Top 15 Interview Questions to Ask Candidates

EPG is a staffing and recruiting company that is 100% focused on helping electric and autonomous vehicle clients hire the best people through our industry and product-specific expertise.

Asking the right questions during an interview is the key to understanding whether a candidate is a good fit for your team and company. Preparing questions based on the candidate’s resume is vital but it’s also important to have a set of predetermined questions ready to go for each candidate. Here are 15 questions you should consider using during the interview process.

1. What do you know about our company?

We love to start with this question. It quickly helps you understand whether the candidate put the most basic effort into preparing for an interview. If they don’t know what service or product you sell, then they probably won’t be a good fit.

2. What attracted you to our company and this position?

You want to hire people that are excited about what you are building. These people will be more than employees that clock in and clock out. They will come in and create positive change and help your organization grow.

3. What skills and strengths can you bring to this position?

This question allows you to assess the candidate’s suitability for the role, provides the candidate with an opportunity to showcase their strengths and skills, and provides valuable information about the candidate’s past experiences.

4. Do you prefer to work alone or within a team?

You can learn a lot about the candidate’s communication and collaboration skills by asking this question. Prefer working alone? They may thrive with little to no supervision but could have difficulty communicating and collaborating with others. Prefer working on a team? They may be more likely to contribute to a positive team dynamic, bringing different perspectives and ideas to the table, but they could also struggle without constant feedback from others.

5. What motivates you in your professional life?

The candidate’s response can reveal their level of passion and commitment towards their work and whether they possess the necessary drive to succeed in the role. It can also provide valuable information about the candidate’s compatibility with the company’s culture and values.

6. What are your long-term career goals?

What better way to gain valuable insights into a candidate’s level of ambition, motivation, and career aspirations? Determine whether the candidate’s goals align with the company’s long-term plans and whether they have the potential to grow and advance within the company. It saves valuable time for each party if you can identify whether your organization can provide what they are looking for.

7. What’s the most exciting project you’ve worked on in a past position?

Find out what type of projects the candidate has worked on in the past and what they consider to be interesting or challenging. Their response can reveal their level of passion and enthusiasm for work, as well as their ability to overcome obstacles and deliver results.

8. How do you stay up-to-date with industry developments?

Look for candidates that can quickly answer this question and show that they are up to speed on your industry and what’s going on. This will show you that they are passionate about their work and the industry that you are in. If they can’t answer this question appropriately, it’s safe to say they probably aren’t doing anything to keep up to date.

9. Can you describe your communication style and how it contributes to your work?

Gauge the candidate’s self-awareness and ability to reflect on their communication strengths and weaknesses. This also provides an opportunity for the candidate to showcase their communication skills and how they can contribute to the company’s success.

10. How do you prioritize your work when you have multiple tasks to complete?

One of the primary reasons why this question is valuable is that it provides you with insights into the candidate’s problem-solving skills. Moreover, it can also help you assess the candidate’s organizational and time management skills. An individual who is effective at prioritizing tasks can be an asset to any organization.

11. Can you give me an example of how you have demonstrated a commitment to professional development?

A commitment to professional development is a vital aspect of any successful career, and an individual who is dedicated to expanding their knowledge and skills is likely to be an asset to any organization. You can evaluate candidates’ abilities to learn and grow, adapt to changing situations, and take responsibility for their career development.

12. What qualities are most important to you in a manager?

A manager can significantly impact an employee’s experience in a company, and having a manager who possesses the right qualities can lead to higher job satisfaction and productivity. You can evaluate the candidate’s expectations from a manager and assess whether the company culture aligns with the candidate’s preferences.

13. What’s one fact that’s not on your LinkedIn profile or resume?

LinkedIn profiles and resumes provide a snapshot of a person’s professional experience and accomplishments, but they don’t provide much insight into a person’s personality or interests outside of work. You can gain a better understanding of the candidate’s unique experiences that are not evident from their professional documents. Moreover, you can assess the candidate’s ability to think creatively and outside the box. It encourages the candidate to think beyond their professional accomplishments and share something interesting about themselves.

14. What do you like to do in your free time?

Being well-rounded with interests beyond their professional life should be an attractive trait to employers. Moreover, a healthy work-life balance indicates a candidate is more likely to be productive, engaged, and satisfied with their job.

15. Do you have any questions for me?

This gives the candidates an opportunity to open up and for you to learn about any hesitancies they might have about your company. Use this as an opportunity to really sell your company to your candidates.

These questions will give you insight into the candidate’s goals and motivations, along with making sure they align with your company. For a complete guide to preparing for an interview check out our other article Interview Tips for Hiring Managers.

About the Author: Parker Penn

Parker Penn
EPG is a staffing and recruiting company that is 100% focused on helping electric and autonomous vehicle clients hire the best people through their industry and product-specific expertise. To learn more, you can contact our CEO, Joe Rooney at or schedule time on his calendar.