insightful interview questions: 10 Insightful Interview Questions To Ask a Job Candidate


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    Asking insightful questions during an interview is important, because it gives you a chance to learn more about the candidate and their experience. And if you’re looking for insight into what it’s like to work at your company, these questions will help you gauge how they would fit in with your team. Here are 10 great questions that’ll give you that kind of insight:

    What was your biggest career challenge and how did you overcome it?

    If you’re interviewing for a job, this question is a good way to gauge how the candidate responds to challenges and setbacks. If they give the same answer every time–“I was able to work through it by myself”–it may show that they don’t ask for help when they need it or aren’t comfortable collaborating with others when necessary.

    If this person has been promoted in their career, chances are that he or she has faced some tough challenges along the way. The best way to find out how successful people handle obstacles is by asking them about them directly: “What was your biggest career challenge and how did you overcome it?”

    What is your biggest weakness?

    This is one of the most common questions in an interview, but it’s also one of the toughest to answer. You can’t just say “I’m a perfectionist” or “I work too hard,” because everyone says those things–and they’re not exactly weaknesses (unless you’re interviewing for an executive position at Netflix).

    Instead, think about what your biggest weakness is and then explain how it impacts your work. For example: “My biggest weakness is that I’m always looking for ways to improve myself and my team.” Or maybe: “I tend to get frustrated when projects aren’t moving fast enough.” This gives the interviewer insight into how you handle yourself under pressure while demonstrating self-awareness and accountability at the same time!

    What are your favorite books, movies, TV shows?

    You’re a fan of Game of Thrones? Tell me why.

    You enjoy watching Breaking Bad? Tell me why.

    You’re a big reader, and you’ve read all the Harry Potter books twice? Tell me what you like about them and how they relate to this job opening at our company that I’m trying to fill here today!

    How would your boss or co-workers describe you as a leader?

    The next question is, “How would your boss or co-workers describe you as a leader?” This is an excellent opportunity to learn more about how your candidate handles conflicts, stress and change. For example:

    • Does he or she lead by example?
    • Does he or she inspire others by setting high standards for performance?
    • Is the person able to work well in teams and manage team dynamics effectively (e.g., resolving conflicts between team members)?
    • How does this person deal with difficult people–those who are lazy, don’t do their job well, etc.?

    Where do you see yourself in five years? In 10 years?

    This question is a great way to get a feel for how ambitious your candidate is. You want someone who has some goals, but also knows when to take it easy and enjoy life.

    This question also lets you know whether or not they think they’ll be at your company in five years’ time. If they say no, consider why that is and whether or not it’s something that would be good for both parties (or maybe even better).

    Tell me about a time when you had a conflict with your manager. What was the issue and how did you resolve it?

    This is an important question to ask because it can give you insight into how the candidate deals with conflict. It’s also a great way for them to show off their problem-solving skills and communication skills.

    It’s important for managers to be able to resolve conflicts between themselves, their teams and their employees. The way people deal with conflict shows a lot about who they are as an individual–and whether or not they’d be good at managing others in the future.

    In addition, if there ever were any issues between yourself and your employee(s), this question will help you determine if they’re equipped with the right tools needed in order for both parties involved (you included) get through them successfully without taking things personally or holding grudges against each other after everything has been resolved!

    What are two things that drive you crazy in your current position? Do they drive anyone else crazy too?

    If you’re going to ask this question, be specific. Don’t just say “What are some things that drive you crazy?” because then it could be anything from having to use a certain software program that is outdated and buggy to having a co-worker who doesn’t pull their weight at work. Instead, think about what drives YOU crazy in your current position and ask candidates if they have those same frustrations with their own jobs.

    It’s also important not to be too negative or positive with this question–you don’t want them thinking: ‘Oh great! This job sounds like heaven on earth!’ Or: ‘Well shoot…I better run!’ You want them feeling intrigued by what they hear rather than scared away by it!

    How do you take feedback and criticism from co-workers and managers, and how do you give it back to them effectively?

    You should ask candidates if they have any questions for you. This will let the candidate know that you want to make sure they are comfortable with the job and it will also give them an opportunity to ask questions about the company, role and expectations.

    Afterwards, ask yourself: did I learn anything new from this interview? Did I discover any red flags? What kind of impression did I make on them?

    Can you share a time when something didn’t go right on a project but turned out great anyway (or not so great)? How did that happen?

    Can you share a time when something didn’t go right on a project but turned out great anyway (or not so great)? How did that happen?

    This question is all about getting to know the candidate’s attitude and approach to problem solving, which are key traits of every successful employee. It doesn’t need to be an earth-shattering moment; it could simply be as simple as running out of printer paper or forgetting to turn off the lights before leaving work one night. The important thing is that they were able to take responsibility for their mistake and make sure it didn’t happen again in the future by learning from their mistake and taking steps towards improving their performance at work.

    If you have any questions about these questions or would like to add some of your own, please let us know in the comments below!


    insightful interview questions: 10 Insightful Interview Questions To Ask a Job Candidate


    If you’re on the hunt for new hires, you might not realize how much is riding on your interview questions. Asking the right ones can reveal a lot about candidates—their skills, their personalities and even their potential fit with the company culture.Just remember that asking an “insightful” question isn’t necessarily about getting an answer about whether or not someone would be willing to move mountains for their job; it’s about asking questions that will help you better understand what motivates them (or doesn’t), what they think is important and how they typically go about working through problems when faced with challenges along the way. So here are 10 insightful interview questions we’d recommend asking during every interview:

    Why do you want to work here?

    Why do you want to work here?

    This question is an important one, because if a candidate is not excited about the company or the role they’re interviewing for then there’s no point in hiring them. The best way to get at this information is by asking what excites them about the company and their role within it. You should also be sure that they understand what your organization does, so ask what it is that interests them specifically about working at your business.

    What is your greatest achievement?

    What is your greatest achievement?

    This question can be asked in a variety of ways, but the theme is the same: What was the most important thing you accomplished in your career? Why was it so significant, and how did it affect others around you. This question has many benefits for both parties involved. For one thing, it gives candidates an opportunity to brag about their accomplishments without seeming arrogant or boastful–and more importantly for employers, it allows them insight into what drives someone’s work ethic.

    What have you learned from failure?

    “What have you learned from failure?”

    This is a great question to ask, because it will give the candidate an opportunity to share how they’ve grown from their past experiences. It’s not just about learning from mistakes; it’s also about learning from others and being able to take those lessons into future projects or roles.

    For example, if a candidate says they failed at a previous job because they weren’t able to work well with others and didn’t communicate effectively, ask them what they learned as a result of this experience (i.e., “I need better listening skills” or “I should do more research before meetings”). Or perhaps there was another reason why the person wasn’t successful in their role–maybe there were too many projects coming up at once and no one had time for anything else? If so, ask how this could be avoided in your company so everyone has enough time on their hands without feeling overwhelmed by stressors like long hours and tight deadlines all at once!

    How would your manager or co-worker describe you?

    This is a great question to ask if you’re looking for more insight into the candidate’s personality. It will give you an idea of how that person interacts with others, as well as what they think about themselves. You’ll also be able to see if there are any red flags that may indicate problems down the road, such as someone who doesn’t know how to take criticism or who thinks they’re better than everyone else.

    To use this question effectively:

    • First, make sure it fits in with your company culture and hiring practices (e.g., if there are no promotions at your company, then asking about promotions won’t make much sense).
    • Second, make sure the response will be helpful in making an employment decision–don’t just ask for fun! If possible, have another person interview this candidate so that both perspectives can be considered before making any final decisions about whether or not he/she should be hired based on their answers alone.*

    Tell me about a time you had to go above and beyond.

    • Tell me about a time you had to go above and beyond.
    • What was the situation? How did it occur?
    • What challenges did you face and how did you overcome them?
    • What did you learn from this experience, both personally and professionally?

    How do you prioritize your work?

    The best way to prioritize your work is by importance, urgency and deadline.

    • Prioritize tasks by importance: Tasks that are most important should be done first. This will help you get things done faster because the biggest and most important tasks are taken care of first.
    • Prioritize tasks by urgency: If there are several urgent things that need to get done at the same time, then prioritize those tasks according to their deadlines or time frames (e.g., “This needs to be completed before lunchtime tomorrow”).
    • Prioritize tasks by deadline: If there aren’t any other factors involved (such as who needs something first), then just pick one thing at random and start working on it until someone tells you otherwise!

    What is the most important lesson you’ve learned recently?

    If a candidate can’t think of anything they’ve learned recently, it’s a bad sign. If they can, great! You’ll get some insight into what they consider important and how they approach learning new things.

    You want to hear them talk about learning as something that should be ongoing and continuous throughout their career–not just something that happens once or twice during school (or in college). It’s also important for candidates to show some humility here: If they’ve learned something from someone else and then failed because they didn’t apply it correctly, don’t let them blame others; instead encourage them to share their own mistakes so you can see how open-minded your candidate truly is!

    Where do you see yourself in five years?

    • Where do you see yourself in five years?

    This is an important question because it helps you to understand the candidate’s career goals and aspirations. You want to know whether or not they have a plan for their future, and if so, what that plan looks like. Sometimes people can be very vague about this question because they’re nervous about answering it or don’t know how much information should be given out during an interview (i.e., “I’m not sure yet”). If this happens, give them some time after the interview ends to think about it–but don’t wait too long!

    Tell me about a time when you worked on a project that required outside information (or expertise or help from someone not on your team) to complete it successfully. What did that look like? How did it go? What were some of the challenges and successes of the experience and how did it end up changing the way you worked together or separately in the future?

    Hopefully, these questions have helped you dig deeper into the person sitting in front of you. If you want to know more about someone’s skills and experience, ask them about their past projects or even their education. These questions will help get an idea of what kind of candidate they are for your position!

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