Effective Interviewing Questions and How to Use Them

Asking smart, well-structured questions is the backbone of a successful interview. It’s not just about filling time — the questions you ask can reveal who a candidate really is, what they’ve done, and how they think. Done right, questions are tools that uncover insight, emotion, and evidence.

🧩 What Makes a Question Effective?

Good questions serve two purposes:

  • They help you collect the information needed to make a fair, informed decision.
  • They give you a window into how a candidate feels, thinks, and reacts — not just what they know.

🎯 Types of Interview Questions

🗣️ TED Questions (Tell, Explain, Describe)

These are open-ended questions that prompt candidates to share real stories. They're useful for exploring attitudes, problem-solving, and behavior.

Examples:
  • "Describe a situation where you had to calm down an angry customer."
  • "Tell me how you improved a process at your last job."

When to use: Most of the time. This style forms the backbone of behavioral interviews.

🔍 Probing Questions

Use these to dig deeper into vague answers or clarify responses. They help reveal the candidate’s thinking and reasoning process.

Examples:
  • "What happened next?"
  • "How exactly did you respond?"

🚫 Leading Questions

These suggest the answer you're looking for. They reduce honesty and can make you appear biased or unprofessional.

Examples:
  • "You get along well with managers, right?"
  • "You wouldn’t lie on an expense report, would you?"

When to use: Rarely, if ever.

💭 Hypothetical Questions

These ask candidates how they would handle a situation if it arose. They test judgment and creativity — useful if candidates lack direct experience.

Examples:
  • "If you took over this department, what’s the first thing you’d change?"
  • "How would you handle a customer who threatens to leave because of poor service?"

Tip: Combine with TED-style follow-ups to check if their response aligns with how they’ve acted in the past.

✅ 12 Interview Questions You Should Be Asking

  1. QCan you tell me a little about yourself?
    This helps gauge how a candidate presents their experience and aspirations. Look for consistency with their resume.
  2. What interests you about this job, and what strengths can you bring?
    Reveals preparation, motivation, and alignment with the role.
  3. Can you describe your current job responsibilities?
    Shows detail, scope, and how invested they are in their work.
  4. Tell me about a professional success you're proud of.
    Good early question to build confidence and identify top strengths. Listen for clarity and ability to explain technical topics.
  5. Have you ever changed the nature of your job?
    Tests initiative and creativity. Gives them a chance to show impact.
  6. What’s the hardest decision you’ve made at work?
    Reveals values, emotional intelligence, and decision-making under pressure. Key for leadership roles.
  7. Why did you leave your last job, and what have you done since?
    Focus on how they used time productively, not gaps alone. Look for learning, development, or volunteering.
  8. Do you prefer working alone or in teams?
    Test for collaboration. Even solo roles now require team interaction.
  9. How will your previous experience help in this role?
    Tests understanding of their own strengths and how they apply to your company context.
  10. Describe a typical day at your last job.
    Offers clues about job match, daily habits, and priorities.
  11. How do you handle conflict?
    Ask for specific examples. Avoid vague or unrealistic answers like “I never have conflicts.”
  12. How would you respond to an unethical situation at work?
    You're looking for a principled stance — but also how calmly and professionally they’d handle it.

🛠️ How to Use These Questions Effectively

  • 🧊Start with easier or confidence-boosting questions early to help the candidate settle in.
  • 🔄Mix question types—open-ended, behavioral, and hypothetical—to explore different thinking styles.
  • 🎯Tailor your questions to the role and experience level. Use more technical or strategic questions for senior roles.
  • ⏱️Don’t rush through the list—choose 6–8 core questions and be ready to probe deeper.
  • 🔍Always ask follow-up questions when answers are vague or overly rehearsed.

📌 Additional Tools to Support Better Interviews

❓Frequently Asked Questions

🗣️ What are TED questions in an interview?

TED stands for Tell, Explain, Describe. These open-ended questions help you understand how a candidate has handled past situations, encouraging them to share real-life examples.

📋 How many questions should I ask during an interview?

Plan for 8–10 structured questions, along with space for follow-ups. The focus should be on quality, not quantity.

💭 Is it okay to ask hypothetical questions in interviews?

Yes, especially when framed around real job scenarios. But balance them with behavioral questions to understand actual past behavior.

♻️ Can I reuse the same questions for every role?

Not exactly. You can reuse core questions, but adapt others based on the job level, department, and competencies required.

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