Strategic Interview Questions to ask Candidates

9 strategic interview questions to ask candidates

Asking the right candidate interview questions is essential to hiring someone who not only has the required skills and experience but also whose career aspirations match what your organization can offer.

You have a short amount of time to speak with someone, so your questions should yield answers that help you understand two things: One, the candidate’s relevant experience, and two, what they are looking for and what your organization can offer.

To get you started, below are 9 strategic interview questions to ask candidates throughout various stages of the interview process, whether you're a recruiter or a member of the hiring team.  

Choose a core set of questions that matches the role’s job-related competencies. The U.S. Office of Personnel Management (OPM) describes structured interviews as assessing those competencies through past behavior or hypothetical situations: all candidates are asked the same predetermined questions in the same order, and responses are evaluated using the same rating scale and standards for acceptable answers. Agree on role criteria and rating standards before interviewing, then record brief notes on each candidate’s specific actions and outcomes against those criteria. Treat questions about motivation, development, departure reasons and compensation as expectations discussions, not competency scores.

1. Can you walk me through your resume? 

Why is this question strategic?: 

"This question seems straightforward, but candidates can struggle telling their story and how it relates to the role they are interviewing for," says Andy Pietromonaco, Senior Recruiter at SeekOut. "This question assesses how well-versed the candidate is in their field, how much research they have done about the company and the role, and how well they can craft their response to an audience."

What to look for in a candidate’s answer? 

Andy says to listen for the candidate’s ability to concisely provide a career summary. They should be able to highlight bullet points of their experience and directly align them with what's listed in the job description.  

‍2. What piqued your interest in this company and in this role?

Why is this question strategic? 

This question helps you understand the candidate’s stated interest in the company and role, and what they understand about the work.

"If they are unable to articulate why they want the job at your company, it will create issues during the offer stage," says Andy. "It's possible they may be overlooking details of the role itself and solely looking at the compensation package."

What to look for in a candidate’s answer? 

They should understand what the organization does at least at a surface level and what got them to apply. They should also be able to describe why the role is compelling based on their experience and current situation. This also gives the interviewer any insight on why they are leaving their current role and what they are looking for in this position.

3. Tell me about a time you worked in a team?

Why is this question strategic? 

This question provides valuable insight into the candidate's ability to collaborate effectively with others, which is often crucial in many work environments. Understanding how they navigate team dynamics, communicate with colleagues, and contribute to collective goals gives you examples to discuss against the role’s teamwork requirements.

What to look for in a candidate’s answer? 

When evaluating the candidate's response, look for examples where they demonstrate strong teamwork skills, such as effective communication, active listening, and cooperation. Assess how they handle challenges within the team and resolve conflicts.

Try this follow-up: “What did you personally do to help the team address the challenge, and what happened as a result?”

4. Tell me about a time your leadership made a difference at work or in your community?

Why is this question strategic? 

This question lets you explore a relevant leadership example from work or a community setting. Their example can help you discuss initiative, empathy and social responsibility in that setting.

What to look for in a candidate’s answer? 

When evaluating the candidate's response, consider several key factors. Look for examples where they demonstrate effective leadership skills and driving positive change. Assess the scope and scale of the impact they've had on the project or community and the strategies they employed to achieve their goals. Look for a clear account of their personal contribution and any measurable outcomes.

5. Tell me about a time you reduced time or cost?

Why is this question strategic? 

This question helps assess the candidate's ability to identify efficiencies and drive improvements. Understanding how they have contributed to reducing time or costs demonstrates their problem-solving skills, resourcefulness, and ability to add value to the organization.

What to look for in a candidate’s answer? 

When evaluating the candidate's response, look for evidence of their analytical thinking and creativity in finding solutions to optimize processes or operations. Assess the specific actions they took to achieve the reduction in time or costs, such as streamlining workflows, implementing new technologies, or negotiating better deals. Additionally, consider the impact of their efforts on the overall performance or bottom line of the project, department, or organization. Ask them to quantify the time or cost reduction and explain how their actions contributed to that result.

6. Tell me about a time you had to learn something quickly

Why is this question strategic? 

This question assesses the candidate's ability to adapt and acquire new skills or knowledge efficiently, which is essential in dynamic work environments. Understanding how they approached and tackled learning challenges can provide insights into their problem-solving abilities, resilience, and willingness to take on new responsibilities.

What to look for in a candidate’s answer? 

When evaluating the candidate's response, look for evidence of their ability to rapidly absorb information, apply new concepts, and adapt to unfamiliar situations. Assess the specific steps they took to expedite the learning process, such as seeking out resources, asking questions, or leveraging previous experience. Additionally, consider the outcome of their learning efforts and the impact it had on achieving their goals or overcoming challenges. Look for a proactive approach to learning, how they tackled unfamiliar work and how they applied new knowledge to contribute to the team or project.

7. Where do you see yourself in the next 5 years? 

Why is this question strategic? 

This question provides insights into the candidate's long-term goals, aspirations, and alignment with the organization. Understanding their ambitions and plans for professional growth helps you discuss which development opportunities the role can offer.

What to look for in a candidate’s answer? 

Listen for the skills or responsibilities they want to develop and ask what opportunities matter to them. Discuss what the role can realistically offer and where their interests differ from those opportunities.

8. Why did you leave your previous role and how are you assessing your new role? 

Why is this question strategic?: 

This offers an opportunity to address why your organization is a good fit for the candidate based on what they’re looking for. You can take the candidate’s answer to the hiring team so they can address these points in the interview. "Interviewing is a two-way street," says Christina Vidauri, Senior Technical Recruiter at SeekOut. "You want the candidate to learn as much as possible about your organization and ensure all their questions are answered throughout the process."

What to look for in a candidate’s answer?

There are no right or wrong answers, but concerns may arise if they don’t mention anything related to the company values, culture, or role. "They may be looking for any job, not necessarily one with your organization," Christina says. "As a recruiter, you can take this context to internal stakeholders about extending the offer to the candidate."

9. What are your compensation expectations given what you have just learnt? 

Why is this question strategic? 

This is among the most basic interview questions to ask candidates if you’re the recruiter or hiring manager. "I want to have a transparent conversation up front," says Christina. "This question is not about pinning down a number. Instead, it allows me to determine if we’re within range and explain the organization's compensation philosophy and structure."

What to look for in a candidate’s answer?: 

Share the employer’s compensation range and explain the relevant components, such as benefits and equity (if applicable). Ask what the candidate expects from the package, then clarify any differences between their expectations and what the organization can offer. Keep this discussion focused on expectations rather than treating negotiation style or willingness to compromise as evidence of job capability.