Strategic Interview Questions to Ask Candidates
It’s not enough to ask a good question in an interview. It’s critical to ask the right questions during a one-way video or live job interview to ensure that you are selecting the best candidate for the role.
The trick is, the demands for a role within your company or even the industry can change. To make the best hires fast and effectively, your recruiting and hiring teams need a trusted source of strategic interview questions to ask candidates that are proven to reveal gold-standard hires every time.
We have compiled a comprehensive list of the best strategic interview questions to ask candidates that you can use to evaluate skills, experience, and fit for the role and your company culture.
Hire the best candidates, by asking the best interview questions
Administrative and Clerical
Interview Questions
Education K-12
Interview Questions
Higher Education
Interview Questions
Types of interview questions quick guide
Situational interview questions
Situational interview questions reveal the candidate’s problem-solving abilities, decision-making skills, and how they handle challenging situations.
Behavioral interview questions
Behavioral interview questions reveal how the candidate has handled specific work-related scenarios in the past and how they are likely to respond to similar situations in the future.
Soft skills interview questions
Soft skills interview questions reveal a candidate’s non-technical skills or personal attributes, such as communication, teamwork, adaptability, leadership, problem-solving, and time management.
Cultural fit interview questions
Cultural fit interview questions reveal how well a candidate will fit into the company’s environment and work with the existing team.
Technical skills interview questions
Technical skills interview questions reveal the candidate’s ability to apply their technical knowledge to solve problems and perform tasks required for the job.
Skill set interview questions
Skill set interview questions reveal the candidate’s ability to apply their knowledge, experience, and skills to the specific job requirements.
Personality interview questions
Personality interview questions reveal the candidate’s fit with the company culture and work environment, as well as their ability to work with others, handle stress and pressure, and solve problems.
Critical thinking interview questions
Critical thinking interview questions reveal the candidate’s problem-solving skills, creativity, and ability to evaluate complex situations.
Business skills interview questions
Business skills interview questions reveal the candidate’s understanding of business concepts, strategic thinking, financial literacy, and ability to manage resources effectively.
Timing interview questions to ask candidates
Phone Interview Questions
Phone Interview Questions are used as an early screening soon after the application and resume are reviewed to determine if a candidate is a good fit before moving on to an in-person interview.
Preliminary Interview Questions
Preliminary Interview Questions are basic screening questions about salary expectations and experience typically asked in phone interviews to filter candidates early in the screening process.
One-way Video Interview Questions
One-way Video Interview Questions are a more effective and efficient way to ask preliminary questions – allowing recruiters to get the most accurate picture of candidates while making scheduling and collaboration more convenient.
Live Video Interview Questions
Live Video Interview Questions are the same types of interview questions to ask candidates during in-person interviews, however, live video interviews accommodate long-distance candidates, function as a practical screening for remote jobs, and facilitate flexible scheduling for busy hiring decision-makers.
In-Person Interview Questions
In-Person Interview Questions are typically more advanced and allow candidates to expand on responses and ask follow-up questions to look for deeper insights that reveal top contenders for job offers.
Situational interview questions reveal the candidate’s problem-solving abilities, decision-making skills, and how they handle challenging situations.
Behavioral interview questions reveal how the candidate has handled specific work-related scenarios in the past and how they are likely to respond to similar situations in the future.
Soft skills interview questions reveal a candidate’s non-technical skills or personal attributes, such as communication, teamwork, adaptability, leadership, problem-solving, and time management.
Cultural fit interview questions reveal how well a candidate will fit into the company’s environment and work with the existing team.
Technical skills interview questions reveal the candidate’s ability to apply their technical knowledge to solve problems and perform tasks required for the job.
Skill set interview questions reveal the candidate’s ability to apply their knowledge, experience, and skills to the specific job requirements.
Personality interview questions reveal the candidate’s fit with the company culture and work environment, as well as their ability to work with others, handle stress and pressure, and solve problems.
Critical thinking interview questions reveal the candidate’s problem-solving skills, creativity, and ability to evaluate complex situations.
Business skills interview questions reveal the candidate’s understanding of business concepts, strategic thinking, financial literacy, and ability to manage resources effectively.
Timing interview questions to ask candidates
When you ask specific questions in the interview process plays a key role in the effectiveness of your hiring process and your speed to hire.
Phone Interview Questions are used as an early screening to determine if a candidate is a good fit before moving on to an in-person interview. This step is typically completed soon after the application and resume are reviewed.
Preliminary Interview Questions such as “Can you tell me a little bit about yourself and your experience in the field?”, “What made you interested in this particular position and company?”, and “What are your salary expectations for this position?” are typical interview questions to ask candidates in phone interviews to filter talent early in the screening process.
One-way Video Interview Questions are a more accurate and efficient way to ask preliminary questions. Having candidates submit video responses to early screening questions allows recruiters to get a more accurate picture of candidates before advancing to the next level than phone interviews. They are more convenient to schedule and review as well.
Live Video Interview Questions are the same types of interview questions to ask candidates in an in-person interview. Live video interviews make it possible for virtual interviews to be conducted with long-distance candidates, as a practical screening for remote jobs, and as a flexible way to schedule interviews around hiring decision-makers’ busy schedules.
In-Person Interview Questions can be the same types of questions asked in one-way video and live video interviews. These questions look for deeper insights that set candidates apart and reveal top contenders for job offers. Questions are typically more advanced and allow candidates to expand on responses and ask follow-up questions.
