-vetted candidates, and help you make confident hiring decisions faster.

Ready to find your next great customer service rep? Contact us today to get started.

It paid off; she became one of our client’s top-performing agents. Customers gave her excellent feedback scores, citing her patience and ability to handle tough situations tactfully, and her colleagues took notes from her on how to communicate effectively. Lesson learned: When it comes to making the right hire, soft skills often outweigh personality.

Soft skills are those hard-to-pin-down capabilities like communication and leadership that are difficult to quantify but that play an outsized role in both job performance and cultural fit. They differ from hard skills like mathematics, which can be more easily measured via an objective assessment. 

We’ll explain how to assess soft skills in an interview to ensure that a candidate with a strong resume will be a valuable member of the team. 

The Importance of Soft Skills

We’ve all come across that person who’s great at their job–maybe they’re a whiz at programming or know every inch of the production floor by heart–but they’re a total pain to deal with personally. These people have technical skills but lack soft skills.

Soft skills allow teammates to interact effectively with one another (and customers). They facilitate creative problem-solving and enable people to adapt under uncertain circumstances–skills that are critical for success in most types of work. 

A candidate might have all of the right technical skills, but without soft skills, they will be A) pretty miserable to work with, B) ineffective in their role, or C) both of the above. That’s why it’s so important to consider hard and soft skills equally when interviewing. 

Challenges for Assessing Soft Skills

Soft skills are hard to screen for. 

Soft skills have many more gray areas than technical skills, which can be assessed via questions with black-and-white answers. For example, more than one idea can solve a problem, meaning there’s no single “right” answer to an interview question about problem-solving. 

Also, interpretations of soft skills can vary depending on who’s judging the candidate. One interviewer’s idea of creativity may differ from another’s, making setting up an objective scoring system challenging. 

And even if you do formulate a sound system for assessing soft skills, it’s not always easy to get an accurate read on them during the hiring process. An applicant interviewing for a job is simultaneously nervous and trying to make the best impression possible, which is an unusual combination that can influence their answers and behavior.

In short, there’s no way to definitively grasp a person’s soft skills until you actually work with them. Still, it’s in an employer’s best interest to assess soft skills as closely as possible to ensure a strong fit and a successful hire. 

How to Assess Soft Skills in an Interview

Take a structured approach

To ensure fairness and objectivity, your strategy for assessing soft skills should be the same every time, with every candidate. Ask the same questions in the same order, incorporating follow-up questions as necessary to draw out more information. 

Interviewers should avoid “going with their gut” or deviating from the prepared questions, as this leads to less accurate hiring. 

Involve multiple interviewers

Additional interviewers can add diverse perspectives and help prevent hires from being determined by a single person’s opinion. 

You can incorporate multiple interviewers in two ways: either by doing multiple rounds of one-on-one interviews or by doing a panel interview in which a candidate takes questions from two or more interviewers simultaneously. 

Related: Interview Formats to Use When Hiring

Use a mix of behavioral and situational questions

Behavioral and situational interview questions can help you understand how a candidate might handle different on-the-job situations. 

In behavioral interview questions, candidates are asked to give examples of their past behavior in specific scenarios, like “tell me about a time you had to communicate a piece of negative information.” These questions can be used to identify whether a candidate has experience successfully using the soft skills that are most important to the job.

Situational interview questions are similar but deal with “what ifs.” They ask candidates to explain how they’d react in a given situation in the future, for example, “What would you do if you had to cut our budget by 10%?” Situational interview questions give you a glimpse into how a candidate thinks and shed light on how their soft skills would influence their actions. 

Utilize a scoring system

While interview questions about soft skills don’t usually have a right or wrong answer, answers can definitely be favorable or unfavorable. Using a scoring system allows you to observe patterns and judge a candidate’s cumulative interview performance. 

One of the best ways to score soft skills is by using a points system, i.e., scoring a candidate’s answers on a scale of 1 to 5. This lets you see at a glance whether most of their answers were positive and also lets you compare different candidates against one another via their total scores. 

Giving each number a clear meaning helps with accurate scoring and promotes consistency among different interviewers. Here’s how that might look:

• 1: Answer was severely lacking in relevance or depth and demonstrated inadequate proficiency with the pertinent skill
• 2: Answer demonstrated a lack of understanding and/or limited proficiency with the pertinent skill
• 3: Answer was satisfactory, demonstrating adequate proficiency with the pertinent skill
• 4: Answer was thoughtful and clear, demonstrating strong proficiency with the pertinent skill
• 5: Answer was thorough and relevant, demonstrating an exceptional level of proficiency with the pertinent skill

Another aspect to consider is that some skills may be more important than others to a particular role, like communication for a customer-facing position or problem-solving for an IT role. If this is the case, you might assign more weight to that category of questions (i.e. multiply the score by 1.5) so that candidates demonstrating the most critical skills are given preference. 

Related: The Ultimate Guide to Interview Scoring Sheets

Leverage job auditions

Hearing candidates talk about how they’d handle a situation is great, but seeing them in action is even better. In a job audition, a candidate is asked to complete a task or assignment that mirrors what they’d be doing on the job. 

You can use job auditions to assess soft skills by incorporating them into the assigned task. Here are a few examples:

• Asking a sales candidate to pitch a product to assess their persuasive skills
• Having a customer service candidate role-play troubleshooting with a customer to see how they communicate
• Asking a design candidate to read a creative brief and explain how they’d approach the job to judge their creative thinking

Don’t rely on interview “tricks”

Some companies are known for using quirky interview questions like “What type of fruit would you most like to be and why?” The idea is to force a candidate to think on their feet and show their creative side, but in reality, such questions have little bearing on a candidate’s actual ability to do the job (which is what you’re ultimately looking to find out). 

If you really want to evaluate soft skills accurately, stick to questions that are relevant to the role and avoid trying to throw candidates for a loop. 

Ask references about soft skills

In addition to the interview, you have another great tool at your disposal to use when assessing soft skills: references. Ask references directly about the soft skills you value and prompt them to describe examples of how they’ve seen the candidate use them.

Related: Ace Your Reference Checks With These Sample Questions

What Soft Skills You Should Look For

Here are some of the most important soft skills that are useful across roles and industries. 

Leadership

Strong leaders take initiative, motivate others, and drive projects forward. They aren’t afraid to tackle challenges and their actions inspire their teams. Look for candidates who show confidence, decisiveness, and a proactive approach to their work. 

Leadership skills are valuable even in non-management roles. One entry-level marketing associate we hired stood out for her strong leadership qualities. In her 90-day review, we learned that she stepped up to coordinate a plan when a key product launch was delayed. Even without a senior title, her leadership skills proved valuable during a stressful time. 

Teamwork

No matter how talented an employee is as an individual, their success often depends on their ability to work as part of a team. Look for candidates who can demonstrate how they shared knowledge, supported their peers, and put the good of the group above their own personal recognition or success. 

Communication

Miscommunication is one of the biggest culprits behind workplace conflict and mistakes. Candidates who can clearly express their ideas, actively listen, and adapt their communication style for different contexts are far more effective in the workplace. 

I often tell the story of a top-notch engineering candidate who turned out to be a terrible hire because of his poor communication skills. He spoke tersely, sent blunt messages that were perceived as rude, and talked down to anyone who wasn’t at his level of expertise. Our experience with him proves that even excellent technical skills can’t compensate for an inability to communicate. 

Critical thinking

Employees who can analyze situations and make sound decisions are invaluable in everything from accounting to automotive repair. They don’t follow instructions blindly; they ask questions to gather more information, analyze the available data, and anticipate potential roadblocks. 

Problem solving

Every job comes with challenges. Employees who remain calm under pressure and find solutions instead of dwelling on problems make a big difference. 

The customer support agent I mentioned earlier is a perfect example. She wouldn’t get hung up on a customer’s complaints no matter how bad their attitude was. Instead, she went straight to diagnosing the issue and coming up with relevant, helpful solutions that both solved their problem and alleviated their frustration. 

Time management

Meeting deadlines and prioritizing tasks are crucial skills across disciplines. Organizations need employees with strong time management skills to balance workloads without constant supervision. 

Creativity

When we think of creativity, roles like designers and marketers often come to mind. However, creativity is useful in a much broader range of positions because it allows people to see beyond the obvious and forge new, unexpected paths forward. Creativity is closely linked with innovation and problem-solving and can help companies stay competitive. 

Adaptability

Personally, I feel adaptability is the most important soft skill of any on this list. In the market we’re currently experiencing, technology and demands are changing faster than employees’ skill sets, and adaptability is essential to keep up. Look for candidates who embrace change, actively work to learn new skills, and adjust to unfamiliar situations successfully. 

Work ethic

A strong work ethic means a candidate is reliable, dedicated, and takes ownership of their responsibilities. They go beyond the bare minimum and demonstrate accountability. 

One way my recruiters like to zero in on work ethic is by talking about a client’s employee development initiatives or advancement opportunities. Candidates with a strong work ethic will perk up when hearing about these aspects and ask follow-up questions, while those who are merely looking for a paycheck won’t show much interest. 

Related Podcast Episode: How to Hire for Soft Skills

Soft Skills Interview Questions to Ask Candidates

Here are some example interview questions you can use to identify the top soft skills.

Leadership

• Describe your leadership style.
• How do you motivate a team?
• What would you do if there was a conflict between two of your team members?
• Describe how you delegate tasks.
• How do you coach employees?

Teamwork

• What role do you take when working on a team?
• Describe a time when you worked successfully on a team.
• Have you ever worked on a team project that failed?
• What would you do if someone on your team was not doing their fair share?
• How do you see yourself contributing to our team?

Communication

• What’s your communication style?
• Tell me about a time when you had to communicate sensitive information. 
• How would you explain [complex concept] to a customer?
• What would you do if there was a misunderstanding about something you said?
• Do you prefer written or verbal communication?
• How would you deal with a coworker who isn’t great at communicating?

Critical thinking

• Tell me about a time when you had to make a decision quickly.
• What would you do if you had to decide without all the necessary information? 
• Have you ever disagreed with your manager? What did you do?
• How would you handle it if you spotted a mistake one of your peers made?
• What’s the most difficult decision you’ve had to make at work?

Problem solving

• Tell me about a time when you solved a problem on the fly.
• Have you ever anticipated a problem in advance? What did you do?
• How do you deal with demanding customers?
• When you’re faced with a problem at work, what’s your first step?
• How do you solve a problem when there are multiple people giving input?
• Have you ever dealt with a work-related crisis?

Time management

• Describe your approach to time management.
• How do you juggle multiple important projects?
• What would you do if you knew you would miss a deadline?
• What’s your ideal work schedule?
• How long does it take you to do [task]?
• When you return from vacation and are swamped with to-do’s, how do you decide what to work on first?

Creativity

• What role does creativity play in your job?
• Give me an example of a time when you had to think outside the box.
• What’s the most creative project you’ve worked on?
• How do you encourage your team to be more creative?
• Let’s say a team member suggested a wacky, creative idea. How would you respond?
• When do you feel most creative?

Adaptability

• How adaptable are you at work?
• How would you handle it if your manager asked you to try a new approach on a project?
• Tell me about a time when you had to learn a new skill quickly. 
• Have you ever been asked to take on duties outside your job description?
• How do you respond to change?

Work ethic

• What does work ethic mean to you?
• Tell me about a time you were asked to take on responsibilities beyond your usual job duties. How did you handle it?
• How do you stay motivated when working on repetitive, difficult, or boring tasks?
• Have you ever done something that needed to be done, even though it wasn’t your job?
• Describe a time when your hard work paid off. 

Treating soft skills with the same level of attention you do when assessing technical skills increases the likelihood of landing on a candidate who will not only perform to a high standard but also fit in well on your team. 

Rather than walking us through the steps she takes to understand a dispute, learn whether it’s legitimate, and arrive at a solution, she gave a generic answer: “I try to stay positive and keep everyone happy.” It wasn’t what we wanted to hear from a candidate whose job would be to collect timely, accurate payments and keep the company’s revenue on track. 

While this question wasn’t the single deciding factor that made us ultimately pass on this candidate, it did prompt the recruiter to push for more specifics when asking about required skills. Her overall lack of concrete examples to demonstrate her capabilities caused us to go in a different direction. 

Your accounting staff is central to your company’s ability to function, and asking the right interview questions will tell you whether they have the skills and personality necessary to succeed. We’ll explain what to look for when interviewing accounting candidates and share 25 questions to help you understand their expertise. 

What to Look for When Assessing Accounting Candidates

When hiring accounting professionals, you need to identify a specific blend of hard and soft skills coupled with a personality that’s suited to the detail-oriented work of managing finances. Some of these may be basic for people with strong accounting knowledge, but to be thorough, I’m going to list all aspects that your team should consider.

Knowledge of accounting principles

Accounting principles are the guidelines companies and other organizations must follow when recording and reporting financial information. These guidelines promote complete, high-quality, standardized data that can be useful in a variety of applications. 

These guidelines are called GAAP, or Generally Accepted Accounting Principles in the United States. GAAP covers things like revenue recognition, consistency, and materiality–all of which a strong candidate will be familiar with and able to explain.  

Attention to detail 

In accounting roles, attention to detail is paramount. One tiny decimal being out of place could completely upend a company’s balance sheet. So, you’ll want to pay attention to this during the interview. A candidate’s appearance and level of preparation can be good indicators of detail-orientedness. 

This is one reason group interviews can be a compelling tool for accounting roles, especially entry-level ones. Once, my team conducted a group interview with three candidates for a staff accountant position. When the interviewees were together in our office, the difference in their appearance was striking. Two were dressed casually in slacks and shirts, but the third wore a suit with newly shined shoes and had what looked like a fresh haircut–very polished. He’d clearly thought carefully about how he would present himself that day, which told us he’d likely give the same level of attention to his job. 

Some people might disagree, but it’s my opinion that a candidate’s overall presentation, when matched with satisfactory interview responses, can help assess attention to detail.

Collaborative abilities

Accounting involves teamwork, both with fellow accounting staff and with coworkers in other departments. It also involves interfacing with managers and other company leadership team members. 

Thus, a good hire will be comfortable working collaboratively and be able to break down the technical aspects of their work into layman’s terms that their colleagues can understand. Situational and behavioral interview questions are great for understanding a candidate’s teamwork skills. 

Related: The Best Behavioral Interview Questions to Ask Candidates

Integrity and character

More so than perhaps any other type of role, accounting positions require a strong moral compass, so you’ll want to be sure that character is built into your assessment matrix. Ask questions to understand candidates’ attitudes around transparency, accountability, confidentiality, and trust. 

Covering these topics will help you feel confident you’re hiring a person you can rely on to handle the company’s sensitive and important financial information. 

25 Accounting Interview Questions to Ask Candidates

Questions about background

Tell me about your current position. 

This open-ended question can help you learn about a candidate’s current responsibilities and how they perceive their role. It offers details about their expertise, priorities, and areas of focus, which can help you determine whether they’re a strong fit. Look for examples that demonstrate how the candidate makes an impact in their current job, like keeping clean records or translating data into useful business insights. 

What work have you done in previous roles that has prepared you for this job?

This question not only allows a candidate to highlight their key skills, but shows you how well they understand the job they’re applying for. I always pay attention to whether a candidate seems to have read the job description carefully and is citing relevant experience or whether they’re just listing skills at random. 

Do you have any specialized credentials or certifications?

Certifications like CPA, CMA, and CFA demonstrate an applicant’s commitment to professional growth and expertise in their area of accounting. This question can be useful in differentiating between candidates with similar work experience. 

Questions about technical knowledge and skills

Explain the difference between accounts receivable and deferred revenue. 

This technical question sheds light on a candidate’s understanding of accounting principles. A qualified applicant for an accounts receivable position should be able to clearly explain the differences in how A/R and deferred revenue are classified and recognized. 

What is zero-based budgeting?

Asking this will help you assess how familiar an accounting candidate is with different budgeting methods. It’s just one method of several that a company might use depending on their needs and circumstances, and a strong candidate will have a firm grasp on when this budgeting style makes sense for an organization. 

What accounting software have you used?

Asking about software and other app experience will allow you to determine whether a candidate’s technical proficiencies align with your company’s systems. While it might not be a make-or-break factor, hiring someone who already knows the software you use will reduce onboarding and training time and lead to faster productivity. 

Are you experienced using automation to assist with your work?

This is a particularly relevant question in the current market where AI is transforming the way traditional tasks are completed, and accounting is no exception. A candidate’s answer will reveal their comfort level with new technology and ability to adapt to modern tools that enhance efficiency and accuracy. 

What are some methods of detecting fraud?

It’s not a mystery that accounting professionals are the first line of defense in protecting a company’s financial integrity. This question highlights an applicant’s knowledge of fraud detection measures and experience with safeguarding monetary assets. 

What financial metrics do you consider most important for a business?

Financial staff must understand how accounting impacts other business goals. A candidate’s answer can reveal their analytical skills and ability to prioritize key performance indicators. 

How do you stay up to date with industry news and changing regulations?

Accounting rules and regulations change regularly, and the field requires ongoing learning. This question will reveal an interviewee’s commitment to staying informed and complying with best practices. 

Questions about soft skills

How do you explain complex accounting topics to your non-specialized colleagues?

As we covered earlier, clear communication in accounting is something that shouldn’t be overlooked. This question evaluates the candidate’s ability to translate specialized information into plain language to facilitate cross-departmental collaboration. 

How do you prioritize your work?

A candidate’s answer to this question will detail their time management and organizational skills. Please pay particular attention to their approach to handling competing deadlines and urgent tasks. 

What strategies do you use to ensure your work is accurate?

Accuracy is non-negotiable in accounting positions. Look for an answer that outlines the steps a candidate takes to minimize errors, like fact-checking their work and not waiting until the last minute to complete reports. 

What experience do you have leading a team?

If you’re interviewing for a managerial position, you’ll want to hear examples of how an applicant successfully led a team to achieve goals in the past. Even for non-managerial positions, leadership skills are helpful for identifying confident, self-sufficient workers. 

Situational questions

What would you do if you discovered a discrepancy in one of the company’s reports that was prepared by someone higher up?

Finding and correcting errors is part of an accountant’s job, and you need someone who can do it with precision and tact. This situational question explores the candidate’s ethical principles as well as their approach to problem-solving, especially when involving potentially sensitive information. 

What would you do if you realized you made an accounting mistake?

Even the most seasoned professionals make mistakes. The key is identifying team members who will take the appropriate steps when they realize they’ve made an error by flagging the issue, taking accountability, and promptly correcting their mistake. 

If our company suddenly received a $50 million investment, how would you help us decide what to do with it?

Companies rely on their accountants’ financial expertise when making big decisions. This question tests a candidate’s strategic thinking while giving you information about their knowledge of the industry and the company. It’s a particularly good question for senior roles. 

What would you do if you were at risk of missing an important filing deadline?

Time-sensitive tasks are par for the accounting course. This question assesses a candidate’s ability to make sound decisions under pressure, which may be a routine requirement in certain roles. 

Questions about culture fit

What about our company resonates with you?

It’s always a good idea to learn why a candidate applied. This question will tell you about an applicant’s motivations and help you understand if their values are aligned with yours. Look for insights beyond just collecting a paycheck. If a candidate has trouble answering, it might be a sign they’ve mass applied and don’t have any particular interest in your organization. 

What do you consider an ideal workplace?

In order to retain new hires long-term, their expectations must align with the realities of your workplace. Broaching the subject during the interview will tell you early on if there’s a mismatch. 

One example that comes to mind is a candidate who said she preferred a very quiet work environment–total silence, if possible. Ringing phones and chatty coworkers were the norm in our client’s office, so we knew it would probably be hard for her to do her best work there. 

How do you handle change?

Evolving regulations and new technology are standard in the accounting field. A strong candidate will feel comfortable adapting their workflows to meet changing needs. 

What role do you typically take when working as part of a team?

This question sheds light on a candidate’s interpersonal skills and preferred work style, which can tell you how well they’ll fit in with your team dynamic. 

Questions about personality 

Why did you pursue a career in accounting?

Hearing a candidate describe their reasons for choosing their career path in their own words can be illuminating. My favorite responses to this question are those where the candidate gets excited and says things like “keeping an accurate and orderly ledger is soothing to me,” (yes, this was an actual response!).

While not every applicant is going to light up talking about balance sheets, learning about their motivations can help you understand their drive and ambition, which are clues to how engaged they’ll be with the job. 

What are your career goals?

Similar to the previous question, this one can help you learn about the interviewee’s vision for their future so you can determine if it aligns with the opportunities your company can offer them. 

What are your biggest strengths/weaknesses?

This classic question is as much about actual strengths and weaknesses as it is about self-awareness–which is something you want for someone who will play an important role in your company’s finances. 

It takes a mix of technical, personal, and situational interview questions to assess a candidate for an accounting role fully. By asking the right questions, you’ll be able to get to the bottom of their knowledge and experience and decide whether a candidate possesses the necessary skills and is the right cultural fit to join your team. 

It was because of this knowledge that our recruiter started to have doubts about the candidate midway through the interview. All of his answers were “I” focused–I came up with a great idea, or I made this decision, or I saved the day by stepping in to correct someone else’s mistake. It was never “we,” even when I specifically asked about teamwork. The recruiter knew she had to get a clearer picture of whether this candidate would fit in in such a team-based environment, and she had to do it fast!

Before I explain what the recruiter did in this situation, I must first explain why it’s relevant. A person’s approach to work and their values surrounding work, in general, can dramatically influence whether or not they will thrive in a particular company, regardless of whether they meet all of the technical criteria. Your company culture, which is the set of organizational values and behaviors that define your company, can make or break a new hire’s success. That’s why it’s critical to address it during an interview. 

When the candidate kept giving self-centered answers, our recruiter quickly shifted gears from asking him questions to telling him more about the company, specifically the culture. She used direct words like cooperative, team-centric, and collaborative to describe the environment and gave examples illustrating the standard operating procedure of working as a group. As she was talking, she could see his wheels spinning. It was no surprise when, less than 24 hours later, the candidate emailed to let us know he didn’t think the role was a fit for him. 

This was a good thing! While there’s nothing wrong with preferring independent work, someone who has trouble collaborating would be decidedly unhappy with this company, and we were glad to learn of the misalignment before we submitted the candidate. Here, I’ll share tips to help you do the same, ensuring that you convey your workplace culture clearly and effectively during interviews to make more accurate hires. 

Why Conveying Company Culture Is More Important Than Ever

At a time when the job market is uncertain at best, and the talent pool is still fiercely competitive in many sectors, company culture can determine not only your ability to hire but your organization’s very livelihood. If you’re not communicating the right information to candidates, this could harm your chances of hiring the right person and pose a threat to your team’s performance.  

Research shows that a sense of “fitting in” plays heavily into an employee’s level of job satisfaction, which can impact how successful they are in their first few months and how long they stay with the company. Company culture defines this sense of belonging. Identifying a strong fit–and, conversely, flagging potential mismatches–will help you strengthen your hiring process and increase new hire success. 

The steps I’ve described below should help you accurately describe your culture and infuse elements into the interview process to decide better whether an applicant is an appropriate fit. 

Words to Describe Company Culture

When discussing your company culture, having a few standard words and phrases to describe it is helpful. Not only does this aid in conveying your thoughts succinctly, but it also helps ensure consistency when you’re implementing initiatives and creating recruitment marketing materials. 

It’s important to communicate both the positive aspects of your culture, like flexibility and inclusiveness, and those that some candidates may perceive negatively, like whether your work is highly deadline-driven. This will help ill-fitting candidates opt out. 

Consider these words and phrases to incorporate as you describe your unique culture. 

Describing a collaborative culture

• Connected
• Cooperative
• Engaging
• Inclusive
• Prioritizes communication
• Supportive
• Team-based

Describing a culture that values independence

• Accountability
• Autonomous
• Empowering
• Self-starters
• Taking ownership

Describing a technology-centric culture

• Adaptable
• Agile
• Cutting edge
• Forward-thinking
• Innovative
• Nimble
• Progressive
• Visionary

Describing a high-pressure environment

• Ambitious
• Challenging
• Deadline driven
• Demanding
• Exciting work
• Fast-paced
• Never a dull moment
• Results-oriented
• Rewarding
• Stimulating

Describing a casual work environment

• Flexible
• Friendly
• Inviting
• Laid back
• Sociable
• Welcoming
• Work-life balance

Describing a formal work environment

• Dignified
• Established
• Integrity 
• Professional
• Reputable
• Respectful
• Structured
• Traditional 
• Trustworthy

How to Convey Culture in an Interview

1. Start before the interview

It’s shocking how many companies rave about their unique culture but use bland, generic language on their applications, scheduling emails, and other candidate-facing communications. Start conveying your workplace personality from the candidate’s very first interaction by tailoring the materials they see when they apply and prepare for their interview. 

Fill the Careers page of your website with messaging that explains what sets you apart, and be sure to update it regularly with the latest information for job seekers. Designate a section of your job descriptions specifically to discuss what it’s like to work for you. Enlist a copywriter to infuse your automated email messages and other application follow-ups with your distinct voice. You can even convey culture through the hold music and scripted messages you use on your office’s phone system.

Wherever possible, avoid using cookie-cutter language that comes preprogrammed in your software programs or has been copied and pasted from somewhere else. Instead, customize every piece of messaging an applicant sees to align with the way people in your company actually communicate with one another. 

2. Be specific

Don’t just tell candidates what it’s like to work for you. Go into the interview prepared with specific anecdotes that encapsulate your culture. Did one of your teams come together to raise money for a cause they care about? Maybe an employee went above and beyond in a major way to solve a customer’s problem. These are the kinds of colorful, super-specific examples of culture that will stick in a candidate’s mind and sell what sets you apart. 

One great way to do this is by involving your employees. Ask them to share anecdotes that capture what they like most about working for the company. You can also mine your positive reviews on sites like Glassdoor for example. Use these real-world experiences to paint a picture of what a day in the life at your company actually looks like. 

This exercise is also a good litmus test of your honesty with yourself and candidates regarding your culture. Say you value creative thinking, but you have trouble coming up with clear examples to support this. It might be time to reconsider that particular quality as part of your company values (or start taking steps to prioritize it!).

3. Build it into the interview

You’re probably already using some standardized format for conducting interviews (and if you’re not, you should be!). Talking about company culture should be part of the lineup. 

For my team, here’s how that might look when conducting a 45-minute interview:

Introduction: 5 minutes

Skill questions: 10 minutes

Behavioral questions: 10 minutes 

Personality questions: 10 minutes

Culture discussion: 5 minutes

Q&A: 5 minutes

If you use an interview scorecard or checklist, add your culture discussion as a line item to check off on it so you can be sure it’s something you cover with every candidate. A little later in this post, we’ll share examples of culture statements to help you dive into this part of the conversation. 

4. Introduce the team

Team members can only convey a partial representation of your workplace culture. That’s why it’s important, whenever possible, to allow candidates to meet with more than just their hiring manager. Set up times for applicants to connect with other staffers—their peers, their team lead, the people who would be their direct reports, and so on.

Suppose you have a regularly scheduled non-work meetup, like a happy hour or game night (which is an important step in engaging employees). In that case, this is another great opportunity to gauge the culture fit of late-stage applicants. Extend an invitation for your top pick to join the get-together to get a feel for how they mesh with the team. 

Related: Collaborative Hiring: How to Involve Your Employees

5. Offer ample opportunity for Q&A

It’s standard practice to allow candidates to ask questions at the end of an interview, but time constraints and professional norms will usually limit them to just one or two queries. However, when presented with a new job opportunity, most of us think of additional questions once we’ve had a bit of time to digest the interview. 

To settle on the best fit, make sure all of your top candidates’ questions are fully answered by offering them multiple opportunities to chat with you beyond the interview. Check-in at every stage of the hiring process to see if there are any question marks in their minds, and if there are, address them. 

Don’t beat around the bush to try to assess how they feel about culture fit. Ask specifically about their thoughts on their ideal place to work and how they feel they would fit in at your organization. This is more important than you might expect—if you leave the topic of company culture undiscussed, it’s highly likely to resurface later in the form of issues or complaints.  

6. Follow up

After the interview ends, continue the conversation by giving the candidate additional ways to learn about your company culture. You could invite them to follow you on social media, email them an engaging PDF highlighting your mission statement, or text them a testimonial video from happy employees. This is also a great way to continue nurturing a positive relationship with candidates whether or not they ultimately end up working for you–an important step in building a talent pipeline. 

Examples of Company Culture Statements

Example #1

“We believe work should be collaborative, energizing, and enjoyable. Our team members thrive on strong connections, both personally and professionally. We work hard but make time to celebrate success, build relationships, and have fun along the way. From frequent team lunches to casual Fridays, we strive to create an inclusive environment where everyone feels welcome.”

Example #2

“We pride ourselves on maintaining the highest standards of professionalism and integrity. With more than five decades of experience in our industry, we’ve developed a strong reputation of trust and transparency among clients, partners, and team members. Our culture is centered on respect, accountability, and excellence. An environment of continuous learning ensures that every team member has the resources they need to succeed.”

Example #3

“Innovation is at the heart of everything we do. We’re driven by the excitement of solving complex problems using cutting-edge technology and creative approaches. We encourage out-of-the-box thinking, embrace experimentation, and constantly push the boundaries of what’s possible. Every team member is empowered to challenge the status quo, which keeps work engaging and shapes the future of our industry.”

Hire the Best Talent with 4 Corner Resources

Whether you’re an established company, a growing startup, or something in between, the staffing experts at 4 Corner Resources can help you find and hire workers who will grow with your business into its next phase. Our direct-hire, temporary recruiting, and contract-to-hire staffing solutions identify talent with the right blend of skills and personality traits to excel in your role. 

We focus on the quality of every candidate we place, ensuring you hire the right fit the first time. Get started by scheduling your free staffing consultation today.

Since interviews are notoriously the most time-consuming part of the hiring process, it’s important to keep a tight leash on how long they run. And, since they’re one of the only times you get to meet a candidate face to face, it’s in your best interest to make the experience as positive as you can. I’ll explain my strategy for ending job interviews on a high note when you’re the interviewer and share some tips for making the most of the few moments after the interview concludes. 

Why It’s Important to Have a Strategy for Ending Interviews

Stay efficient

Clock management isn’t just for football. Your time is valuable, and when you’re deciding who to hire, it’s essential that you get the information you need from the interview in the time allotted. This is especially true if you have many candidates to speak with. 

Having an exit plan in mind will help you avoid talking in circles, droning on, or letting the interviewee dominate the conversation, all of which are detrimental to your ultimate goal of learning whether the candidate is qualified for the job. 

Maintain a positive candidate experience

A year or two ago, I interviewed a passive candidate who wasn’t sure about leaving her current job. I knew she’d be a great fit for our client, but it was clear she was on the fence. Though this was of course frustrating on my end, I avoided the urge to cut our conversation short. Instead, I spent the remainder of the time emphasizing why the client was a great place to work and citing the strengths that made me want to interview her in the first place. 

It wasn’t a surprise when she withdrew from consideration shortly after the interview. But a few days later, a referral dropped into my inbox. The sender? That same candidate. She was introducing a colleague whose experience closely matched her own, and she gushed about our professionalism and welcoming attitude. Because I’d taken the time to conclude the interview properly and in a positive way, we’d turned a candidate into an advocate. 

During the interview, a candidate is feeling out the company just as much as you’re assessing them. The end of the interview will be the last thing they remember as they decide whether they want to continue to move forward in the hiring process. If it’s awkward or worse, unpleasant, they may change their mind about their candidacy. So make those last few minutes count. 

Also, candidates will be looking for clues as to where they stand in the running for the job, so it’s important to choose your words carefully after the conversation. 

Related: Candidate Experience Best Practices

How to End an Interview as the Interviewer Effectively

1. Wrap things up

Keep an eye on the clock and your list of questions. As you near the end of your conversation, give a verbal signal that the interview is coming to a close. 

Sometimes, you might need to interrupt a long-winded answer from the candidate. Here’s a statement that works well for me: “I’m sorry to cut you off, but I want to be sure we have time to cover everything.” Then move to step number two. 

2. Allow them to ask questions

There’s a good reason the customary last question in an interview is, “Do you have any questions for me?” The candidate’s queries can give you valuable perspective on whether they’ve done their research on the company, what’s important to them, and where their head is regarding the job. 

A candidate’s questions may help you rule them in or out of the process. If the first thing they ask about is vacation time, for example, it could be a bad sign about their level of commitment to the job or a lack of awareness about professional etiquette. 

Their questions may also help you compare two similar candidates, showing you shades of their personalities that can help determine culture fit. 

3. Share next steps

Candidates want transparency. When we conduct candidate experience surveys, job seekers regularly say communication and not knowing where they stand is their number one complaint we see with hiring processes. 

While you don’t need to tell a candidate explicitly whether they’re moving forward or not, you should wrap up the interview by giving them an idea of what they can expect next. How soon should they expect to hear from you? Will you communicate via email, phone call, or some other method? Can they reach out to you if they think of additional questions? 

Transparency goes a long way to setting a positive tone and keeping strong candidates interested in the position. 

4. Keep it neutral 

Avoid making any definitive statements about the interviewee’s status at the end of an interview. At best, you risk giving them an inaccurate impression of their job prospects, and at worst, you open yourself up to the possibility of legal action. 

Even if you feel 100% certain in the moment that they’re the right pick for the job, things can change. I’ve felt completely sure I’d found “the one” only to have the next candidate come in with experience that’s even more relevant to the job. I’ve had great finalists selected and then had a hiring manager give them the thumbs down because they changed their mind on the skills they wanted. Anything can happen. Plus, you still need to check all the boxes, like speaking with references and conducting a background check, if applicable. 

The same goes for making promises about what employment might or might not look like, like guaranteeing a certain number of PTO days or promising a specific perk. Defining the terms of employment should be left to the negotiation stage after an official offer has been made. 

Related: Reference Checks: Sample Questions and Best Practices

5. Thank them for applying

A core component of a strong employer brand is leaving all candidates–even those who don’t receive an offer–with a positive impression of their experience. 

Always conclude an interview with your sincere thanks for the candidate’s time. Though the conversation may have revealed that the applicant was clearly not a fit for the role, you want them to walk out of the interview feeling like they were respected and their participation was appreciated. 

6. Prepare for curve balls

You never know what a candidate’s going to throw at you. Be prepared for unusual or even bold questions like “Do I have the job?” at the end of an interview. Some (admittedly poor) job seeker advice sites advocate for such aggressive tactics as a means for the candidate to demonstrate their confidence. 

Maintain your composure and avoid sharing too much information. Don’t be afraid to say you’ll need to get back to the candidate if they ask a question and you’re genuinely unsure of the answer. 

Example of How to End the Interview

Here’s an example script that emphasizes your thanks, leaves the candidate with a clear sense of next steps, and keeps communication open.

“It’s been great speaking with you. I know how difficult it can be to take time out of your schedule for a job interview when you’re currently working, so we really appreciate you making the time to talk. We expect to wrap up interviews for this position by the end of the week and hope to make a decision by the 15th. You should hear from us via email by that date, but if you have any questions or think of anything else you want to share before then, feel free to email me directly.”

Post-Interview Tips

Take a moment to reflect

I love giving myself five to ten minutes of unscheduled time after an interview concludes. This gives me a chance to reflect on the conversation, think about the candidate’s memorable details, and maybe even write some notes while the meeting is fresh in my mind. 

I also like to do a little post-game analysis of the interview itself. What went right? What do I wish went better? Could the structure or questions be improved? This reflection allows my team to continuously refine our interview process. 

Close the loop

Your work as an interviewer isn’t done once the candidate has left the room or signed off from the Zoom call. As soon as you can, complete your candidate scorecard and jot down pertinent details you want to remember. Don’t put it off, as the more time that passes after the interview, the fuzzier the details of your conversation will become. Making the right hire depends on taking sharp notes to help you accurately compare candidates. 

Hand off the baton to other interviewers

If there were multiple interviewers, give your cohorts a nudge to complete their required post-interview feedback. This is one area where recruiting software can be invaluable; as each party checks off tasks, the system can automatically prompt the next person in the sequence to begin their work, avoiding unnecessary delays. 

Move the process forward

Once you’ve taken all the necessary post-interview steps, put the candidate in a category to determine what steps need to be taken next. We find three categories are usually sufficient: move forward, eliminate, or need more information.

More information might be another interview, a conversation with their references, a second opinion from someone else in the company, etc. Then, take the next steps accordingly to keep the hiring process moving forward. 

Related: How to Write an Employee Offer Letter With Sample and Template

Following these steps will help you close out interviews in a professional, pleasant way, creating a smoother experience for candidates and positioning you to hire more efficiently. 

I’ll never forget when a candidate flipped the script on me during a last-round interview. I asked, “Why do you want to work here?” Instead of answering, he responded, “Why should I want to work here?” It caught me off guard, but his confidence was refreshing. It led to a candid conversation about our company culture, and we offered him the job. 

This answer wouldn’t have gone over well for anyone, like an entry-level candidate. But this guy had the skills and experience to back up his self-assuredness, and we’d already talked at length about his strengths during previous interviews. His unconventional tactic made him stand out, and he showed tenacity and even a bit of lightheartedness. I could see him fitting right in on the team. 

That said, a lot of important information can come to light during a final interview, and it all depends on the questions you ask. I’ll share my most effective last-round interview questions here. 

Goals for the Final Interview

You should already have a good idea of a candidate’s hard and soft skills and prior experience by this point. That’s what the initial screening and early interviews are for. If they’ve made it this far, there’s a high likelihood they can get the job done. The question at this point is, are they the best choice for the job? 

Your goals during the final interview are to:

Determine compatibility

Now is the time to determine whether an individual will fit well on your team and within the organization. If not, there’s a much higher chance they’ll be dissatisfied, which can lead to a premature departure. Ask questions to determine their alignment with the company culture, work style, and values. 

Related: How to Identify a Good Candidate in an Interview

Get clarification on uncertainties

Have any red flags, like a negative reference or a discrepancy in the candidate’s resume, come up during the process? Maybe you’re generally excited about hiring them but have concerns, like a lack of experience in a certain area. The final interview is your last chance to present these uncertainties to the candidate and get their response. 

Related: Interview Red Flags to Watch Out For

Assess the candidate’s interest

In many ways, the interview process is a lot like dating–you want to find someone who’s as interested in you as you are in them. Getting an accurate read on a candidate’s interest level is important in the final interview to ensure you offer the job to the right person. 

Many times with our clients, it comes down to two finalists: one who’s more qualified but is interviewing with several different companies, and one who’s slightly weaker but is all in on this organization. Which is the better choice? It depends on the client’s risk tolerance and how urgently they need to fill the role, but whatever the case, it’s better to have all the information to make the smartest decision. 

Set accurate expectations

This interview isn’t just about gaining more intel on the candidate; it’s also about making sure they have all the necessary information to ensure a strong fit. This means a full understanding of the job duties and what will be expected of them performance-wise. 

We were recently in the final stages of hiring for a customer success lead and were ready to make an offer to a very strong candidate. During our last conversation, we raised the topic of work hours, and she shared that she was not available to work after 5 p.m., even occasionally. While this role generally had a fixed start and end time, some flexibility was crucial to deal with extenuating circumstances or urgent issues that came up outside of normal business hours. It was disappointing to learn of this misalignment, but we were very glad to have discovered it before making an offer. 

Make a strong impression

As we discussed a moment ago, you want a candidate who wants to say yes to your offer. The final interview is your last chance to make a strong, positive impression that will leave the applicant excited about the prospect of joining your team. 

Here are my favorite questions that help accomplish the objectives above. 

Must-Ask Questions for the Final Interview Stage

What are your long-term goals?

Retention should be one of your top concerns when taking a high-level look at staffing, and you want to understand how this person will affect it. Are their goals aligned with what the position and company can offer? If they have their sights set on achievements you can’t contribute to, it might not make sense to invest in training and developing them. 

Their answer will also indicate their ambition level. Do they thrive on setting and attaining goals, or are they comfortable remaining as-is? I like to look for employees who have a habit of setting realistic goals for themselves and then pursuing them. 

What is your favorite part of your current job?

I have the pleasure of interviewing for a lot of financial roles, and frankly, some of the lists of job duties make my eyes glaze over (hence why I’m in the staffing business and not accounting!). But when I asked this question to one accountant candidate, her eyes lit up as she described compiling financial reports. She was so jazzed about analyzing her company’s finances that she made me feel excited about it, and I knew I had found a great choice. 

While not every person has to feel such a deep sense of passion about their work, a good candidate should at least seem enthusiastic and be able to cite a few things that make it worthwhile for them to come to work every day. 

What have you disliked most about previous positions you’ve held?

This question is useful for flagging aspects of your work environment or the job expectations that may not be aligned with a candidate’s preferences. But it’s also a chance to see how they speak about former jobs and employers; if their descriptions are overly negative or littered with digs at their former bosses, it’s not a strong sign of their professionalism. 

How would you describe your communication/leadership/problem-solving style?

Insert whatever soft skill is most important to you here. The idea is to hear from the candidate in their own words about how they approach their work, which can help you envision how they might perform on your team. Bonus points if they give a real-world example to illustrate their capabilities. 

Tell me about a time you had a conflict at work. How did you handle it?

Conflict is an inevitable part of work, no matter your position or field. Hiring employees who can successfully manage conflict ensures effective and productive collaboration. 

This is an example of a behavioral interview question, which prompts candidates to describe how they’ve dealt with a specific situation in the past. Their response can accurately reflect how they’re likely to react in a similar scenario in the future. Add your own behavioral questions based on the actions and capabilities that are most important for success. 

Related: The Best Behavioral Questions to Ask Candidates

How are you different from other candidates?

I like this question because it allows the candidate to make their sales pitch. You’ll often learn new details that haven’t come up in your conversations thus far. I’ve discovered that candidates speak additional languages, hold specialized certifications, or have unique background experience that I wouldn’t have known to ask about. 

This is also a chance to assess their understanding of and fit for the role. Pay attention to whether the traits they list closely resemble the qualifications in your job posting. 

What is your salary expectation?

If you haven’t already, you need to have the money conversation. Don’t wait until the offer stage. It’s pointless to waste time compiling and getting approval on an offer if you’re not anywhere near the candidate’s expectations. If you are within range, this will give you some good data on which to base your offer, like if you should come in at the higher or lower end of the salary band. 

Are you interviewing with any other companies?

Again, you want to gauge the candidate’s investment in your company. Their answer will tell you how quickly you need to move if they’re your top choice and will also inform you of the salary you initially offered. It may sway you in favor of a different candidate if it’s clear you’re one of many companies they’re considering.

Are you comfortable with X? 

If there’s anything about the position that could be a dealbreaker, like nontraditional hours, occasional on-call shifts, or travel, it’s best to bring it up proactively. Being transparent about the realities of the position not only prevents you from inadvertently hiring someone who can’t fulfill the requirements but also creates a better candidate experience. It gives a positive impression of your employer brand. 

What questions do you have for me?

The best final interviews feel more like a two-way conversation. Prompting the candidate to ask you questions facilitates open, engaging dialogue in which you can address any concerns they may have and make a compelling case for employment with your organization. 

Of course, you also want to pay attention to the topics they ask about, as this will tell you where their motivations lie. For example, they may not have the drive you’re looking for if they seem overly concerned with work-life balance or time off. If their only questions are about pay or perks, it may be a sign they’re not that deeply interested in the role itself. 

Related: How to End an Interview as the Interviewer the Right Way

The final interview is your last one-on-one interaction with a candidate before you make a hiring decision. By taking advantage of it and asking the proper questions, you’ll have all the information you need to make an accurate, informed pick. Feel like you could use some help in conducting stronger interviews? Reach out to my team. We’d love to help you get clear on your hiring criteria and develop targeted questions that will identify the right candidates. 

So, how do I determine a candidate’s leadership abilities? By asking the right interview questions. 

Here, I’m sharing some of my best tips and favorite questions for identifying the soft skills that indicate a strong leader when interviewing for upper-level positions. 

What Makes a Great Leader?

What makes a great leader depends on who you ask, but I’ve interviewed hundreds of candidates and met some truly great managers in my career, so I think I’m qualified to speak on the topic. These are the top traits I look for.

• Character. Do they have principles? Will they do the right thing, even when no one is looking? What are their values, and do they align with those of the company?
• Vision. A strong leader has a keen understanding of what’s ahead–or the possibility of what might be, with the proper direction.
• Self-awareness. Self-awareness means understanding oneself, both one’s strengths and weaknesses. Good leaders are great at hiring to compensate for what they personally lack.   
• Creativity. Being open to new ideas and willing to try new things are key ingredients for progress.  
• Respect. A leader must be trusted in order to be effective. Trust has to be earned, which starts with treating everyone with respect and fairness regardless of their role on the team or position in the hierarchy. 
• Inspirational. Top leaders bring out the best in those who report to them and have a knack for getting others to buy into their mission. 

The Purpose of Strategic Leadership Interview Questions

Being an effective leader takes more than knowing what to do. The right individual needs to see the company’s vision and help others embrace it. They also need a high level of integrity and must be capable of managing diverse individuals. Leadership interview questions help you discern whether a candidate has these qualities. 

The interview questions you ask will also help you identify when you’ve found the right person for the job. This happened to me in a recent interview. I was speaking with an internal candidate who, to be frank, didn’t have the skills on paper that the more experienced external candidates were coming in with. 

I asked him, “What do you want to do in this role that you can’t already do in your current job?”

“Simple,” he said. “I want to develop the best recruiters around. I can see my team’s potential, and I think I can help them reach it; I can’t do that if I’m stuck writing job descriptions.”

His answer blew me away. For a company that heavily emphasized employee development and continuing education, I knew I had found someone who “gets it.” It took asking the right question to get the right answer. 

For new leaders, interview questions can help you identify their strengths while pinpointing areas where they may need further leadership training. 

When you’re hiring for a major leadership role, like a director position, the questions you ask are crucial in getting the information you need to accurately compare candidates against one another and determine the strongest fit. 

Types of Strategic Leadership Interview Questions to Ask

Management

Look for an understanding of how they motivate team members and inspire them to work toward company-wide goals. Ask about how they identify strengths and weaknesses among their reports and how they approach employee training and development. 

Example questions:

• How do you motivate your team?
• How would you describe your leadership style?
• What are your greatest strengths?
• How accepting are you of new ideas?
• How do you decide who to hire?
• What’s your process for giving employees feedback?
• How do you promote employee development?

Delegation

To be effective in a leadership role, a candidate must be able to separate the team’s daily tasks from their broader responsibilities as a manager. Ask questions to learn about their system for delegating work and how they strike a balance between empowering their employees and maintaining accountability. 

Example questions:

• How do you delegate tasks?
• How do you set priorities?
• What tools do you use to monitor your team’s performance?
• How do you measure your own performance?
• How will you empower your employees?

Communication

Communication is one of the most important leadership skills. A winning candidate should be a strong communicator in the interview and be able to describe their strategy for conveying information to staff, company leadership, clients, and stakeholders.

Example questions:

• How would you describe your communication style?
• What’s your preferred method of communication?
• How do you encourage your team to share feedback and concerns?
• How do you handle confidential information? 
• How do you go about delivering bad news?

Conflict resolution

One of the less appealing aspects of management is being the point person for resolving conflicts. How do they keep workplace disputes from interfering with productivity? What past experiences have prepared them to effectively control conflict on a team of this size or type?

Example questions:

• How do you handle disagreements between team members?
• Describe a time when you made a mistake at work. How did you handle it?
• How do you respond to criticism?
• How would you handle a disgruntled employee?
• How do you keep office politics and other distractions from interfering with work?
• Have you ever had to fire an employee?

Decision making

Ideally, when interviewing for a management role, you want to get a glimpse of how a candidate’s brain works regarding their job. This will tell you a lot about whether their leadership style aligns with your company culture. Prompt them to describe how they make decisions and ask for specific examples of times when they’ve succeeded and failed.

Example questions:

• What does your process for making decisions look like?
• Describe a time when you had to make an important decision at work.
• If you’re selected for the job, what’s the first thing you’ll do in the role?
• What changes would you seek to make on this team?
• Who else do you involve when making decisions that impact your team?

Values

Who the candidate is as a person matters a lot, especially for upper management roles. Values can make the difference between two well-qualified applicants who are similar on paper. Use the interview as an opportunity to drill down to what’s important to the candidate and why they felt compelled to apply for this job. 

Example questions:

• Who’s a leader you admire?
• Why do you want this job?
• What do you like about the company?
• How do you balance professional and personal responsibilities?
• What are the most important qualities of a good leader?

More Tips For Interviewing Leadership Candidates

Research the candidate

You should always review a candidate’s resume before an interview, but if you do a bit more due diligence, you’ll learn a lot and be better prepared to ask the right questions. 

Run a Google search for the candidate’s name and see if they’ve made headlines for any of their professional achievements. Peruse their social media profiles to see whether the persona in their application matches the one they display online. Look at their endorsements and connections on LinkedIn to gain some context about their professional network. 

While we’re not trying to dig up dirt (that’s what background checks are for!), doing a little extra research can give you a more complete understanding of a candidate’s character and what they’ve accomplished in their career thus far, which you can use to inform your interview questions. 

Use behavioral and situational questions

Most candidates for leadership roles will be prequalified with a certain level of experience, so your questions should focus less on their technical skills and more on how they’ll behave in a manager’s chair. Use behavioral and situational interview questions, which ask a candidate to ‘describe a time when…’ or to imagine how they’d react in a certain situation. 

Related: The Best Behavioral Questions to Ask Candidates

Example questions:

• Describe a time when you had to manage a difficult employee.
• Company leaders order you to reduce your department’s spending by 20% by the end of the week. How do you make the cuts?
• What would you do if you disagreed with the instruction from our managing director?

Be creative

Creative interview questions serve a few purposes. First, they can help you assess a candidate’s ability to think on their feet and see how they react in unexpected situations. Second, they allow you to see more of their personality beyond what you get with the typical questions that a candidate can rehearse answers for. 

Example questions:

• Recommend me a book.
• If you could have any superpower, which would you choose and why?
• When was the last time you did something totally out of character?
• What fictional character would make a great CEO?

Read their body language

The intel you gather in a job interview isn’t limited to words. A candidate’s body language can tell you a lot about them. Look for a confident posture, sustained eye contact, a firm handshake, a warm smile, and facial expressions that project interest and engagement.

Since nonverbal communication is an important element of strong leadership, I consider it equally as important as what comes out of a candidate’s mouth.

Use alternative interview methods

Alternative interview methods are great for breaking up the lengthy hiring process and gaining additional perspective on a candidate, Panel interviews, for example, allow you to gather feedback from multiple company stakeholders, while a job audition can help you see a candidate’s leadership capabilities in action. 

Related: Interview Formats to Use When Hiring

Watch for red flags 

No matter what type of leadership role you’re hiring for, a few candidate behaviors are almost always a bad sign. Here are a few of the biggest red flags to look out for:

• Negativity in describing past jobs, employers, or experiences
• Inaccurate information in the resume, application, or interview answers
• Arrogance, know-it-all attitude, or condescending tone
• Rudeness to the interviewer, receptionist, or other staff

Finally, have a strong exit strategy to end the interview on a high note. Give the candidate a chance to ask their own questions, which can be another tool for identifying their priorities and learning more about how they think as a leader.

Related: Resume Red Flags

Excel at Leadership Hiring with Expert Assistance

If you need to hire a proficient communicator who can motivate and develop their reports, turn to a team with decades of successful leadership hiring experience. At 4 Corner Resources, we regularly find and vet senior-level candidates for our clients’ most impactful roles, identifying individuals who have the blend of hard and soft skills necessary to drive progress and maintain strong staff engagement. 

From sourcing passive candidates to developing questions and conducting interviews, our end-to-end recruiting solutions will help you attract qualified applicants and hire the brightest leaders. Let’s talk about what you’re looking for in your next leadership hire–connect with us now to get started. 

In this post, we’ll tell you everything you need to know about competency-based interviews, which can help you hire strong performers who can hit the ground running and quickly add value to their teams. 

What Are Competency-Based Interviews?

Competency-based interviews are a type of interview in which employers seek to identify certain skills or competencies in a candidate and learn how that person has applied those competencies in previous jobs. This type of interview is useful for determining whether a candidate is capable of performing the everyday duties of a role and understanding how they might approach specific challenges that arise. 

Competency-based interviews can assess both hard and soft skills. They’re particularly helpful for learning more about skills that aren’t easily quantified, like teamwork and leadership. 

What Are Competency-Based Interviews Used For?

This style of interview is useful in first-round interviews, where you need to filter out candidates who do not meet the minimum qualifications. A candidate’s responses to competency-based questions will quickly reveal whether they have had prior experience in a particular area that is important for doing the job. 

Competency-based interviews are an excellent choice when you need to hire someone with very specific experience, such as navigating complex corporate politics or dealing with high-needs customers. Candidates who can speak to these experiences will quickly distinguish themselves from other applicants. 

Finally, competency-based interviews are a great choice when promoting from within. Since you already know the candidate, you probably have an idea of whether they’re technically capable of doing the job. Still, this interview format gives them a chance to speak about their unique contributions and achievements that make them the strongest choice for upward advancement. 

Benefits of Competency-Based Interviews

Competency-based interviews can help employers:

Accurately screen candidates in or out

Competency-based interviews give the candidate a platform to speak directly to their skills pertaining to the job. If an applicant is able to provide specific examples of times they’ve demonstrated the required competencies, an employer can confidently advance them to the next round of the hiring process. 

Ensure skill alignment

Questions in a competency-based interview are created based on the qualifications required to perform the job successfully. This promotes strong skill alignment and produces higher-performing employees. Skill alignment ensures that the selected candidate does not require excessive training, which can strain employer resources and cause dissatisfaction among new hires.  

Gain insights into work style

In addition to telling you about a candidate’s skills, competency-based interviews reveal how a candidate approaches tasks and makes decisions–things that are different for everyone. Their answers can provide insight into how well they’ll acclimate to your company’s systems and their general approach to work, which are important aspects of culture fit. 

Predict likely performance

Past performance is one of the strongest indicators of future success. Since competency-based interview questions center around a candidate’s previous experiences, their answers shed light on how they’re likely to perform when faced with similar experiences, tasks, or challenges in the future. 

Promote a fair hiring process

Based on the material a candidate provides during a competency-based interview, a hiring manager can point to concrete reasons an applicant was or was not selected for the job. This data can be used to give feedback to candidates who were not ultimately chosen, creating a better hiring experience.

Steps for Conducting Competency-Based Interviews

Follow these steps to use competency-based interviews to select high-performing employees. 

1. Identify core competencies

Refer to the job description to identify the most pertinent competencies for each role, considering both hard and soft skills. The list should include characteristics and capabilities that are required to do the job, as well as qualities that are strongly preferred in the right candidate. 

In addition to job-specific technical competencies, here are some other good ones to look for:

• Teamwork
• Communication
• Decision making
• Critical thinking
• Motivation
• Creativity
• Adaptability
• Resilience 
• Integrity

Related: How to Assess Soft Skills in an Interview

2. Create competency-based questions

Next, use the list you’ve developed to create competency-based questions. Remember, these are questions that aim to identify a candidate’s prior experience and aptitude with specific competencies. Competency-based interview questions often begin with phrases like “Have you ever…” or “Tell me about a time you…” 

Here are some examples:

• Have you ever received negative feedback during a performance review? How did you handle it?
• Tell me about a time you had to make a difficult decision at work. How did you approach it?
• Describe a time you had to deal with a workplace conflict. 
• What is your prior experience with creative problem-solving?
• Give an example of a time you had to remain calm under pressure.
• Tell me about how you adapt to changes in the workplace. 

All candidates should be asked the same questions, in the same order. This helps ensure fairness while providing a consistent candidate experience. 

3. Develop a scoring system

Competency-based interviews are typically scored using a numeric system, where a candidate’s answers are judged based on how well they demonstrate the competency in question. For example, you might use a scale of 1 to 5, where 1 is the lowest rating and 5 is the highest. Here’s how that might look within a scoring matrix:

Question: Describe a time when you had to work as part of a team to accomplish a goal. 

Rating scale:

1 = Candidate did not demonstrate working as part of a team to accomplish a goal

3 = Candidate demonstrated moderate effectiveness working as part of a team to accomplish a goal but lacked in describing concrete details or showing meaningful outcomes

5 = Candidate demonstrated a high level of effectiveness working as part of a team to accomplish a goal, providing specific details of successful actions and outcomes

Related: The Ultimate Guide to Interview Scoring Sheets

4. Train interviewers

Competency-based interviews require some finesse, so all interviewers must be given adequate training beforehand. Prep interviewers on the scoring system as well as what they should be looking for in candidates’ answers: specific details, demonstrable results, timely examples, and actual experiences versus speaking in terms of what the candidate “would” or “could” do in a given situation. 

5. Inform candidates

In any interview, it’s helpful to give interviewees an overview of the format and scoring system before you get started. You can also provide this information ahead of time in your confirmation interview. 

Informing candidates of what to expect helps calm their nerves and lets them know what type of information you’re looking for so they can tailor their answers accordingly. 

6. Ask follow-up questions

Often, a candidate will give an answer that partially answers the question. Or, they’ll get off track with the details of their anecdote and lose sight of the point they were meant to address. Help them get back on track–and give you complete information–by asking follow-up questions. 

For example, if you ask the question, “Describe a time you dealt with a challenging coworker,” an interviewee might spend the bulk of their initial response talking about a particular incident, how it made them feel, and how it impacted their work. Get to the heart of what you’re really asking–whether they can get along with diverse individuals and resolve workplace conflicts effectively–with a follow-up question like “What strategies did you use to coexist with this coworker?” or “How did you prevent the conflict from negatively affecting your performance?”

7. Assess and refine over time

As with any interviewing framework, your approach to competency-based interviews must be adjusted over time. Certain competencies may become more or less important to a specific role as time goes on, impacting the questions you ask. For example, as AI becomes more of a player in the workplace, you might need to incorporate new questions about dealing with emerging technology or balancing productivity with creativity. 

Inquiring closely into a candidate’s prior experiences can yield valuable data about their ability to meet goals, overcome obstacles, and work as part of a team. Consider incorporating competency-based interviews into your hiring strategy to promote objectivity while identifying a qualified, competent applicant. 

The brain also likes to prioritize certain details and discard others when forming memories. For example, if it comes up during an interview that a candidate roots for your favorite sports team, you might latch onto that detail while completely forgetting more relevant facts like the last job they held or their technical certifications. 

This is why relying on more than just memory is crucial when assessing candidates after an interview. Taking accurate, detailed interview notes can help you overcome the shortcomings of the human brain and make more objective, data-based hiring decisions. 

The Importance of Taking Good Interview Notes

Taking good interview notes helps recruiters and hiring managers:

Listen more attentively

Putting pen to paper keeps you focused on the conversation at hand rather than having your mind inadvertently wander to a load of laundry you forgot to put in the dryer or what you’re going to eat for lunch. 

Remember key points

Days or even weeks may pass between your interview and the time you make an offer. As we just discussed, human memory is often unreliable. Notes will give you a concrete record of a candidate’s most noteworthy qualifications so that you can refer back to it when making a final decision. 

Flag information for follow-up

Rarely is a hiring decision made in the middle of an interview. Aside from speaking with additional candidates, you’ll want to complete many follow-up tasks after the interview, like cross-referencing your notes with the job description, double-checking certain qualifications, or speaking with references about specific topics. Your notes help ensure you don’t miss any important follow-up steps. 

Make collaborative hiring easier

You can easily share your notes with other stakeholders and vice versa, simplifying a hiring process when there are multiple decision-makers involved. 

Related: Collaborative Hiring: How to Involve Your Employees

Avoid candidate confusion

We’ve heard horror stories of hiring managers making an offer to a candidate only to discover later that they confused their finalists for a different applicant. Interview notes help you distinguish candidates from one another and avoid a disastrous case of mistaken identity.

Make more objective decisions

To make accurate hires, it’s essential to compare candidates fairly against one another without letting your own biases get in the way. Taking good notes helps you put any personal impressions aside and zero in on the most important job qualifications.

How to Take Good Interview Notes

Follow these steps to take concise, informative notes during interviews with candidates.

1. Use a dedicated note-taking space

Avoid using a stray sheet of paper or the back of a random file folder to take notes. Even taking notes on the candidate’s resume is risky since you want to keep your thoughts as confidential as possible. To stay organized and maintain the security of candidate information, use a physical notebook or an app on your phone that’s dedicated solely to interview note-taking.

2. Walk the candidate through what you’re doing

Before you dive into the interview, inform the candidate that you’ll be taking notes. This will prevent them from getting distracted and assure them that they still have your full attention even if you’re writing. It can also be helpful to let them know why you’re taking notes, i.e., “I want to record the key points of our conversation, which helps ensure a fair and accurate hiring process.”

3. Jot down direct quotes

Try to avoid “translating” the candidate’s answers into your own words. As much as possible, record direct words and phrases from their responses. This helps keep a precise record and ensures that neither meaning nor context is lost in translation. 

4. Note highlights and new information

You don’t need to write down every conversation detail; that would be inefficient and impractical. Note the most important highlights, especially anything you didn’t already know from their resume and cover letter. 

Here are some of the most important details to take notes on:

• Technical skills
• Soft skills
• Prior experience
• Achievements
• Work style
• Personality 
• Career goals

All of the above are directly relevant to the candidate’s ability to perform the job and succeed in your company, so you’ll want to remember them when it’s time to decide. 

5. Pay attention to specifics

Specific details are what will help you remember individual candidates and set them apart from others. For example, it’s likely that if you’re hiring for a software developer job, you’ll have several candidates who cite experience with your preferred programming language. If you merely write down ‘JavaScript,’ you have no way of differentiating between Candidate A and Candidate B. 

Instead, log specifics that are unique to a candidate. In this case, maybe Candidate A described how they built a mobile app that allowed their company’s customers to schedule and change appointments virtually 24/7, and Candidate B has experience completing updates and maintenance on a B2C e-commerce website. These details are distinct and will help you differentiate between similarly qualified applicants. 

6. Ask the candidate to repeat themself

There will inevitably be times when you miss something the candidate said or they transition to a new topic while you’re still writing about the last one. In these cases, it’s appropriate to ask the candidate to repeat themself–one more reason it makes sense to inform them about your note-taking at the start of the interview. 

7. Consider recording the conversation

Listening and writing simultaneously takes practice. If you find it hard to master, consider recording the entirety of the conversation with a handheld voice recorder or a phone app. This allows for easy playback and guarantees you never miss an important bit of information. 

If you decide to record interviews, you’ll want to inform candidates how the audio will be stored and used. Speak with your HR team about whether you need to obtain explicit consent from the candidate–this will vary by state. 

8. Figure out the note-taking system that works best for you

While your candidate scoring system should be standardized among all interviewers, your note-taking method doesn’t have to be. Some interviewers may like the simplicity of an app, while others may prefer good old-fashioned pen and paper. Use the method that works best for you. 

You can also come up with your own shorthand codes and abbreviations to help you take notes faster. For example, if you’re interviewing IT candidates, you might use ‘eng’ for engineering, ‘prg’ for programming, ‘alg’ for algorithm, and so on. If there’s a topic you want to follow up on, you might denote that with a circle around the word. 

9. Use an interview note-taking template

Some may find it helpful to use an interview note template with prompts to record various types of information. Here’s a basic example:

Notice how some sections prompt you to check a box denoting whether the candidate possesses a necessary skill or trait, while other sections allow for free-response note-taking. Again, you can customize your own template based on what’s most useful for you and the most important information you want to record. 

10. Expand after the fact

After each interview, spend a few additional minutes going over what you wrote down, adding more detail and clarifying any information that might seem unclear later. It’s a great strategy to automatically build this time into interview blocks when scheduling. So, if your interviews are 45 minutes long, block off an entire hour so you have 10 to 15 minutes afterward for review and reflection. 

11. Complete timely scoring

Your notes should not be the defining document used to make a hiring decision. That’s what candidate scoring sheets are for. Scoring sheets are a formal, objective way of assessing candidates on predetermined criteria using a standardized rating system. Taking notes during the interview makes it much easier and faster to complete these scoring sheets. 

By establishing a system that works for you and sticking to a consistent process for interview note-taking, you’ll be equipped with all of the information you need to assess candidates fairly and make an informed decision on who to hire. 

Related: How to Shortlist Candidates for Interviews (With Criteria Examples)

A job interview, which is arguably one of the most impactful conversations you can have, is no different. Kicking it off with an icebreaker question helps set the interaction in motion and allows both the interviewer and the interviewee to find their footing for a productive talk. 

Read on to learn what makes a great icebreaker question and how icebreakers can help you have more effective interviews. 

What Are Icebreaker Interview Questions?

An icebreaker interview question “breaks the ice” at the start of a job interview. It’s meant to help introduce both parties and relieve the tension that’s common in such a setting. 

Icebreaker questions encourage interaction and off-the-cuff answers, allowing you to get a glimpse of a candidate’s personality while helping make them feel comfortable to dive into more serious topics. 

What’s the Point of Icebreaker Questions?

Icebreaker questions serve a number of purposes. They can help you:

Transition into the interview

When you’re getting ready for a workout, you don’t break into sprints in the first 30 seconds. You take a few minutes to warm up your muscles, transitioning your body from being at rest to being in motion. 

It’s the same when you’re talking to a new person for the first time; getting acclimated takes a few moments. Icebreaker questions allow both people to ease into the conversation and “warm up” for a smooth chat. 

Put candidates at ease

It’s normal for a candidate to feel nervous going into an interview, and a little bit of nerves can be helpful. If they’re overly anxious, however, they’re more likely to stumble over their answers, which makes it harder for you to get an accurate read on their capabilities. 

Icebreaker questions are easy, giving candidates a quick confidence boost. The low-stakes topics allow candidates to get comfortable, which can help them give their best answers to the tougher questions and, in turn, help you make a thorough assessment. 

Build rapport

Asking an engaging question at the start of an interview demonstrates that you’re enthusiastic about the interaction and interested in what a candidate has to say. Showing that you’re happy to be talking with them contributes to a positive candidate experience, which benefits your employer brand. 

Gauge personality

Icebreaker questions allow candidates to speak spontaneously, which allows their personality to shine through. Seeing an interviewee’s speaking style, tone, and energy level can help you envision how they might mesh with your team, which is useful in identifying culture fit.

Assess quick thinking

A well-prepared candidate has probably practiced their answers to the most common interview questions, like ‘Why do you want to work here?’ or ‘What are your biggest strengths?’ Since icebreaker questions are more unique, a candidate probably won’t have a scripted answer they’ve rehearsed in advance. Their response lets you see their ability to think on their feet, which is an important soft skill. 

Characteristics of a Good Icebreaker Question

While an icebreaker question is meant to be informal, it’s still a good idea to strategize what you plan to ask beforehand. A good icebreaker question is…

Relevant to the role

One tactic is to introduce a relevant topic to the job while not overly focusing on the candidate’s qualifications. For example, if you’re interviewing for a creative role, you might ask an interest-based question like, ‘Who are your favorite artists?’ 

Not too serious

Icebreaker questions should be conversational and casual, promoting two-way interaction. If it’s something you could easily ask while making small talk, it’s probably a good candidate for an icebreaker topic. 

Something you can answer, too

A good way to contribute to rapport-building is to answer the same question you asked the candidate once they have had a chance to respond. This helps the interview feel less like an interrogation and more like a two-sided conversation, producing more insightful answers.

What’s NOT a Good Icebreaker Question?

Trick questions

Some questions feel tricky, whether you mean them to or not. Avoid questions with right and wrong answers or questions that are meant to trip up the candidate. “Why are manhole covers round?” or “What is the color of money?” are two such questions we’ve heard of. (In case you’re wondering, the “right” answers to those questions are “so they can’t fall through the hole” and “it depends on what country you’re in,” but these are likely to throw a candidate off rather than make them feel at ease.)

Questions that could induce bias

Some seemingly innocuous questions are actually problematic because they can introduce bias. “Where did you go to school?” for instance, can be a loaded question because it may induce bias over whether it’s a “good” or “bad” educational institution. 

Sensitive or intrusive topics

Avoid icebreakers touching age, gender, sexual orientation, religion, politics, family, and national origin. Not only are these irrelevant to a candidate’s qualifications, but they can also set you up for a lawsuit if you ask about them. 

50 Good Interview Icebreaker Questions To Ask Candidates

Getting to know you

1. What’s your go-to breakfast food?
2. What’s your morning routine?
3. Do you have any hidden talents?
4. What’s your favorite book/movie/podcast?
5. Have you watched any good shows lately?
6. What’s the best thing that happened to you last week?
7. What is your hometown known for?
8. What’s your most-used app?
9. What’s something people would be surprised to learn about you?
10. What’s your least favorite chore?
11. What was your favorite subject in school?
12. What did you want to be when you grew up?
13. Did you do any odd jobs as a kid?

Personal preferences

14. What is your favorite hidden gem in our city?
15. What is your most-used emoji?
16. What’s your favorite place to visit?
17. Where would you love to visit?
18. What’s your ideal way to spend a day?
19. How do you take your coffee?
20. What’s the best purchase you’ve ever made?
21. Would you want to meet your idol?
22. What’s your favorite season?
23. What’s your biggest pet peeve?
24. Olives: love them or hate them?
25. If you didn’t have a work schedule, would you rather arrive late or leave early?

Interests and hobbies

26. What do you like to do in your free time?
27. How do you relieve stress?
28. What skill would you like to learn that’s unrelated to work?
29. What’s something you wish you knew more about?
30. What would you do with your time if you didn’t have to work?
31. Which famous person would you most like to meet?
32. Have you ever won a contest?
33. What’s something on your bucket list?
34. If your boss told you to take the day off, how would you spend it?

Just for fun

35. If you woke up 100 years from now, what’s your first question?
36. If time travel were possible, would you do it?
37. What random job do you think you’d be really good at?
38. What’s a job you’d never want to have?
39. Have you ever had a bad haircut?
40. What’s the funniest thing that happened to you recently?
41. If you had a YouTube channel, what would it be about?
42. What’s the most famous movie you’ve never actually seen?
43. What’s your biggest unpopular opinion?
44. What’s your favorite way to eat eggs?
45. If your life were a movie, who would play the villain?
46. Are you superstitious?
47. What non-domestic animal would you like to have for a pet?
48. Would you ever want to go to outer space?
49. How much money would it take to give up your phone for a month?
50. Have you ever met a celebrity?

While icebreaker questions may seem frivolous, they’re actually a useful tool for starting a job interview on a positive note and setting a candidate up for success. Use them to get the ball rolling and open the door to a productive and informative conversation.

Related: Best & Worst Interview Questions

You may have tried a video interview platform in the past but didn’t love the user experience. Perhaps your needs have changed, and your current tool is missing key features that could streamline your hiring process. Whatever the case, if you’re looking for a video interview solution for hiring, we’ve got you covered. 

We’re breaking down 10 of the best video interviewing tools to simplify hiring, improve the candidate experience, and enhance decision-making. 

Benefits of Video Interviews

Convenience

Recruiters and candidates alike love the convenience of video interviews. The ability to conduct interviews outside of normal business hours is ideal for job seekers who are currently employed. In contrast, the ability to interview in a comfortable, familiar setting puts candidates at ease. Recruiters also benefit from the ability to conduct more interviews in less time, which reduces costs and accelerates hiring. 

Broader talent pool

Eliminating the need to travel for an in-person interview allows you to consider candidates without geographical restrictions, greatly expanding your talent pool. The increased efficiency means you can speak with more people in a shorter amount of time, which may allow you to consider a more significant number of candidates. 

Consistency

Video interviews can be recorded, which helps ensure all candidates are asked the same questions and provided with a consistent experience. The ability to review interviews at a later time is conducive to interviewer coaching, which can help eliminate bias and improve assessment skills. 

Collaboration

With video interviews, multiple interviewers can join from different locations, making it easier to incorporate additional decision-makers. Sharing recorded interviews allows for collaborative evaluation, adding perspective and expertise to hiring decisions. 

Scalability

Video interviews are highly scalable, making them a practical option for companies of all sizes. Whether you’re a small business that needs to conduct a handful of interviews or a large corporation managing high-volume hiring, there’s a video interview tool to accommodate your needs. 

What to Look for in a Video Interview Tool

When comparing different video interviewing tools, consider the following aspects:

Ease of use

When it comes to the candidate experience, it’s hard to think of a more important quality than ease of use. An intuitive and easy-to-navigate tool ensures that candidates can focus on the conversation and perform their best rather than grappling with technology. 

This is also true for interviewers; a simple setup and a clean interface mean interviewers can dedicate their full attention to making a complete and accurate assessment of the candidate rather than figuring out why the sound isn’t working or the picture keeps going in and out. Usable tools also require less training, facilitating quick adoption by recruiting teams. 

Accessibility

Accessibility means your interview platform can be used by every candidate regardless of their technical knowledge, physical ability, or hardware setup. Your selected tool should work across devices and operating systems and offer accessible features like closed captioning. Using an accessible platform broadens your talent pool and emphasizes your organization’s commitment to inclusive hiring. 

Robust features

The best video interviewing tools have features beyond basic video calling. Depending on your needs, you may require the ability to do things like add multiple interviewers, create breakout rooms, use a chat box, and share screens. Advanced features like customizable interview templates and built-in technical assessments can further enhance your hiring process. 

Security

In this day and age, security is a non-negotiable feature of any video interviewing tool. Ensure that the tool you’re using–even if it’s free–allows you to protect sensitive candidate information and store data securely. Your tool should comply with relevant data-protection guidelines like GPRD and CCPA. 

Interoperability

Interoperability refers to a tool’s ability to integrate with your existing systems and workflows. Consider whether the video interviewing platform you’re looking at is compatible with your ATS, email provider, calendar applications, and any other software that’s a routine part of your hiring process. Interoperability facilitates automation and increases recruiting efficiency. 

10 Video Interview Tools to Enhance Your Remote Hiring Efforts

1. Zoom

Free and easy to use for both employers and job seekers, Zoom is one of the most widely adopted video interviewing programs. With high-quality audio and video and various features like screen sharing and recording capabilities, Zoom provides a versatile yet accessible platform for your remote hiring needs. Zoom’s greatest asset is its ubiquitousness; with some 300 million daily active users, there’s a good chance your candidate is already familiar and comfortable with the platform. 

2. Microsoft Teams

If Microsoft Office Suite is your SaaS platform of choice, using Teams to conduct your video interviews is a no-brainer. Its chat and collaboration tools make it an ideal choice for recruiting teams to work together seamlessly, and it’s a snap to integrate with hundreds of complementary apps. The primary downside is that navigation for those unfamiliar with the Office interface can be complex. 

3. Google Meet

Google Meet is a straightforward and user-friendly tool that integrates well with Google Workspace apps like Gmail, Google Drive, and Google Calendar. Google Meet is a strong contender for organizations seeking a simple, no-fuss video interviewing solution. A Workspace account gives you access to additional features like screen sharing and recording. 

4. Skype

As one of the most established video conferencing platforms, Skype is a recognized and reliable choice for organizations around the world. One of its noteworthy features is live subtitles, which make interviews more accessible for candidates who are hearing impaired or speak primarily in a different language than the interviewer. 

5. Cisco Webex

Cisco’s Webex is a robust video interviewing solution that’s loaded with features, including whiteboard tools, multi-language support, private chat, and cloud recording storage. It’s tightly integrated with Cisco’s ecosystem of business tools, making it a perfect option for organizations already leveraging Cisco hardware. The main drawback is that it’s a hefty investment, making it a more practical choice for large teams and enterprise-level organizations versus small businesses. 

6. HireVue

One of HireVue’s key selling points is that it’s designed explicitly for interviewing, meaning it’s rich in features built with hiring managers in mind. Save time with structured interview questions, gauge candidates’ technical abilities with coding assessments, optimize hiring decisions with AI-driven analytics, and more. It supports live interviews and asynchronous interviews, making it an appealing choice for companies conducting high-volume recruiting. 

7. Spark Hire

Spark Hire specializes in live and one-way video interviews, offering easy-to-use interfaces that enhance the candidate experience. Customizable branding gives you greater control over your messaging, while integrated scheduling capabilities help automate interview logistics. Spark Hire is a great option for organizations looking for a focused interview solution, especially those looking to capitalize on pre-recorded interviews. 

8. VidCruiter

VidCruiter is a comprehensive video interviewing and hiring platform that offers numerous automation and integration capabilities. Its advanced features can make it more complex to set up than other platforms on our list, but it’s a strong option for companies looking for complete control over a highly tailored interview process. 

9. myInterview

myInterview is an accessible platform for user-friendly on-demand interviews. It integrates easily with various ATS platforms and offers a free option, which may be preferable for small- and medium-sized businesses that don’t need high-volume capabilities or complex features. 

10. Jobvite

Jobvite is a powerful recruiting platform with built-in video interviewing capabilities. In addition to virtual interviews, Jobvite facilitates candidate evaluations, analytics, and reporting. It’s best suited for organizations looking for a fully integrated recruitment solution. 

Selecting the right video interview tool can significantly streamline and upgrade your remote hiring efforts. Whether you need advanced features and customization capabilities or a simple, no-frills solution, the many choices make it possible to find a platform that serves your needs, improves the candidate experience, and boosts your hiring efficiency. 

Related: Virtual Interviewing Tips for Hiring Managers

Recruiters today are plagued by unqualified applicants, a persistent talent shortage, and a highly competitive market for top-tier talent, so identifying a strong candidate quickly is key. Learn what makes an applicant a great pick and gain some tips to spot them in this article. 

What Makes a Good Job Candidate?

Skills

Skills are the most objective criteria for judging a candidate and also one of the most straightforward: either the applicant has a particular skill or they don’t. Skills–and the ability to learn them–have also been shown to be a strong predictor of job success, giving rise to the growth of skill-based hiring. 

In addition to tools like skill assessments, you can learn more about a candidate’s skills during an interview by asking questions like ‘Describe a time you had to use [specific skill] in your job’ and ‘Tell me about your experience with [skill].’

Prior experience

Prior experience is another tangible factor that can set a candidate up for success. And, like skills, it’s fairly black and white to identify: either a candidate has experience in a particular area, or they don’t. 

What’s more difficult is nailing down the type of experience that’s valuable for a role since even unrelated jobs can provide relevant background and transferable experience. Zero in on pertinent experience with questions like ‘What prior experience makes you a strong fit for this job?’ and ‘Tell me about how your background has prepared you for this role.’

Cultural fit

Cultural fit is less tangible and harder to identify than skills or experience since it cannot be gleaned from a resume alone. However, it is one of the most important factors to look for during an interview, as it’s one of the only opportunities to interact with a candidate in real time. 

Cultural fit is so instrumental in a good candidate because it determines how well that person will integrate, interact with, and add value to your existing workforce. Without it, even a candidate with strong technical skills and relevant experience could fail to thrive. 

Character

Finally, character is the defining moral quality that makes a candidate who they are. Unlike hard and soft skills, character can’t be taught in a boot camp. Things like honesty, empathy, resilience, accountability, discipline, and humility contribute to someone being a generally “good person”–the type of individual you want on your team and, thus, the characteristics you want to identify during an interview. 

The Importance of the Interview

The job interview is a critical aspect of the overall assessment process because it informs hiring managers on several aspects that aren’t readily apparent from a candidate’s resume, application, or communications via email and phone. These things include:

Context

From resume gaps and career changes to interesting life experiences, a live conversation adds context to the written words in a candidate’s application materials. Context matters greatly. For example, a candidate who had an employment gap resulting from a layoff might have different motivations than one who took time off to care for young children. Neither situation is “better” than the other, but the context in determining a candidate’s fit for the role may matter. 

Personality

While likability isn’t a reliable factor in determining whether to hire someone, it is an important factor in determining what a person will be like to work with. Someone who’s pleasant and enjoyable to be around can contribute to strong team morale, while someone who’s unenthusiastic or pessimistic can bring down an entire team. The interview is a chance to get a glimpse of a candidate’s personality and determine whether they’ll be a positive addition to your workforce. 

Mutual interest

Let’s not forget that an assessment is taking place on both sides of the interview table. While we’re judging candidates, they’re also judging whether this is a place they want to work. An interview can give you a sense of a candidate’s interest in a position and whether they’re feeling good about it–that is, do they seem excited to be there, or are they having second thoughts once the interview is underway? 

It’s not a bad thing if a candidate decides to opt out after an interview. It prevents you from making an offer that will end up in rejection and potentially missing out on another strong candidate in the meantime. 

Tips for Identifying Ideal Candidates During the Interview Process

1. Find out what they know

Early on in the interview, get a feel for whether the candidate did their homework–that is, did they take the time to get a thorough grasp of the role and what the company does? Understanding these basic items shows that a candidate is diligent and genuinely interested in the job. 

2. Ask the right questions

Interview questions aren’t created equally. Some will help you drill down into the qualities we touched on above, while others just fill time. Good candidates are identified through good interview questions that tie back to the core competencies of the role as well as the candidate’s past experience, work style, and personality traits. 

Related: The Best and Worst Interview Questions to Ask Candidates

3. Learn about their accomplishments

Past performance is closely linked with future success. A good candidate should have a track record of accomplishments that are congruous to their experience level. So, a good entry-level candidate might have held leadership roles in school clubs or have completed volunteer work. A good mid-level candidate should have some strong performance results from their previous jobs to highlight. 

4. Look for growth potential

A willingness to learn is more important than having all the answers. You can train someone who’s eager and adaptable, but you’ll have trouble developing an employee who’s not open to coaching and feedback. 

Look for signs of growth potential during the interview. A candidate’s own questions can give you clues about this. For example, if they ask about employee development or advancement opportunities, it’s a sign they’re growth-minded. 

5. Pay attention to body language

A candidate’s body language can tell you things their words can’t. Look for positive body language, which includes ‘open’ postures (i.e., arms not crossed), sitting up straight, making eye contact, and smiling. Negative body language, like slouching, looking away from you, or a blank expression, can be a bad sign. 

6. Evaluate the bigger picture

The best candidates are the ones who won’t just get the job done today but who will bring value to the company in the long term. To identify this, you’ll need to understand the bigger picture better, like the candidate’s goals and motivations. Interview questions like ‘What drives you?’, ‘Why do you want this job?’, and ‘Where do you see yourself in five years?’ can spark interesting responses. 

7. Forecast culture fit

To better understand culture fit, think of your culture as a stew and your employees as the ingredients. The ingredients aren’t all the same. In fact, that would make for a pretty unremarkable stew. However, all of the ingredients do need to complement one another, and they should all add something to the flavor of the stew. 

When assessing culture fit, ask yourself what value the candidate could add to your “culture stew” and envision how they’ll interact with the “ingredients” already on the team. 

8. Assess their enthusiasm

As we touched on earlier, a good candidate is one who’s as interested in you as you are in them. Do they seem excited? Are they engaged in the conversation? Or does it seem like they’re just crossing off an item on their to-do list? A new hire who’s less experienced but enthusiastic is often a better choice than one with stronger skills but an indifferent attitude. 

9. Get another perspective

Ideally, finding a good candidate won’t be on a single person’s shoulders. Bring other participants into the interview process to make a well-rounded choice. A second conversation with a different interviewer, a panel interview, or a shadowing session with prospective team members can offer valuable perspectives and alternative insights. 

Related: Collaborative Hiring: How to Involve Your Employees in the Hiring Process

10. Spot red flags

Red flags like tardiness, rudeness, lack of preparation, and misrepresentation of experience are easy ways to rule out bad apples. We have a complete list of interview red flags to watch out for here. 

To sum up, identifying a good candidate in a job interview requires a holistic assessment of their skills, experience, character, and cultural fit. By asking insightful questions, observing the interviewee’s behavior, and combining the resulting insights with other data points like references and assessments, you’ll be able to make an accurate and informed hiring decision. 

What is a Group Interview?

A group interview is one in which multiple candidates are interviewed simultaneously. It consists of one or more candidates and usually one interviewer, though sometimes multiple interviewers take part. A group interview differs from a panel interview in that a panel interview involves multiple interviewers assessing just one candidate. 

How Does a Group Interview Work?

Group interviews can take several different forms. They may follow a simple question-and-answer format much like a regular interview, except with questions being directed at different candidates or posed to the group. They may take the form of a group discussion where the interviewer suggests a topic and invites everyone to weigh in. Or, they may consist of a group activity where the candidates have to work amongst themselves to solve a problem or accomplish a task. Oftentimes, a group interview involves a little bit of all of these formats. 

Are Group Interviews Effective?

Absolutely! Group interviews can be highly effective for:

Accelerating the hiring process

Instead of conducting one-on-one interviews–which are usually 30 minutes to an hour long–with every candidate you’re considering, you can speak with three, four, or even more candidates in one go. This saves an incredible amount of time, which is a major benefit when finding the right person or people fast. 

Related: How to Accelerate the Hiring Process

Assessing how candidates work

Specific roles require heavy collaboration with teammates. Others require top-notch communication skills or the ability to stand out as a leader in a chaotic environment. If any of these describe the position you’re looking to fill, a group interview will allow you to see these characteristics (or the lack thereof) in action. 

Comparing similar candidates

Even the most skilled interviewer can find it tough to assess how candidates stack up against one another, especially when they have similar skills or backgrounds. It becomes a lot easier when you can assess those candidates literally side by side. 

Related: How to Decide Between Two Great Candidates

The Disadvantages of Group Interviews

Group interviews aren’t for every hiring situation or every interviewer. Here are some of their downsides. 

They take skill 

It’s challenging to assess one person accurately in a one-on-one interview. When you add another candidate or two to the mix, keeping the conversation productive and focused becomes even more challenging. Leading a group interview requires an assertive interviewer who can manage time effectively and redirect the conversation if it starts to veer off track. 

One candidate can dominate it

Ever found yourself at a dinner party where one person at the table won’t stop talking? It’s not fun for anyone. The same situation can happen in a group interview setting if one candidate dominates the conversation. Whether out of excitement or just plain rudeness, this not only makes it hard for you to assess all the candidates fairly but can leave the rest of the participants feeling exasperated and discouraged. 

Certain candidates may not perform their best

Only some candidates will thrive in a group interview setting. Those who are more introverted may not feel comfortable “selling themself” in front of a crowd. Others may not spend enough time talking about their strengths because they fear being the rude chatterbox we just mentioned above. At best, you’ll have trouble judging candidates accurately, and at worst candidates will drop out of consideration because they’re so put off by the experience. 

To mitigate these limitations, consider both the interviewer and the role you’re hiring for. Ensure the person leading the conversation is a seasoned interviewer, providing additional training and practice if necessary. Choose a group interview format that makes sense for the role. Public-facing jobs like customer service, for example, require the type of extroverted, confident candidate who will do well in a group setting, so it’s a natural fit. Roles that require more independent work, like accounting or research, may not be suited to a group format. 

When to Use Group Interviews

A group interview might be the right format for you if you:

Need to find a large number of candidates quickly

When time is of the essence, group interviews are the best way to meet with as many candidates as you can as fast as possible. They’re frequently used in industries with big swings in activity, like retail stores hiring ahead of the busy end-of-year holidays. 

Related: A Quick Guide to Mass Hiring

Need to hire several candidates for similar roles

If you have a few similar roles open up simultaneously, it might be optional to interview for all of them individually. This is especially true because candidates who are job searching often apply to multiple roles with the same company at once, which can complicate the hiring process. A group interview can help illuminate that one candidate is a better fit for role A, while another would be great in role B, and so on.

Need people who will mesh well together

Group interviews are helpful in fields that require successful teamwork, like human resources or information technology. By giving candidates an assignment that’s similar to what they’d be working on during an actual day on the job, you’ll have a chance to not only get a feel for their skills but also see whether they harmonize well together. 

Related: Interview Formats to Use When Hiring

Questions to Ask in a Group Interview

1. Why do you want this job?

Understand the candidate’s motivation for applying and determine whether their goals align with the position. 

2. Describe how you work in a team.

If you’re conducting a group interview, the ability to work well on a team is probably one of your top considerations. The right candidate should be able to answer this question quickly and confidently.  

3. Sell me [product]. 

Group interviews are common in retail and sales jobs, and this is a great question to see the candidates’ varying sales styles and strategies. 

4. How would you deal with a difficult customer?

The ability to manage challenging or high-stress conversations tactfully is a key trait for public-facing roles. 

5. Tell me about a time you disagreed with a coworker. How did you handle it?

A strong candidate will have the interpersonal skills to resolve conflict proactively, which is an inevitable part of working in a team setting. 

6. Where do you see yourself in five years?

Get a feel for whether the candidate’s long-term goals make them likely to stick around and whether you can offer the advancement opportunities they’re looking for. 

7. Tell me about your experience with [skill].

Learn more about the candidate’s background, proficiency level, and the most important skills for the job. 

8. What makes you the best candidate for this role?

This can put some candidates on the spot when facing one another, but it’s a good indicator of their preparedness. 

9. What role do you prefer to take when working on a group-oriented project?

Every well-functioning team needs a range of skill sets–leaders, executors, idea people, detail people, etc. Use this question to identify where your candidates will fit in and flag whether you might be hiring too many of the same type of player. 

10. Let’s say you’re facing [common job-related challenge]. Decide as a group how you would tackle it.

This requires the candidates to work together, which allows you to see their teamwork capabilities in real time. It can also illuminate their critical thinking and decision-making skills. 

11. What are [other candidate’s] biggest strengths?

Ask it after you’ve already given each candidate a chance to talk about themself. It will illuminate whether candidates were listening to one another and also give you clues about cultural fit. 

12. Collectively, what are this group’s strengths and weaknesses as it pertains to this role?

This is a great question for gauging self-awareness and the candidates’ understanding of the job.  

Tips for Conducting Group Interviews

Inform candidates ahead of time

Group interviews can be extra nerve-wracking for candidates since they have to worry about impressing the hiring manager and how they’re interacting with the other candidates (who they’re competing against for the job!). You want a candidate who’s ready to give you their best, not one who’s blindsided by an unexpected interview format. So, be sure to let the candidates know ahead of time if this is the format you’ll be using. 

Set a structure

With a clear plan, group interviews can stay within their ultimate purpose of helping you assess candidates. While mixing up your group interview format between question and answer, group discussion, and activity is okay, you definitely want to plan how you’ll do this and how much time you’ll spend on each portion. 

Here’s one example of how that might look:

10 minutes: Introductions

30 minutes: Traditional interview questions

20 minutes: Group discussion

20 minutes: Group activity

20 minutes: Activity debrief, wrap up

It’s also a good idea to have a “plan B” in mind if things don’t go exactly as planned and you veer off the schedule. 

Help candidates get comfortable

As the interviewer, you are responsible for setting the tone for the conversation and creating a space where the interview flows well. Consider introducing two acquaintances to one another for the first time; you don’t just throw them together and walk away. You spend a few minutes introducing each person and helping them find common ground so they feel comfortable chatting. 

Do the same at the start of your group interview. Ice-breaker questions can be useful for this. Here are a few good ones:

• How did you hear about this job?
• Give us your 60-second biography.
• Tell us your three biggest strengths.
• Describe yourself in three words.
• What’s one interesting thing that happened to you this week?

Give yourself space to observe

When conducting a group interview, you’re not just the question asker. You’re also an active viewer monitoring how the candidates behave and interact. Be sure to build some time into your structure where you’ll be doing less interviewing and more observing. 

Take notes

If you’ve ever spent an evening chatting with multiple people at a party, you’ve probably experienced how conversations tend to blur together. What was that book the investment banker recommended? And what did the guy with the glasses do for a living? The same thing can happen when you’re interviewing multiple candidates at once, and the stakes are much higher than at a social soiree. So, be sure to take notes to help keep the candidates’ details from running together in your mind. 

Use scorecards 

Another good strategy for keeping the different candidates straight is to use scorecards. This will also help you compare them using objective criteria. Since multiple hires are often made from a group interview, scorecards can help clearly delineate between the winning candidates and those who aren’t the right fit. 

With the right preparation and a bit of practice, group interviews can be an effective tool for hiring faster, reducing costs, and helping top candidates stand out.

Allow time for questions

As with any interview, it’s a best practice to set aside time for candidates to ask their own questions. This allows you to address any concerns or areas of ambiguity that may prevent a candidate from moving forward in the hiring process. Plus, it can facilitate free-form discussion in a group setting, which is also beneficial in assessing group dynamics. 

Follow up individually

After the interview, follow up with each candidate one-on-one to thank them for their time and ask if they have any further questions. For convenience, this can be done via email. This closes the loop and helps leave a positive impression, but it also gives candidates a chance to raise any topics they didn’t feel comfortable bringing up in a group setting or didn’t get the chance to discuss because of time. 

Group Interview FAQs

While it’s true that the interviewee is probably more eager to impress, it would be a mistake to assume you’ll be totally free from judgment just because you’ll be sitting in the interviewer’s chair. From bad manners to poor interviewing techniques, interviewer mistakes can turn off candidates and even lead to hiring the wrong person for the job. Before your next interview, brush up on these common interviewer mistakes and follow our tips for avoiding them.

The Importance of Avoiding Interviewer Mistakes 

Provide a great candidate experience

Whether it’s a minor faux pas like awkward small talk or a major blunder like mistaking the applicant for someone else, interviewer mistakes lead to a bad experience for the candidate. This can damage your employer brand through word of mouth and negative reviews on sites like Glassdoor, which will make it more difficult for you to hire. Polished interviewers, on the other hand, create a great candidate experience, which strengthens your employer brand and leads to more accepted offers.

Make accurate hires

Some mistakes, like generic questions and subpar scoring criteria, make getting an accurate read on an interviewee’s skills impossible. This can cause interviewers to misjudge a candidate’s capabilities and hire someone who isn’t actually qualified to perform the necessary duties. Or, they might be completely misaligned with your company culture. In any case, the outcome could be a bad hire, which will cost money to correct and could negatively impact operations. 

Avoid legal trouble

Did you know that some aspects of a job interview are regulated by law? If you’re unaware of these restrictions (or you know about them but choose to disregard them), you could land your employer in a lot of trouble and even put the company’s livelihood at risk. 

So, it pays to avoid these common interviewer mistakes. 

13 Common Interviewer Mistakes and How to Avoid Them

1. Showing up late

If a candidate showed up late to the interview, it would quickly give you a negative first impression. It’s no different on your end; keeping a candidate waiting for more than a minute or two communicates that you feel your time is more important than theirs, which doesn’t bode well for their impression of your company. 

How to avoid it: This is an easy one. Show up on time! It’s a good best practice to build an automatic five—to ten-minute window into your calendar when scheduling meetings. If you’re running more than a few minutes behind, call someone in the office who can let the candidate know and reschedule if necessary. 

2. Failing to understand the job

All too often, the person conducting the job interview doesn’t fully understand the role for which they’re hiring. Without this knowledge, making an informed decision about whether the interviewee is a competent, capable candidate is impossible. It’s also impossible to ask effective questions–more on this in mistake number seven. 

How to avoid it: Before you go into the interview, review the job listing and speak with colleagues to gain a firm grasp on A) the job duties, B) the skills required to accomplish those duties, and C) the KPIs that will indicate success in the role. 

3. Not reviewing resumes ahead of time

It doesn’t matter how experienced of an interviewer you are. Walking into an interview cold without first reviewing the candidate’s resume is a bad idea. You risk asking irrelevant questions or missing out on the opportunity to dive into aspects of their background that make them a particularly strong candidate. 

How to avoid it: Even if you’ve seen their resume already during the screening process, glancing at it for a few minutes before the interview begins will give you a quick refresh and help you get the most out of the conversation. 

4. Being too lighthearted

We all want to make candidates feel at ease, but being too light in your mood can make the interviewee question whether you’re taking them seriously. Maintain a balance between warmth and professionalism to communicate respect for the process and the candidate’s time. 

How to avoid it: Avoid excessive jokes, cursing, and oversharing, all of which can set an inappropriate tone for a job interview. 

5. Being too serious

On the other hand, being too serious can also be off-putting to candidates. An overly stern demeanor can prevent a candidate from performing at their best and raise concerns about the company culture.

How to avoid it: Be friendly and create a welcoming environment where a candidate feels comfortable talking openly. A smile, a warm handshake, and a minute or two of small talk can all set an inviting tone. 

6. Being distracted

Whether it’s a pinging cell phone, a looming deadline, or another candidate you perceive as being more qualified, distractions take your focus off the person in the room with you. This is disrespectful of their time and the interview process itself. 

How to avoid it: Eliminating distractions will foster a productive exchange and provide a positive candidate experience. Give candidates your full attention and practice active listening. 

7. Asking vague/broad questions

Questions that tend to be more generic don’t drill down into the qualifications that matter most when making the right hiring decision. They can also signal that you didn’t review the candidate’s credentials beforehand, which can be discouraging. 

How to avoid it: Spend time preparing specific, relevant interview questions that are tied to the job. Prompt candidates to provide detailed examples so you can thoroughly assess their skills and experience. 

8. Not following a schedule

Disorganization reflects poorly on the company’s professionalism and can frustrate candidates. Not only that, you risk running out of time before you’ve had a chance to cover critical topics. 

How to avoid it: Set a schedule for your time with the candidate and stick to it. Allocate time to discuss technical skills, soft skills, background experience, work style/preferences, candidate questions, and other topics pertinent to making the right hire. 

9. Jumping to conclusions

It’s only natural for us to have thoughts or feelings about a person upon (or before) initially meeting them. However, these snap judgments can cloud your thinking and prevent you from assessing candidates objectively. 

How to avoid it: Set first impressions aside and take the time to thoroughly evaluate each candidate based on the criteria you outlined in the job posting. Consider using software that helps mitigate bias in the screening process, like tools that remove the suggestion of certain details (gender, ethnicity, etc.) from a candidate’s resume. 

10. Making decisions based on your gut

Relying on your intuition to make the right decision is another way to introduce bias into the hiring process. Bias can cause us to overlook qualified applicants and downplay noteworthy shortcomings in candidates we like. 

How to avoid it: Supplement your instincts with evaluation criteria, such as interview scorecards and pre-hire assessments, to judge candidates objectively. 

11. Asking prohibited questions

It’s normal to want to learn about a candidate on a personal level, and you might be doing so for genuine reasons. However, asking about a candidate’s age, marital status, race, sexual orientation, or other protected characteristics violates anti-discrimination laws and can result in legal consequences. 

How to avoid it: Familiarize yourself with prohibited topics so you can steer clear of them. Keep the conversation focused on job-related inquiries. 

12. Not answering candidate questions

Candidates value transparency. Providing evasive or inaccurate responses to a candidate’s questions can breed mistrust. What’s more, it’s in your best interest to provide complete and accurate information during the hiring process to avoid shift shock–a disconnect between what a new hire expects and what the job really is. 

How to avoid it: Give candidates a chance to ask questions and be forthcoming in your answers. Set expectations about aspects of the job that could be a deal-breaker for some candidates, like weekend hours or physically demanding labor. 

13. Failing to discuss next steps

Leaving candidates in the dark about the hiring process can lead to uncertainty and frustration. When you have a great candidate, you want to keep them interested and let them know you’re interested, too! 

How to avoid it: Clearly communicate the next steps in the process on your end as well as the timeline for them. Send follow-up messaging to maintain a line of communication with the candidate and keep engagement strong. 

By avoiding the common pitfalls outlined above, you’ll create a positive interview experience that benefits the candidate and produces high-performing hires. 

Importance of Interview Confirmation Emails

An interview confirmation email is an opportunity to establish key details of the meeting in writing. Most people spend multiple hours per day in their inbox, so sending an email is an efficient and non-intrusive way to share this important information. Your message will serve as an easily accessible reference point if the candidate needs a reminder about the interview time, date, or location. It’s easy to refer back to and helps prevent scheduling mistakes that can cause unnecessary hiring delays.

Confirmation emails are also a chance to maintain a consistent, engaging line of communication with candidates. Every message you send during the hiring process is an opportunity to strengthen your employer brand and provide a positive candidate experience. Use this one to keep candidates’ interest high and enthusiasm strong for the position. 

Finally, interview confirmation emails can be automated, which helps streamline tasks and keep the hiring process moving. By creating a template and populating it with the pertinent information, you’ll save time and cut down on back-and-forth messages that can disrupt recruiters’ focus. 

What to Include in an Interview Confirmation Email

Your interview confirmation emails should contain all of the information a candidate needs to prepare for and arrive at the interview in a timely manner. Here are some key pieces of information to include:

Straightforward subject line

Use a clear and direct subject line to ensure your email catches the applicant’s attention and is easy to locate for future reference. [Company name] – interview details or Confirmation of interview on [date] are good examples. 

Warm greeting

Thank the candidate for agreeing to participate in the interview and emphasize your excitement about talking with them.  

Date and time

Confirm the date and time. It’s helpful to provide the day of the week in addition to the calendar date. Also, be sure to specify which time zone you’re scheduling in. 

Interviewer(s)

Provide the name and title of all interviewers who will be taking part in the conversation. 

Interview location

Specify where the meeting will be held. Specify the platform and provide a meeting link if it’s a virtual interview. 

Physical directions

For in-person interviews, provide the address and any other location details that will help the candidate get there (i.e., ‘take the second right after passing through the check-in gate’). Explain how to enter the building and who the candidate should ask for or expect to meet when they arrive. 

Technical details

For virtual interviews, share instructions on how to access the meeting along with any preparations that should be done in advance, like downloading an app. Let the candidate know who to contact if they need technical assistance. 

Interview time frame

Let the candidate know how long the interview will last. 

Interview structure

Help the candidate perform their best by setting expectations for what to expect in terms of the interview structure. For example, let them know if it will be a panel or group interview or if they’ll be required to complete a skills assessment or test assignment on the interview day. 

Items to bring

Outline any materials the candidate should bring to the interview like a portfolio to share with the hiring committee or a valid ID to get a visitor pass. 

Warm closing

Re-emphasize your enthusiasm for speaking with the candidate and share details of how to contact them if they need to make any changes to the schedule. 

When to Send an Interview Confirmation Email

If you want to hire top talent before they’re scooped up by another employer, time is of the essence. Interview confirmation emails should be sent promptly after the candidate has agreed to proceed with the interview and has selected a suitable time slot. 

If your confirmation is being sent more than a day or two before the designated interview time, sending another reminder 24 hours before the meeting is a good idea. This will help reduce missed appointments while allowing candidates to cancel if they’ve changed their mind or accepted another position since your last interaction.

Related: How to Write an Interview Invitation Email

Interview Confirmation Email Templates

In-person interview example

Dear [candidate name],

Thank you for indicating your availability for an interview with [company name]. We are excited to learn more about your background and qualifications. 

Your interview is scheduled for [day of the week, date] at [time]. It will take place at [interview address and location details]. When you arrive, [arrival instructions like parking, security check-in, etc.]. 

This is a panel interview that is expected to last approximately [interview duration]. You will be speaking with [interviewer 1, title] and [interviewer 2, title]. The interview will cover [topics to be discussed]. 

We look forward to meeting you in person, and once again, thank you for your interest in the [position title] role. If you have any questions or need to adjust your interview time, you can reach me via call or text at [phone number]. 

Warmly, 

[Sender name]

Virtual interview example

Hello [candidate name],

Thanks for confirming your availability to interview for our [job title] position. We have scheduled your interview for the following date and time:

[Day of the week, date] at [time]

This will be a virtual interview taking place on [interview platform]. Your interviewer will be [interviewer name, title] and the conversation will last approximately [interview duration]. 

Here is the link to enter the meeting. [provide link]

Before your interview, please confirm you have access to reliable WiFi and are using a browser that meets the minimum requirements for [interview platform]. You can review the technical specifications here [provide link to technical details]. If you run into any technical difficulties, please contact [name, title] at [phone number]. 

We look forward to speaking with you!

[Sender’s name]

By sending prompt and professional interview confirmation emails using the templates above, you’ll keep candidates in the loop while cutting down on interview delays that can hold up your hiring process. 

The first few minutes of the interview will set the tone for the rest of the conversation, so you want to start strong. Follow these tips for how to start an interview as the interviewer, and use the following sample script to facilitate a positive and productive interaction. 

Instructions for Starting the Interview

1. Begin with a warm greeting

Greet the candidate by name with a warm smile and a firm handshake. Thank them for attending, and let them know your time is valuable. 

While you don’t want to waste too much time before diving into the interview, a bit of small talk can help break the ice and make the candidate feel at ease. Consider asking them about their morning, their commute to the office, or another polite topic of conversation. 

2. Introduce yourself

A good candidate already has done their homework and knows who you are. However, formally introducing yourself and other people participating in the interview is still a professional courtesy. Give your name and title and briefly explain your role at the company. Do the same for each additional interviewer, or give each person the chance to make a brief introduction. 

3. Outline the interview structure

Interviews are most effective when they follow a predetermined structure. This helps keep the conversation on track and ensures you can cover all of the important topics during the allotted time. 

Outlining a rough timeline breakdown at the start of the interview sets expectations.

Here’s an example timeline for a 40-minute interview:

• 5 minutes: Introductions
• 10 minutes: Candidate’s background
• 10 minutes: Strengths and skills
• 10 minutes: Personality and culture
• 5 minutes: Questions from candidate

Be sure to point out that the candidate will have a chance to ask questions at the end of the interview so they can be thinking of what they want to ask. 

Additionally, suppose you’re using a format other than a traditional one-on-one interview, like a panel. In that case, it helps to explain briefly how the interview will be conducted.

4. Start with a general question

To transition into the interview and help you get to know the applicant, ask a question that prompts them to talk broadly about themself as a candidate. It can be helpful to bring up a specific detail from their resume to give them a starting point. For example, “I understand you’re currently in a sales associate position. Tell me about how you found yourself in that role.”

First Questions to Ask in a Job Interview

While you’re probably eager to hear about the candidate’s big success stories and professional ambitions, starting with a more generic question is best. This allows for a natural segue from small talk to deeper topics and gives the candidate a chance to give you their elevator pitch. 

Here are some good examples of questions to begin an interview.

• Tell me about yourself.
• Walk me through your background.
• Why were you interested in this position?
• What do you know about our company?
• What skills would you bring to the role?

Sample Script to Start an Interview

Hi, [candidate name]. It’s nice to meet you. I really appreciate you coming in today. Thanks for taking the time out of your schedule. I hope your day is going well so far.

I’m [your name], and I’m [job title] here at [company]. My job is to [give a brief explanation of your duties]. 

This interview will last about [interview length]. We’ll cover [topic #1, topic #2, topic #3]. At the end I’ll be happy to answer any questions you might have. 

Let’s get started. Your resume says you’re currently a [candidate’s current job title] with [company name]. Tell me about what you do there.

Example Interview Introduction

“Hello, Mirabel. Thank you so much for meeting with us today. We’re excited to chat with you. Did you have any trouble finding the office?

My name is Keith Sommers, and I am Mead Corporation’s VP of Operations. I oversee the development department, as well as our finance and marketing teams.

Two other interviewers are joining us: Kathy Hix, our head of HR, and Michael Hernandez, our web development manager. If you were to join our team, Mike would be your direct manager. 

This is a panel-style interview, so each of us will take turns asking questions and might follow up on one another’s questions. The interview is divided into three main topics: technical skills, prior experience, and work style. We’ll spend about 10 to 15 minutes on each topic. At the end, you’ll have about 5 minutes to ask any of us questions. 

Ready to get started? Back-end programming knowledge is one of the main criteria we’re looking for for this role. What skills do you have in this area?”

Tips for a Strong Start to an Interview

Allow ample time

Don’t try to conduct an interview when you’re rushed. Avoid scheduling your next meeting back to back with the interview’s end time; instead, build in a buffer to gather your thoughts, jot down notes, and complete candidate scoring. If the conversation runs long, this will also give you a few minutes of flex time. 

Check the space

Before the candidate arrives, prepare the interview space. Make sure the room you plan on using isn’t double-booked and is clean and presentable. Check that there are enough chairs, that it’s not too hot or too cold, and that you have water available for yourself and the candidate. 

Review the candidate’s resume

You’ve presumably already seen the candidate’s resume, but it’s a good idea to review it again just before your conversation. This will ensure that the correct details are fresh in your mind and will remind you of any questions you want to ask this particular candidate. 

Communicate important details

Head off any anxiety by addressing topics about which the applicant will likely have questions. For example, if it’s a Zoom interview, let them know whether it’s being recorded and if so, how the recording will be used.

Keep it positive

Maintain a warm tone even if the interview isn’t going well. Remember, for a strong employer brand, you want all candidates (even the ones you don’t hire) to leave the experience with a positive impression. Interviewing is stressful, and you’ll make the experience a smoother one for everyone involved if you keep a professional and enthusiastic demeanor. 

Starting an interview strong as the interviewer fosters a constructive dialogue and helps you build rapport with potential future team members. With an inviting greeting, clear communication, and a tone of respect, you’ll create an environment where you can have a meaningful conversation and make an accurate hiring decision. 

Related: How to End the Interview as the Hiring Manager

What is a One-Way Interview?

A one-way interview is just another word for an asynchronous interview. These interviews are pre-recorded by the hiring candidates based on questions sent to them beforehand. The potential hires will record themselves on video answering the questions in order, simulating a regular interview experience.

Why Do Companies Use One-Way Interviews?

Oftentimes, one-way interviews aren’t final interviews. They are usually used as a pre-screening move to see who should and shouldn’t move forward in the hiring process. It helps eliminate much of the first round of interviews and saves time trying to schedule multiple interviews. Pre-recorded interviews are used more as a first step in the hiring process, and they’re often like introductions to each potential candidate.

What are the Pros of One-Way Interviews?

There are many benefits to one-way interviews for both the company hiring and the potential hire themselves. If you’re considering the use of asynchronous interviews in your hiring process, here are the pros of one-way interviews:

Saves time

Perhaps the number one reason people use one-way interviews is that they save so much time. Between your schedule and the potential hires’ schedules, trying to hold 20 different interviews with 20 different candidates could take over a week. This delays the hiring process immensely—especially if it’s just the first round of interviews.

Instead, pre-recorded interviews save a lot of scheduling and time. You can send out the interview questions to all candidates in under five minutes, and then you wait for their videos to come back. You might spend a few hours watching the pre-recorded videos, but that’s a huge improvement versus the week it could take to interview them all in person.

Widen your pool of candidates

Another reason to use pre-recorded interviews is to widen your pool of candidates. You can interview people from multiple areas rather than just nearby. This is especially helpful if you’re hiring for a remote position or a current work-from-home job due to the lingering effects of the pandemic. 

People can record this video on their own time, which means they won’t miss out on an opportunity due to scheduling conflicts. It also allows candidates who may have been busy during regular interview slots to still participate in the hiring process.

Helps screen candidates

There’s nothing worse than having an interview after an interview, only to wonder how these people qualified for the job in the first place. Simple questionnaire forms can give you a few precursors for candidates to check off, but they still don’t do enough. You can’t see what these candidates are like until you have them in front of you. Well, until now.

With pre-recorded interviews, you’re able to see how they’re qualified for the job. It’s easier to screen them, and you can ask more about their skillset. If you want them to be fluent in another language, you can ask them to speak it on camera. If you need them to be a skilled customer service rep, a video will allow you to hear what they sound like and how they’ll interact with customers.

Gets rid of the nerves

It’s no secret that the interviewing process is overwhelming for potential hires. They can get very nervous, and an interview where they record themselves can cut down on their nerves. But, how does this benefit the hiring of a company? Sometimes, even the most qualified candidates can bomb an interview because they are nervous. 

By allowing them to record their answers, you get an upfront look at what type of candidate they truly are. This benefits you because a great candidate you may have overlooked in an in-person interview can shine on camera.

Everyone can see them

Oftentimes, it’s not just one person who is making the final decision on a potential hire. However, you can’t crowd more than two or three people into a conference room to interview a potential hire. That means the rest of the hiring team is reliant upon the debrief that the interviewer gives to them. With pre-recorded interviews, everyone on the hiring team can watch the interview. That means everyone can have an opinion on who is the best pick for the company. It’s easier to discuss the candidates and who would fit well on the team when everyone’s involved.

Spices up structured interviews

Being objective in interviews is one of the most important things you can do. One way to do this is by using structured interviews. This means you’re asking the same questions in the same order to each candidate. However, this often comes across rigid as an interviewer because you’re used to going through the motions. However, with pre-recorded interviews, you can still have structure without it coming off as monotonous.

Related: The Difference Between Structured and Unstructured Interviews

Allows for better preparation

While in-person interviews are good for testing a candidate’s spontaneity, it also puts them on the spot to come up with examples of their past work that shows their skillset. Potential hires often feel rushed in in-person interviews, which makes them blurt out the first example they can think of. It’s not always the best example. But, with pre-recorded interviews, they have time to think about their past work and skillset. You end up getting a better picture of who they really are and what they’ve done in the past.

What are the Cons of Pre-Recorded Interviews?

One-way interviews aren’t without their problems. In fact, there are more than a few downsides to them as well. Here are the cons of one-way interviews:

Camera shy candidates

Some people aren’t good on camera, and they actually perform worse. While it can help those with social anxiety, it may be bad for those who regularly talk to people but rarely record themselves. 

Limited information

With pre-recorded interviews, perhaps the biggest limitation is that you can’t respond to them while they’re answering the questions. This makes the information you receive a bit limited. With in-person interviews, you can ask to follow up with questions that will help you find out even more about a candidate. Without this ability, you’re stuck with just the information that they answer in the interview questions.

Miss out on company promotion

Another thing is it’s hard to promote your company in a pre-recorded interview. Sometimes, as hiring managers, we forget that the people coming to interview are interviewing our company as well. They may not know enough to decide whether or not the company is the right fit for them. While you can send a company description with the interview questions, it’s not the same as being in-person and sharing more company information.

It’s not enough to make a decision

Most companies find that there simply isn’t enough information to base your decision on regarding one-way interviews. While they make a great first-round interview, it’s hard to hire someone just from watching them answer a few questions. So, even though they save you time initially, you’ll probably still need to schedule interviews regardless.

Some software is stressful

Depending on the software you use for the one-way interview, it could be stressful for the candidate. If you allow them to record everything and send it to you, they can have multiple takes and get their nerves out. But, if you use software for a pre-recorded interview, it can create even more stress than regular because the potential hire only has 30-60 seconds to think of an answer, which doesn’t allow for better examples or the ability to really think out what they should say.

It can be dehumanizing

Sometimes, one-way interviews look like just another algorithm to a potential hire, and they may think your company doesn’t truly care about anything more than filtering out people based on an algorithm. This is a common complaint.

Should You Use Pre-Recorded Interviews?

Though one-way interviews have pros and cons, whether or not you should use them depends on your company and its goals. They’re a great first step in screening candidates, and if done right, they can save you time and effort in hiring. Just be aware of the cons going in so you know what to prepare for.

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One-Way Interview Software to Use

VidCruiter

VidCruiter is a video interview platform offering robust tools to make the interview process easier for recruiters. In addition to pre-recorded interviewing capabilities, the platform can facilitate live interviews and assist with scheduling. 

Willo

Willo helps companies hire at scale with pre-recorded interviews that can be set up in minutes. It’s designed to fit seamlessly within your existing tech stack, integrating with over 5,000 applications, and is guaranteed to work on any device.

Hireflix

Hireflix allows recruiters to create one-way interviews for video and text-based responses. The built-in interview builder makes it easy to add custom intro and outro videos that provide more information about the company and the job. 

HireVue

In addition to facilitating asynchronous interviews, HireVue uses artificial intelligence to analyze and score candidate responses. An advanced algorithm evaluates aspects of a candidate’s answer, such as speech, tone, pronunciation, and pauses, to assess quality and even flag possible cheating. 

Harver

With Harver, combining one-way video interviews with other assessment tools like skills tests and reference checks makes it easy for recruiters to gain a holistic view of candidates. 

Common One-Way Interview Questions

Asynchronous video interviews are best used as a screening tool to aid in pre-qualifying candidates. Thus, the best one-way interview questions should help you get a broad idea of the candidate’s capabilities and reasons for applying. Save more targeted questions for the next conversation with a live interviewer, where you’ll have the chance to ask follow-up questions and prompt the candidate to expand on anything you found interesting from their recorded answers.  

Here are some good one-way interview questions to ask candidates. 

Tell us about yourself.

No matter what kind of interview is taking place, a candidate should be prepared to concisely summarize their background, career path, and qualifications. This question will help you understand how the candidate arrived at their current professional situation and will also give you a feel for their personality. 

Why are you interested in this job?

It’s a good sign when a candidate is interested in a role for a particular reason, like the opportunity to apply specific skills or being passionate about the company’s mission. This question can help weed out candidates who are applying for dozens of jobs without any real investment in the company or role. 

What skills or experience make you a good fit for this job?

One of the most important goals of a one-way interview is to verify the required skills. Use this question to ensure a candidate checks off all the minimum requirements on your list. Bonus points if they mention relevant experience that has prepared them to succeed. 

What’s your ideal work environment?

Alignment on the work environment is an important aspect of culture fit. You want to identify candidates who are positioned to thrive in your office, both in terms of their physical characteristics and the team dynamic. Having a candidate describe their preferred work environment will give you clues about whether they will be happy as part of your team. 

Where do you see yourself in five years?

Learning about a candidate’s career aspirations can help you decide whether they’ll be challenged, engaged, and satisfied in a role. All of these are important components of a successful hire. Asking applicants to describe their five-year vision will illuminate their professional ambitions.  

Hit a Staffing Home Run With 4 Corner Resources

Do you need help with talent acquisition and interviews? Our staffing and recruiting experts are here to help! During our fifteen years of business, we have established an extensive talent pipeline that allows us to match top talent to various employers. We offer a variety of staffing solutions, such as direct-hire placement, contract staffing, and contract-to-hire recruiting.

Schedule your free consultation today to learn more about how we can help your staffing efforts.

Email templates can make the process of setting up interviews less tedious and more convenient for both interviewers and interviewees. We’ll explain how to draft an interview scheduling email that contains all the relevant details and builds excitement about your upcoming conversation. 

Why Use Email to Schedule an Interview?

Offer convenience

Most professionals are busy. Receiving a phone call, especially in the middle of the workday, can interrupt other important activities. Email is the platform of choice for scheduling interviews because it’s accessible yet noninvasive. It gives the candidate time to look at their calendar and respond at a convenient time. 

Facilitate automation

Interview scheduling emails are highly conducive to automation. With your ATS or a specialized scheduling application, you can sync your team’s calendars and streamline the process of finding a suitable time slot for all parties. This reduces multiple back-and-forth messages and frees up time to work on other tasks. 

Create a paper trail

Email is great for creating a permanent record that all parties can refer back to. Rather than relying on their memory or a note scribbled in their planner, an interviewer or candidate can easily reference the email thread to confirm the date, time, and other important details of the interview. 

What to Include In an Email Scheduling an Interview

• Job title and company. Make it clear which position the interview is for since candidates are likely to have applied for multiple jobs. 
• Proposed date and time. Offering a few available slots for the candidate to choose from makes it more likely that you’ll find a suitable time with just one message. 
• Name of interviewer(s). Include the full name and job title of each interviewer who will be participating. 
• Interview purpose. Explain what this interview aims to accomplish, like if it’s a screening call to verify basic qualifications, a first-round interview, a final interview, etc.
• Interview location. If you’ll be speaking in person, be sure to provide a precise address. 
• Interview format. Specify whether it will be a one-on-one, panel, group, or virtual format. 
• Interview length. Help the candidate adequately prepare by giving a start and end time. 
• Other helpful details. Provide any other relevant information that will assist the candidate in attending the interview, like parking details, public transit options, what to bring, and so on. 

Tips for Writing an Interview Invitation Email

1. Use a straightforward subject line

This is an email you definitely don’t want candidates to miss. Help ensure your message is opened by using a subject line directly stating what’s inside. Here are two options:

Invitation to interview – [job title] at [company]

Interview availability 

2. Maintain your brand voice

Interview scheduling emails can be short and casual or longer and more formal. The most appropriate option for you depends on your brand. Maintain consistency by using the same style, voice, and tone as the rest of your recruitment materials. 

3. Express enthusiasm

In many cases, this email will be the candidate’s first interaction with a real person in the company. Make the most of it and build excitement on their end by expressing your enthusiasm about their candidacy. 

4. Encourage additional engagement

This is a great time to expand a candidate’s knowledge of your employer value proposition. Offer additional opportunities to engage with your brand, like a short video that showcases your company culture or a checklist of how to prepare for a successful interview. 

5. Follow up promptly

Once a candidate responds to your email, don’t delay in moving forward. Keep the recruiting process moving and increase your ability to hire your first choice by carrying out the interview in a timely manner. If you don’t hear back within a day or two, send another message to follow up. 

Interview Scheduling Email Template #1 – Post-Application

Subject line: Interview invitation – [job title] at [company name]

Hello [candidate name], 

Thank you for submitting your application for the [job title] role with [company name]. After reviewing your resume, we believe your qualifications could make you a strong fit for the position. We’d like to schedule an interview to share details of the job and learn more about your experience. 

Please review the following time slots and let me know if one of them would work for a 30-minute conversation with [interviewer name, title]. The interview will be held at [location name, address]. 

• [Interview date and time 1]
• [Interview date and time 2]
• [Interview date and time 3]

If the times above do not work for you, please propose a few alternatives that would be suitable and we’ll go from there. 

We are eager to speak with you!

Best regards,

[Sender’s name]

Interview Scheduling Email Template #2 – Cold Candidate Outreach

Subject line: [Job title] opportunity with [company name]

Hi [candidate name],

I hope this message finds you well. My name is [sender’s name] with [company]. I came across your LinkedIn profile and your qualifications stuck out to me. Based on your skills in [skill area] and background in [background area], I think you could be a strong candidate for a [job title] position we currently have open. You can get a feel for our company mission by watching a one-minute video here [provide link]. 

Are you interested in learning more about this opportunity? If so, please let me know when you’re available for a 20-minute call. The purpose of this conversation would be to outline the requirements of the position, give you a chance to talk about your previous job experience, and answer any questions you might have about the role. 

Here are some times I’m available this week:

• [Interview date and time 1]
• [Interview date and time 2]
• [Interview date and time 3]

Please let me know if any of these options work, or if there’s another time that would be better for you. 

I look forward to your response.

Best,

[Sender’s name]

Interview Scheduling Email Template #3 – Confirmation Email

Subject line: Interview confirmation for [date]

[Candidate’s name], 

Thank you for providing your availability. Your interview is scheduled for [date] at [time]. Here are the important details:

• Interviewer: [name, title]
• Interview location: [location]
• Interview format: [format]
• Interview length: [duration]

Please bring [items to bring] and be prepared to discuss [topics of discussion]. You can learn more about our company and find other helpful information to prepare for your interview here [provide link]. 

If for any reason you are unable to attend the interview or need to reschedule, please call me directly at [phone number]. 

We look forward to speaking with you soon.

[Sender’s name]

Interview Scheduling Email Template #4 – Follow-Up

Subject line: Following up – invitation to interview

Hi [candidate’s name],

I wanted to follow up on my previous email inviting you to interview for the [job title] position with [company name]. Are you still interested in being considered for the role?

If so, kindly let me know of your availability this week for a 45-minute Zoom interview. This would be a panel interview with [interviewer 1] and [interviewer 2], who are looking to learn more about your strengths and qualifications.  

I look forward to your response. 

Best,

[Sender’s name]

Interview Scheduling Apps

Many applicant tracking systems have scheduling capabilities built in. However, a range of standalone apps can also streamline interview scheduling, communications, and reminders. Here are a few of our top picks:

• Calendly. With over 20 million users in 230 countries, this tool is one of the simplest and most universally understood scheduling platforms. 
• YouCanBookMe. Get up and running within minutes and send scheduling invites by email or SMS. 
• TimeTap. Use a dedicated booking page to streamline scheduling across team members and locations. 
• GoHire. Organize interviews with dozens of candidates in a few quick clicks. 

The email to schedule a job interview is one of the first direct interactions a candidate will have with your company. This makes it an important opportunity to set a positive tone, communicate expectations, and generate excitement about the job. By sending a friendly, professional email to request an interview, you’ll keep your hiring process on track while contributing to an enjoyable candidate experience. 

Related: Top Recruiting Apps

We commend you for taking the time to read this article. It shows that you care about your company and are devoted to improving your interviewing skills. Before we begin sharing some of the questions to ask in an interview, we wanted to clarify a few things:

‘Candidate,’ ‘Interviewee,’ and ‘Applicant’ refer to the person who is interested in a new job.

‘Hiring Manager,’ ‘Interviewer,’ ‘Recruiter,’ and ‘Employer’ refer to the person hiring for the new job.

Quick Tip: It’s important to spend a minute or two building rapport before asking the interview questions. Something as simple as asking, “How’s the weather in (city name)?” or “How has your day been so far?” can go a long way toward making your applicant feel comfortable and open to dialogue.

The Best Interview Questions to Ask Candidates

Please tell me about yourself.

Some candidates may choose to share information about their personal life, work life, or both. This question can be used to gauge the values, personality, and depth of the individual you are interviewing while gaining an understanding of what they are (or aren’t) comfortable talking about. If they share absolutely no information about their personal life, it may make them uncomfortable if you talk about yours. And vice versa. Their answer can be used as a baseline to set the tone for the rest of the interview.

What interests you most about this position?

This question is a great indicator of the interviewee’s preparation and passion. Did they take the time to review the job in detail and understand the role? Are they passionate about the type of work they’d be doing, or do they just want a job?

Based on the candidate’s answer, you should gain a strong sense of whether or not they understand the position and are passionate about it. If it’s clear they don’t understand the position, but you think they’d be a good fit, now is a good time to explain it to them.

What are your strengths/weaknesses?

This interview question is extremely common and has almost grown to become expected by job seekers. Asking about your candidate’s strengths and weaknesses can be useful for various reasons.

1. It allows you to evaluate the applicant’s self-awareness.
2. It’s reassuring to hear strengths that align with the type of work you are hiring for.
3. It can help weed out potential underperformers if their weaknesses are essential to perform the job.

How has your past experience prepared you for this role?

One of the most important goals of an interview is to learn whether a candidate’s prior experience qualifies them for the job. Whether they have direct experience in a similar role or indirect experience that can translate, you need to discern the duties they’ve held in the past that will set them up for success in this position. This question gives them a chance to elaborate on that experience. It will also help you gauge how well they understand the job requirements.

Why are you leaving your job?

Understanding why the candidate is leaving their current job (or has recently left) can save you from devastating surprises and poor team fits.

Worst case scenario: you find out that the interviewee was recently fired for some unforgivable act (which, of course, is a good thing to find out before making an offer).

Best case scenario: You find out that their current employer is simply failing to meet your company’s standards in a category that is a strength.

Whether the candidate is underpaid, underappreciated, overworked, laid off, or has hit a glass ceiling, it’s important to understand their situation to determine whether your job opportunity will provide what they are looking for.

What is your ideal work environment?

We often emphasize the importance of company culture, but culture fit is a tricky thing to analyze when hiring. It’s easy to place too much focus on likability or similarity when culture fit is really about whether a candidate will thrive in a given environment. This question is an effective way to assess a candidate’s alignment with your workplace. It gives them a chance to describe their preferred physical environment, work conditions, and level of interaction with colleagues, all of which are important elements of culture fit. 

Tell me about your leadership experience.

Developing and retaining talented employees is one of the best strategies to build a skilled, knowledgeable workforce. Thus, it pays to identify people who will be motivated to grow into leadership positions with the company (if they aren’t in a leadership role already). Allowing candidates to discuss their leadership experience can help you identify growth potential and learn how comfortable a candidate is with duties like delegating, project management, and giving constructive feedback.

Related: Strategic Leadership Interview Questions to Ask

What do you consider to be your biggest professional accomplishment?

This is a great question because it helps you gather many different pieces of information about a candidate. First, it gives them the chance to talk about a job-related win, which gives you an idea of the results they can achieve. Second, it tells you what kind of accomplishments a candidate views as important, which sheds light on their values. Finally, it forces the candidate to think on their feet, which helps identify adaptability and resourcefulness. 

Do you have any questions for me?

This question is arguably the most important to ask the interviewee. When you have finished with all the others, this should be your final interview question. Allowing the candidate to ask you questions after the interview is crucial to a positive applicant experience.The last thing you need is an uninformed candidate accepting a job offer without knowing what they are getting into.

Other Questions

Before we get into the bad interview questions to ask candidates, here are a few more good ones.

• What was your greatest failure, and what did you learn from it?
• Where do you see yourself in 5 years?
• Are you interviewing with any other companies?
• How would your friends describe you?
• Have you ever had trouble working with a peer or manager?
• Why have you changed jobs so frequently?
• If hired, what would be your 30-60-90-day plan?
• What can you tell me about this industry?
• Are you willing to relocate?

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Worst Interview Questions to Ask Candidates

Knowing what not to ask candidates in an interview can be just as important as knowing what questions you should ask. Do yourself and your company a favor by quickly refreshing yourself on some no-no questions to avoid asking during a job interview.

Off-the-wall questions

Questions like ‘If you were a tree, what kind of tree would you be and why?’ might seem like a unique way to assess candidates’ creativity and quick thinking. In reality, though, these questions tell you little about the skills that are actually relevant for the job and can even alienate some candidates. 

Instead of asking wacky questions just for the sake of being wacky, keep questions focused on qualities that are tied to performance. There are ways to do this while still asking out-of-the-box questions. For example, ‘If you had an unlimited budget, what would you change about our industry?’ is a unique question that will no doubt get you some unique answers, but it’s still relevant to the job and field. 

Risky questions

Some interview questions aren’t just bad, they’re illegal. Employers in the U.S. are not allowed to discriminate in hiring based on a person’s race, religion, sex (which includes gender identity and sexual orientation), age, parental status, citizenship status, national origin, or disability. In some states, asking about a candidate’s prior salary is also illegal.

The following questions are problematic:

• What is your salary history?
• Are you married?
• Are you pregnant (and/or do you have children)? Where do you live?
• Do you have any disabilities?
• What is your nation of origin?
• Are you a citizen?
• Have you been convicted of any crimes?
• How old are you?
• What is your race?
• Are you religious?

It’s important to note that these questions are frowned upon and could expose you and/or your company to serious legal issues if you ask them. While this list is not exhaustive, these are some of the most important questions you must avoid.

You also want to avoid questions that hint at any of the above topics or could be viewed as a roundabout way of asking them. For example, ‘Where is your accent from?’ might be something you ask out of genuine interest, but it’s a red flag because you’re prompting the candidate to disclose their national origin.

Closing Thoughts: Tips for Interviewers

Beyond the interview questions, we wanted to leave you with a few closing tips:

• Be conversational. Don’t blast question after question without allowing the applicant to ask questions or seek clarification.
• Be open-minded. Don’t assume these open-ended questions have only one right/wrong answer. Seriously consider the candidate’s answer without any bias.
• Be real. The interview experience is an equal opportunity for both parties to learn more about the company and the people they will be working with. Try to be yourself during the interview; it can be as formal or informal as you decide.

All in all, interviewing is an essential key to hiring and retaining top talent. The best recruiters and hiring managers know how to interview well, and many choose to use the questions provided above in this article. We hope that we can provide you with some useful interview questions to ask candidates.

Related: How to Be a Good Interviewer

If you have any additional questions, please contact us! 4 Corner Resources is a team of headhunters and recruiters that will assist with your hiring needs. We offer direct hire recruiting, contract staffing, and payrolling services.