How to Write Interview Questions That Actually Help You Hire Better
- Georgina Srouji
- 2 days ago
- 3 min read
A lot of interview questions sound good but don’t actually tell you much. Candidates have heard the same questions over and over:
What's your biggest weakness?
Why should we hire you?
Are you a team player?
By the time they sit down for an interview, they already have polished answers ready. The problem is that those answers don't always tell you whether they can actually do the job.
Good interview questions help you understand how someone works, how they solve problems, and how they've handled real situations in the past.
Start With the Role
Before writing interview questions, get clear on your needs.
Ask yourself:
What will this person be responsible for?
What skills are critical to success?
Where do people typically struggle in this role?
What behaviors matter most?
For example, if you're hiring an Office Manager, you may want to evaluate:
Organization
Communication
Attention to detail
Follow-through
Ability to manage competing priorities
Once you know what you're looking for, writing effective questions becomes much easier.
Check out our YouTube episode on Hiring and Retaining Talent on a Small Budget or keep reading blog post below video.
Ask for Real Examples
One of the biggest mistakes employers make is asking questions that lead to predictable answers.
Instead of asking:
Are you organized?
Ask:
Tell me about a time you had multiple deadlines competing for your attention. How did you stay on track?
Instead of asking:
Do you work well under pressure?
Ask:
Describe a situation where priorities changed suddenly. What did you do?
Questions like these encourage candidates to share real experiences instead of giving rehearsed responses.
Use Behavioral Questions
Behavioral questions focus on situations candidates have actually experienced.
Examples include:
Tell me about a time you handled a difficult customer.
Describe a mistake you made at work and how you handled it.
Tell me about a time you had to resolve a conflict with a coworker.
As candidates answer, listen for the situation, the actions they took, and the outcome they achieved. Past behavior is often one of the best indicators of future performance.
Situational Questions Can Be Helpful Too
Situational questions ask candidates what they would do in a hypothetical scenario.
Examples:
What would you do if two managers gave you conflicting priorities?
How would you handle a customer request you weren't authorized to approve?
These questions can help you evaluate problem-solving skills and critical thinking, especially when candidates have limited direct experience.
Avoid Questions That Don't Add Value
Some questions create legal risk, while others simply don't help you make a hiring decision.
Avoid questions related to:
Age
Religion
Marital status
Family plans
Medical conditions
National origin beyond work authorization
It's also best to avoid gimmicky questions that don't relate to job performance. If a question doesn't help you determine whether someone can succeed in the role, it probably doesn't belong in the interview.
Why Better Questions Lead to Better Hires
Strong interview questions aren't complicated. They connect directly to the role, ask for real examples, and help you understand how a candidate approaches situations they'll encounter on the job. Start with the role. Focus on the skills and behaviors that matter most. Then build questions that uncover real experiences instead of rehearsed answers.
A few well-written questions can tell you far more than a long list of generic ones.
Need help improving your hiring process, developing interview questions, or building a more effective recruitment strategy? Reach out today to find out how we can help.
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