When conducting an interview, you have to make sure you gather enough information from each candidate to determine who is the right fit. This can be stressful, but by asking good behavioral interview questions you can get the most out of your time and make sure you always find the right fit for your positions.  

  1. What do you know about our company and why do you want to work here?

While you would expect that most candidates could easily answer this question, that is not always the case. This question will help you realize what candidates are truly interested in working for your company and what candidates aren’t. Also, this question will help you get a better idea of what they’re looking for in an employer. 

  1. What skills make you the most qualified for this position?

This question allows the candidate to describe what they can bring to your team and company. You will get a better understanding of the skills they have to complete the role and can confirm that they have a correct understanding of the role. 

  1. Do you like working with a team or working alone? 

Depending on the type of work the candidate will be needing to perform in the role you are interviewing for, this question will help you learn if they are suited for the types of assignments they will receive. If the role is part of a team where most assignments are collaborative, someone who prefers to work alone might not be the right fit. 

  1. What type of work environment do you feel the most comfortable and productive in? 

You need a candidate that can thrive in your company’s existing environment. If a candidate does not feel comfortable in a fast-paced/high-energy environment and that’s how your company is, it may not be the right fit for them. Also, if a candidate prefers structure and predictability and your position requires wearing many hats, it may not be the right fit. 

  1. Why are you leaving your current position?

This question will allow you to gain more insight into the candidate’s history, while also seeing if your company can provide alternatives for any of the reasons they are leaving their current position. Also, the candidate’s ability to show respect for their previous employer gives you an idea of their professionalism. 

  1. How would your coworkers describe you?

By asking a candidate this question, you will be able to gain some insight into their soft skills and how they might work with the member of your team. While this requires knowing the strengths of your current employees, you need to make sure your candidate can complement those.

  1. When conflict arises at work how do you handle it? 

Learning the candidate’s conflict resolution abilities will show you how they’ll handle any future conflict while working for your company. Do they handle conflicts appropriately? Are they able to take accountability? Was any common ground found? Emotional intelligence is relevant in almost every position and is important to learn prior to hiring someone. 

  1. What are your long-term career goals?

This question will allow you to get a feel for how ambitious or goal-oriented the candidate is. You want to make sure that your career goals align with your company and its values. It can also reveal how long the candidate plans on staying with your company, if offered the role. 

  1. What do you enjoy doing in your free time outside of work? 

It is important to remember that you are hiring an entire person. When interviewing candidates, you want to look for someone who is able to connect with you and your team. You don’t want someone on your team who doesn’t want to connect and build relationships within your team.