Recent News & Blog / Are You Asking the Right Interview Questions?
May 15, 2026
Bringing the right person onto your team is one of the most important decisions a manager can make. But many interviews fall short because they focus more on conversation rather than truly understanding the candidate.
The difference between a strong hire and a costly mistake often comes down to whether your interview questions uncover meaningful insight or surface level responses. Thoughtful questions reveal not just what a candidate can do, but how they think, work, and align with your organization.
A good interview question is one that:
- Is tied to the role and key competencies
- Requires a specific, detailed response
- Focuses on real experiences, not hypotheticals
- Encourage candidates to explain how they think and act
Many interviewers still rely on overused, generic, and broad questions that do not provide important insight. Interview questions should be intentional and designed to disclose something specific about the candidate.
Why behavioral interview questions matter
The most effective interview questions are behavioral, meaning they ask the candidates to describe what they have actually done in the past. This is key because past behavior is one of the strongest predictors of future performance. These questions ask candidates to provide real examples and reveal decision making, communication, and problem-solving skills.
Examples of effective behavioral questions:
- “Tell me about a time you had a conflict with a coworker. What did you do and what was the outcome?”
- “Give me an example of a time you had to think quickly to solve an unexpected problem.”
- “Describe a situation in which you had to deal with an upset customer. What did you do and what was the result?”
- “Give me an example of how you have demonstrated teamwork in the workplace.”
Behavioral questions prompt candidates to share stories which allow you to better understand how they actually perform not just how they present themselves.
Building questions around key competencies
When developing your questions make sure to identify the key competencies (problem solving, communication, adaptability, teamwork, etc.) for the position and then build your questions around those areas.
For example, if evaluating adaptability ask, “Describe a time you had to adjust quickly to change.”
Aligning interview questions with the specific demands of the role helps create a more focused and effective interview process.
Use follow-up questions to gain better insight
The first question is only a starting point and the best insight during an interview often comes from follow-up questions. When you get a vague or incomplete response ask:
- “What specifically was your role?”
- “What was the outcome?
- “What did you learn from that experience?”
- “What would you do differently?”
These follow-up questions help uncover deeper insight into a candidate’s thought process, accountability, and ability to reflect on experiences.
Keep the interview process consistent
A set of core questions should be asked consistently across candidates so that responses can be compared objectively while still allowing flexibility for follow up questions.
There are many resources available on the internet that provide sample competencies and behavioral questions to help you get started. By posing thoughtful structured interviews questions, you can make more informed, reliable, and confident hiring decisions.
Need help building a structured interview process?
By asking thoughtful, structured interview questions, you can make more informed, reliable, and confident hiring decisions.
If you have questions about this article, contact Laura Stover, SHRM-SCP, SPHR, Director of HR Advisory Services, by emailing lstover@sek.com or completing the contact form below.
SEK provides outsourced HR solutions tailored to your business needs, including the creation of employee handbooks, job descriptions, HR policies & procedures, and more. We assist with navigating employment regulations and building a well-structured, compliant work environment. Whether you're looking to supplement your current HR department or fully outsource the function, we provide personalized solutions to help you manage your workforce efficiently. Let us handle the complexities of HR, so you can focus on growing your business.