The Best Questions to Ask in an Interview to Hire the Right Candidate

Introduction

When it comes to hiring the top resources from the talent pool, asking the right questions in an interview is critical. There have been instances where employers are left scratching their heads if they selected the right person for the role; it happens more often than not. In research done by Robert Half, it was found that 61% of hiring managers settled for a candidate who wasn’t a complete match for a job role.

It is understandable in today’s competitive world, where top-tier candidates are hired immediately; the pressures of filling in a role can lead to such instances. However, asking the right questions can go a long way; if a job is highly skill-oriented, then the focus should be on skill-based interview questions. Questions are and will be the best tool for uncovering the truth about a candidate's skills, mindset, and fit.

So, without further ado, let’s look at the importance of smart hiring questions.

The Importance of Smart Hiring Questions

The search for the right talent isn’t easy, as more of it is becoming heavily influenced by AI resumes, AI-coached responses, and jobseekers applying to multiple jobs with just a click. That is why it has become more challenging to differentiate true talent from someone who has just come better prepared. However, focusing on smart hiring questions can assist with the aforementioned problem.

Smart Questions:

• Reveal how candidates think

• Expose soft skills and emotional intelligence

• Give you clues about cultural alignment

• Help you spot interview red flags early

Let’s proceed with how to start off the questioning process.

Start With Role-Relevant Behavioral Interview Questions

The best way to understand how a candidate might perform is to ask how they’ve handled things in the past. That’s where behavioral interview questions play a crucial role.

Below are some examples of such questions:

• Tell me about a time you had to solve a problem with limited information.

• Describe a time you made a mistake at work. What did you do about it?

• You had conflicting viewpoints with regard to a given task with a colleague. How did you resolve it?

The questions above can give valuable insight into how a candidate handles difficult situations. Whether the issue is with regard to their work or their interaction with the people around them, it reveals their integrity and social skills.

Furthermore, when evaluating a person’s responses, look for specific and structured responses.

Red Flag: An answer that is incomplete or vague should definitely be considered a red flag, as should one that solely blames others.

Why Culture Fit Interview Questions Matter

A person’s resume might depict them as a professional and socially savvy team member. However, the reality might be different, which is why culture fit interview questions should be a part of any job interview.

Try asking:

• What kind of team environment brings out your best work?

• Was there ever a workplace requirement that made you uncomfortable?

• Did you ever find a teammate’s work habit irritating? What did you do about it?

The responses you will get to the questions above can tell you if a person will get along with your existing culture.

Pro Tip: In culture fit questions, there really is no right answer; it is more to see how well a candidate can fit in. However, you should look for consistency with your team’s communication style and values.

Questions About Change and Technology

The way work is done is changing all the time, and the major driving force behind it is technology. So it is a given that any candidate should be comfortable with change and be adaptable. From remote roles to technology being implemented in almost all departments, you need to ascertain whether a person can keep up.

Example of questions that can help you ascertain adaptability:

• Describe a time you had to quickly learn a new tool or technology. What was your approach?

• How do you stay productive when priorities shift unexpectedly?

• Have you ever worked across time zones or on a distributed team?

These don’t just test tech fluency. They reveal mindsets; someone who enjoys change, seeks learning, and communicates well across systems is more likely to succeed long-term.

Spot Interview Red Flags Before It’s Too Late

Hiring the wrong person costs time, morale, and money. Learn to recognize the signs that something’s off:

Warning signs to watch for:

• Overly polished but non-specific answers

• Avoiding eye contact (even on video)

• Lack of curiosity about your company or the role

• Interrupting or dismissing feedback

Don’t ignore your gut. If something feels off, it usually is.

Build an Interview Strategy, Not Just a List

Randomly picking questions won’t give you insight. Instead, build a structure:

1. Start with rapport-building small talk

2. Move into behavioral interview questions based on job must-haves

3. Add culture fit interview questions to gauge alignment

4. Sprinkle in adaptability and soft skill questions

5. Save time for candidate questions

A structured approach keeps interviews fair and makes comparisons easier.

Don’t Forget to Look for Growth Potential

A candidate doesn’t have to be perfect—but they should be willing to grow.

Ask:

• What skill are you currently working on?

• Tell me about a time you received constructive criticism. How did you respond?

• Where do you see yourself in two years?

This gives you a sense of ambition, humility, and coachability.

Ask Better and Hire Smarter is the Way to Go

Hiring isn’t a guessing game. The better your questions, the better your hires. A thoughtful interview strategy will save you time, lower turnover, and build stronger teams.

And if you’re ready to make the whole interview process smarter, platforms like DigitalHire can help you screen candidates using structured video interviews—giving you richer insights before the first call.

Start interviewing better.