4 Types of Interview Questions to Ask Candidates and Answers You Should Expect

Hiring is a difficult task. For example, there are multiple applications for one job vacancy, and you must choose only one. Is there any way to quickly skim through all of them and identify the right individual for the job?

Well, for that you need good questions. But should you be asking the same old questions that every interviewer asks and hearing the same old answers that you’ve heard a million times? It will not help you in gaining a personal understanding of the interviewee. The questions must be well-thought-out and well-reasoned.

To make things easier for you, we’ve grouped inquiries from CEOs and hiring managers across sectors. These questions will aid interviewers in the following areas:

1: Recognizing the behavior of the interviewee

2: Reading numerous candidates quickly

3: Finding the ideal candidate for the position

This list is beneficial not just for interviewers looking for questions but also for interviewees who are unsure of what to expect during their interview.

Interview questions type 1: Incentive-based

These questions help in understanding the candidate’s motivation behind joining the company. Are they interested in the job opportunity and want to gain some experience, or are they just looking for a way to make a quick buck?

1. Why should you be hired for this role?
2. How much salary do you expect?
3. What challenges are you seeking?

Answers to expect: Here, you want to expect responses that are as specific as possible. See if candidates are listing the relevant skills required for that particular job position. With that in mind, we recommend that you carefully examine if the candidate has undertaken a thorough examination of the job criteria; only then will you be able to determine whether your objectives and their objectives are compatible.

Interview questions type 2: Behavioral Interviewing

This form of interviewing method helps obtain a better understanding of the candidates’ personalities as well as learn more about how they behave in work-related situations. These questions are amongst the most crucial ones as they allow the applicants’ recent performances to be used to forecast how they will perform in future circumstances.

1. Talk about a time when you took a risk, and you succeeded.
2. Talk about a time when you failed, taking a risk.
3. Tell me about a time when you worked with a colleague who had a different personality than yours. What challenges did you face? And how did you overcome those?
4. Provide an example of a time when you had several responsibilities at once. How did you manage your time?
5. How would you describe a good workday and a bad workday?

Answers to expect: You want to check if the candidate is honest and genuine to get a sense of their true personality. Keep an eye out if they are arrogant and refuse to accept responsibility for their previous mistakes. These are their greatest days when they can show off their enthusiasm for their work. With that, are there worst days when they made a mistake or because someone else is to be blamed? Are they good at working in a group?

Interview questions type 3: Competency and Qualifications

Although most companies like to prioritize EQ and simultaneously train their employees, we can’t hire someone as a data analyst if they don’t have any related skills.

1. How are you qualified to be hired for this job role?
2. Describe your best moment related to your work.

Answers to expect: The best replies need to be specific and relevant to the job. They should give a clear idea about their past accomplishments, their hard skills, and maybe their academic background. In addition to that, make sure to check if the candidate is aware of themselves or they are providing generic answers.

Interview questions type 4: Scenario Based questions

Every company has its unique set of challenges, and they want to know if the candidate can handle them well and deliver a satisfactory performance.

1. How would you handle working with a colleague on a project with who you don’t seem to get well along?
2. What would you do if, after you have completed a task, the demands and goals have changed?
3. If you are leading a team and one of the candidates working for you does not seem to be following the instructions, what would you do?
4. How would you deal with a customer who confronts you about a mistake but, in reality, the customer has made it?

Answers to expect: This is your chance to see if the applicant can speak their opinion, as these aren’t questions to which they might have prepared answers. These questions will help you determine if the candidate is capable of dealing with challenges that may arise during their journey. Your ideal candidate should be truthful and not lie. They should be able to work together and adapt to changing circumstances.

Pirbhat Haddad

Staff Writer: Pirbhat is a digital content creator and a writer. She began her small venture at the age of 16. Although she had to quit it, she ended up learning a lot about the entrepreneurial lifestyle. Her educational background in Business administration has provided her with an adequate amount of knowledge on a vast variety of subjects. She now likes to talk about developing productive habits, succeeding with people by studying people skills as well as applying marketing strategies.