10 Best Interview Questions to Ask Candidates in 2025

Unlocking Hiring Success: The Power of the Right Questions

Finding the perfect candidate can be challenging. This listicle provides 10 powerful interview questions to help UK businesses—particularly in healthcare, hospitality, retail, and SMEs—identify top talent. These questions offer insights into candidates’ skills, experience, and cultural fit, ultimately leading to better hiring decisions and stronger teams. Learn which questions to ask to unlock your hiring success.

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1. Tell me about a challenge you faced at work and how you dealt with it

This classic interview question is a cornerstone of behavioural interviewing, a technique popularised by organisations like Development Dimensions International (DDI) and championed by companies like Google. It's designed to move beyond hypothetical scenarios and delve into a candidate's real-world experiences. By asking about a specific challenge and how they navigated it, you gain invaluable insights into their problem-solving abilities, resilience, adaptability, and overall approach to workplace difficulties. This question prompts candidates to showcase their critical thinking skills and emotional intelligence in action, providing a much clearer picture of their potential performance than simply asking, "How would you handle a challenging situation?"

This question deserves its place on the "best interview questions" list because it consistently delivers valuable information. Specifically, it's designed to:

• Assess Problem-Solving Abilities: How does the candidate approach obstacles? Do they analyze the situation methodically, or do they react impulsively?
• Evaluate Resilience and Adaptability: How do they handle setbacks and pressure? Do they persevere, or do they become easily discouraged?
• Reveal Self-Awareness and Learning Capacity: Do they reflect on their actions and identify areas for improvement?

Examples:

• Strong Answer: "In my previous role as a retail manager, we faced a sudden staff shortage during the peak holiday season. My task was to ensure smooth operations despite the reduced workforce. I created a revised rota, prioritising key tasks and cross-training existing staff to cover essential functions. I also proactively communicated with customers about potential delays, managing expectations effectively. While we experienced slightly longer wait times, customer satisfaction remained high, and we achieved our sales targets. This experience taught me the importance of contingency planning and effective communication under pressure."
• Weak Answer: "I've faced lots of challenges, like working long hours and dealing with difficult customers. I just worked hard and got through it."

Tips for Implementation:

• Listen for the STAR Method: Encourage candidates to structure their responses using the Situation, Task, Action, Result framework. This helps ensure a clear and comprehensive narrative.
• Note Responsibility vs. Blame: Do they take ownership of their role in the challenge, or do they point fingers at others?
• Assess the Substance of the Challenge: Was the described challenge truly substantial, or was it a relatively minor issue?
• Follow-up Questions: Probe deeper with questions like, "What did you learn from this experience?" or "What would you do differently next time?"
• Learn more about Tell me about a challenge you faced at work and how you dealt with it for further insights into effective interviewing techniques.

Pros:

• Reveals how candidates perform under pressure.
• Provides concrete examples of past behaviour, offering a glimpse into future workplace performance.
• Indicates self-awareness and learning capacity.

Cons:

• Well-prepared candidates may have rehearsed answers.
• Past performance isn't always indicative of future behaviour.
• Some candidates might exaggerate their contributions.

This question is particularly relevant for HR managers in Healthcare & Care, Hospitality & Retail, and SMEs, where employees frequently face unexpected situations and need to demonstrate problem-solving skills and resilience on the spot. Using this question effectively allows you to identify candidates who can thrive in dynamic and challenging environments.

2. Why do you want to work for this company?

This seemingly simple question is a powerhouse in the interview process, offering valuable insights into a candidate's motivation, preparation, and alignment with your organisation. It helps distinguish those genuinely interested in contributing to your specific company from those simply sending out mass applications. By understanding why a candidate wants to work for you, you can better predict their long-term engagement and cultural fit.

How it Works:

This question probes beyond the surface level of a CV. It requires candidates to articulate their reasons for choosing your company, demonstrating their research efforts and understanding of your values, mission, and operations. It's an opportunity for them to connect their career aspirations with what your company offers.

Examples:

Strong Answer: "I'm particularly drawn to [Company Name]'s commitment to sustainable practices, as evidenced by your recent [specific initiative, e.g., carbon neutrality pledge]. This aligns perfectly with my own values, and I'm excited by the prospect of contributing to a company that prioritizes environmental responsibility. Furthermore, I've been following your work on [specific product/project] and believe my skills in [relevant skill] could be a real asset to the team."

Weak Answer: "Your company is a well-known and respected name in the industry. I think it would be a great place to work and offer good career progression." (This response lacks specific details and demonstrates minimal research.)

Actionable Tips for Interviewers:

• Listen for specifics: Do they mention specific initiatives, products, services, company values, recent news, or cultural aspects? This demonstrates genuine interest and preparation.
• Assess value alignment: Do their expressed values resonate with your company culture? Look for overlaps and potential clashes.
• Consider career goals: Does what they're looking for in their career align with what this specific role and your company can offer? This indicates potential for long-term satisfaction and retention.
• Observe non-verbal cues: Enthusiasm is key. Pay attention to their tone of voice, body language, and overall demeanour to gauge genuine interest.

When and Why to Use This Approach:

This question is relevant for virtually all roles and industries, making it a staple in most interview settings. It's particularly valuable for:

• Healthcare & Care Organisations: Understanding a candidate's motivation for working in a caring profession is crucial. This question can reveal their commitment to patient care and alignment with your organisation's values of compassion and empathy.
• Hospitality & Retail Businesses: Enthusiasm for customer service and brand representation is essential. This question can help identify candidates who genuinely connect with your brand and are passionate about delivering excellent customer experiences.
• Small to Mid-Sized Enterprises: For smaller companies, cultural fit is often paramount. This question allows you to assess whether a candidate will thrive within your specific work environment and contribute positively to the team dynamic. It's particularly insightful for in-house HR teams looking to build strong, cohesive teams.

Pros:

• Identifies candidates who have invested time in researching your company.
• Reveals which aspects of your company genuinely resonate with candidates.
• Helps assess cultural fit and potential for long-term engagement.
• Differentiates serious applicants from those casually applying to numerous jobs.

Cons:

• Candidates may provide generic, pre-prepared answers.
• It can be challenging to distinguish genuine enthusiasm from well-rehearsed responses.
• Candidates with limited research opportunities (e.g., due to time constraints or limited access to information) may be unfairly disadvantaged.

Popularised By:

This question is a standard component of traditional interview processes. Its importance is also highlighted in Lou Adler's performance-based hiring methodology, which emphasises understanding candidate motivation and fit.

This question's power lies in its simplicity. By asking "Why us?", you gain a crucial understanding of a candidate's drive, their perceived value alignment, and their potential to become a long-term, contributing member of your team. This makes it a deserving and essential component of any effective interview process.

3. Describe a time when you failed and what you learned from it

This classic interview question is a powerful tool for uncovering a candidate's self-awareness, resilience, and capacity for growth. It probes beyond the polished CV and reveals how a candidate responds to setbacks, learns from mistakes, and adapts their behaviour. By asking candidates to recount a genuine failure, you gain valuable insights into their character, problem-solving approach, and potential for future success within your organisation.

This question works by prompting candidates to reflect on a past experience where they didn't achieve their intended outcome. The focus isn't on the failure itself, but rather on the candidate's response to it. Did they take responsibility? What specific lessons did they learn? How did they apply those lessons moving forward? These are the key indicators that help you assess their suitability for the role. For example, a strong answer might involve a candidate describing a missed deadline on a project, acknowledging their role in the delay (perhaps poor time management or ineffective communication), outlining the steps they took to rectify the situation, and explaining how they've since improved their organisational skills. A weak answer would be a vague or superficial description of a "failure" that is actually a success story in disguise or one where the candidate deflects blame entirely onto external factors.

Features and Benefits:

• Tests self-awareness and humility: Reveals how well candidates understand their strengths and weaknesses.
• Assesses learning capacity and growth mindset: Indicates their ability to adapt and improve.
• Reveals accountability: Shows whether they take ownership of their mistakes.
• Evaluates resilience after setbacks: Demonstrates how they bounce back from challenges.

Pros:

• Shows candidate's ability to self-reflect.
• Reveals honesty and integrity.
• Demonstrates capacity for growth.
• Indicates how they might handle future failures.

Cons:

• Candidates may be reluctant to share real failures, particularly in interview settings.
• You might receive sanitised stories with minimal risk, obscuring true learning experiences.
• Cultural differences in discussing failure can impact responses. For example, candidates from some backgrounds may be more hesitant to openly discuss mistakes.

Actionable Tips for UK Hiring Managers:

• Watch for candidates who take ownership versus blame others. This is a crucial indicator of accountability and maturity.
• Note the significance of the failure they choose to share. A relatively minor setback can reveal as much about a candidate's character as a major one.
• Evaluate the depth of their reflection and learning. Superficial answers suggest a lack of genuine self-awareness.
• Consider whether they implemented changes based on their learning. This demonstrates a commitment to continuous improvement.

This question is particularly relevant in today's fast-paced and ever-changing business environment. The ability to learn from mistakes is essential for success in any role, especially within dynamic sectors like healthcare, hospitality, retail, and SMEs where adaptability is key. You can learn more about Describe a time when you failed and what you learned from it. This approach has been popularised by the work of Carol Dweck on growth mindset, Ray Dalio's "Principles" which emphasises learning from mistakes, and Reed Hastings' Netflix culture of honesty about failures, proving its value in building resilient and successful teams. This question deserves a place in your interview repertoire because it offers invaluable insights into a candidate's potential for growth and their ability to contribute to a culture of continuous improvement within your UK-based organisation.

4. Where do you see yourself in five years?

This classic interview question, "Where do you see yourself in five years?", remains a valuable tool for assessing a candidate's career ambitions, self-awareness, and potential fit within your organisation. While it might seem a bit dated, it continues to offer insights into a candidate's long-term thinking and how the role aligns with their broader career trajectory, particularly relevant for UK businesses looking for employee retention in a competitive market. This question helps you gauge whether the candidate is likely to stay and grow with your company or move on quickly.

How it works: This question prompts candidates to articulate their professional aspirations and how they envision their career unfolding over the next five years. It's not about getting a precise prediction, but rather understanding their thought process, ambition level, and whether their goals align with the opportunities available within your company. This is crucial for roles in healthcare, hospitality, retail, and SMEs where long-term staff stability contributes significantly to service quality and organisational success.

Examples:

• Strong Answer: "In five years, I hope to have developed my skills in [relevant skill area] and taken on more responsibility within the team. I'm particularly interested in the [specific area of company growth] you mentioned, and I see this role as a strong foundation for moving into a [more senior role/specialised area] within your organisation." This response demonstrates ambition, alignment with the company's direction, and a realistic progression path.
• Weak Answer: "I'm not really sure. Maybe managing a team? Or perhaps something completely different." This vague answer suggests a lack of career planning and limited understanding of the role or company. Similarly, overly ambitious responses that are unrealistic within the company's structure (e.g., "I want to be CEO") can also be a red flag.

Actionable Tips for Interviewers:

• Alignment is Key: Listen for how the candidate's goals align with realistic opportunities within your company. For example, a candidate applying for a junior role in a care home expressing a desire to manage a care facility within five years shows ambition aligned with a potential career path.
• Reasonable Timeline: Consider the candidate's timeline. Does it seem achievable given the typical career progression within your organisation? For retail roles, a desire to move from sales assistant to store manager within five years could be realistic depending on the business structure.
• Research Matters: Has the candidate researched potential growth paths within your organization? Their answer will reveal whether they've thought about how this role fits into their broader career narrative.
• Balance of Ambition and Realism: Look for a balance between ambition and realism. While you want driven individuals, overly inflated expectations can be a sign of unrealistic self-assessment. This is particularly relevant for SMEs where growth trajectories can be more limited than in larger corporations.

Pros:

• Indicates Candidate's Thoughtfulness: Reveals how seriously they've considered their career path.
• Assesses Fit: Helps determine if your company can satisfy their ambitions, improving retention potential.
• Shows Longevity Potential: Indicates whether they see a future with your organisation.
• Reveals Leadership Aspirations: Can highlight candidates with management potential.

Cons:

• Rehearsed Answers: Candidates may provide prepared responses that lack authenticity.
• Exaggerated Responses: The question can encourage unrealistic or inflated portrayals of ambition.
• Non-Linear Careers: Traditional career paths are less common, making long-term predictions challenging.

Why this question deserves its place on the list: Despite its potential drawbacks, "Where do you see yourself in five years?" remains a powerful tool for gaining insight into a candidate’s long-term goals and their compatibility with your organisation. For HR managers in SMEs and sectors like healthcare and hospitality, where staff retention is vital, this question helps identify individuals who are likely to invest in their roles and contribute to the long-term success of the business. While career paths are increasingly non-linear, this question still prompts valuable discussion about ambition, planning, and alignment with company opportunities. It's a question popularised by traditional corporate processes and even highlighted in career guides like Richard Bolles' "What Color Is Your Parachute?", proving its enduring relevance in the recruitment landscape.

5. Tell me about a time you demonstrated leadership

This question, "Tell me about a time you demonstrated leadership," is a powerful tool for uncovering leadership potential in candidates, regardless of their previous job titles or experience. It moves beyond simply asking about management experience and delves into how a candidate influences others, takes initiative, and handles responsibility. This provides valuable insights into their potential as future leaders within your organisation, whether that's leading a team, a project, or simply influencing colleagues in their day-to-day work.

This question deserves a place on your list because it helps identify individuals who embody leadership qualities, even if they haven't held formal leadership roles. This is especially crucial for SMEs and growing businesses where employees may need to wear multiple hats and step up to lead in various situations. In sectors like healthcare, hospitality, and retail, where teamwork and initiative are vital, identifying these inherent leadership traits becomes even more critical.

Features and Benefits:

• Assesses leadership capabilities beyond formal titles: Uncovers leadership potential in individuals who might not have management experience, such as entry-level candidates or those in more individual contributor roles.
• Examines influence and persuasion skills: Reveals how a candidate motivates and inspires others, crucial for team cohesion and achieving organisational goals.
• Tests initiative-taking: Identifies individuals who proactively identify challenges and take ownership of solutions, valuable in fast-paced environments.
• Evaluates team collaboration abilities: Demonstrates how a candidate works within a team, contributes to collective success, and potentially resolves conflicts.

Pros:

• Reveals leadership potential in non-managers: Allows you to spot future leaders early on, even in entry-level hires.
• Shows how candidates motivate others: Provides insights into their leadership style and ability to inspire colleagues.
• Demonstrates conflict resolution abilities: Can highlight how they handle disagreements and navigate challenging interpersonal dynamics.
• Indicates comfort with responsibility: Shows their willingness to take ownership and be accountable for outcomes.

Cons:

• Some candidates may not recognise informal leadership examples: Especially junior candidates or those in highly structured roles. Encourage them to think broadly about situations where they influenced outcomes.
• Can disadvantage introverted candidates with different leadership styles: Be mindful that leadership doesn't always mean being outspoken. Look for examples of influence through other means, such as thoughtful problem-solving or mentorship.
• May receive rehearsed stories: Probe deeper with follow-up questions to assess the authenticity of their examples and understand their specific contributions.

Examples:

Strong answer: "In a recent project, we faced a tight deadline and dwindling morale. I noticed team members struggling with the workload and feeling overwhelmed. I took the initiative to organise a brainstorming session to identify bottlenecks and propose solutions. We collectively redesigned the workflow, redistributed tasks based on individual strengths, and implemented a daily check-in system to track progress and offer support. As a result, we not only met the deadline but also exceeded our initial target by 15%, and the team felt more empowered and engaged." (This demonstrates initiative, collaboration, problem-solving, and measurable results.)

Weak answer: "I managed a team of five people and ensured they completed their daily tasks on time." (This describes routine management, not leadership.)

Actionable Tips for Interviewers:

• Look for examples of persuasion rather than authority: How did they influence others without relying on their position or title?
• Note situations where they took initiative without being asked: This shows proactiveness and a sense of ownership.
• Evaluate how they motivated or inspired others: Did they foster collaboration, boost morale, or offer support?
• Consider whether they focus on team success or personal achievement: True leaders prioritise collective goals.
• Ask follow-up questions to explore the situation in more detail: For instance, "What were the challenges you faced in implementing this change?" or "How did you address resistance from other team members?"

This method, popularised by leadership experts like Jim Collins and Simon Sinek, as well as research like Google's Project Oxygen, provides a valuable framework for evaluating leadership potential. By focusing on behaviours and impact rather than titles, you can identify candidates who are ready to lead and contribute to the growth of your organisation.

6. What's your greatest professional achievement?

This question is a powerful tool in any interviewer's arsenal, offering a glimpse into a candidate's values, definition of success, and the tangible impact they've made in previous roles. By asking about their proudest professional moment, you move beyond hypothetical scenarios and gain concrete evidence of their capabilities and potential contributions to your organisation. This helps you assess not just what they say they can do, but what they have done.

This question deserves its place on the list because it offers a wealth of information in a concise format. It reveals a candidate's priorities, demonstrates proven capabilities, and shows the level of impact they've had in past roles. This is particularly valuable for UK businesses, from healthcare organisations to high-street retailers, as it helps predict a candidate's potential future performance.

Features and Benefits:

• Highlights candidate's proudest work moments: This provides authentic insight into what truly motivates and drives them.
• Reveals values and priorities: Understanding what a candidate considers a significant achievement reveals their professional values and what they strive for.
• Demonstrates proven capabilities: It showcases their skills and abilities through real-world examples, not just theoretical knowledge.
• Shows level of impact in previous roles: This helps gauge the scale of their contributions and their potential impact on your team.

Pros:

• Gives concrete evidence of abilities: Moves beyond hypothetical answers to showcase tangible accomplishments.
• Indicates what motivates the candidate: Helps determine if their drivers align with your company culture and goals.
• Helps predict potential contributions: Past performance can be a good indicator of future success.
• Reveals professional values: Offers insight into their work ethic, priorities, and overall approach to their career.

Cons:

• Success definitions vary widely between industries and roles: Comparing achievements across different sectors can be challenging. For example, a significant achievement for a care worker might look very different from that of a retail manager.
• May favour candidates from resource-rich environments: Candidates from larger organisations might have had access to more resources and opportunities, potentially leading to seemingly "bigger" achievements. Be mindful of this potential bias.
• Recent graduates may have limited professional achievements: Adapt the question for entry-level candidates, perhaps focusing on academic achievements or significant personal projects.

Examples:

Strong answer: "In my previous role as a Head Chef, I implemented a new inventory management system that reduced food waste by 15% within six months, saving the restaurant £5,000. This was particularly challenging because it required retraining the entire kitchen staff, but I was determined to improve our sustainability and efficiency. I’m proud of the positive impact this had on both the business and the environment." This answer is strong because it provides a specific achievement with measurable impact (15% reduction, £5,000 saving), outlines the challenges overcome (retraining staff), and explains the personal significance (pride in the impact).

Weak answer: "I was a good team player and achieved good results." This lacks specifics and quantifiable results, making it difficult to assess the actual contribution.

Tips for Interviewers:

• Look for quantifiable results and specific impact: Encourage candidates to provide numbers and data to support their claims.
• Note whether the achievement aligns with your company needs: Does the achievement demonstrate skills and experience relevant to the role and your organisation's objectives?
• Evaluate the complexity of the achievement: Consider the context and challenges faced by the candidate.
• Consider the level of enthusiasm when they discuss it: Genuine passion and pride in their accomplishment is a positive sign.

Popularised By: This question is a standard component of structured behavioral interviewing frameworks and is featured in Laszlo Bock's 'Work Rules!', a book about hiring practices at Google. This underlines its effectiveness in identifying high-potential candidates.

7. How do you handle conflict with colleagues?

This question is crucial for assessing a candidate's interpersonal skills, emotional intelligence, and conflict resolution abilities. Understanding how a potential employee navigates disagreements is essential for maintaining a positive and productive team environment, particularly in sectors like healthcare, hospitality, retail, and SMEs where teamwork is paramount. It helps predict how they'll contribute to the overall workplace dynamic and minimise disruptive conflicts.

How it Works:

The question prompts candidates to describe their approach to conflict, revealing their preferred communication style, problem-solving skills, and emotional regulation under pressure. It allows you to gauge their maturity and professionalism in challenging interpersonal situations. By asking for specific examples, you can gain insight into their practical experience and evaluate the effectiveness of their strategies.

Examples of Successful Implementation:

Strong Answer: "In a previous role, a colleague and I disagreed on the best approach for a marketing campaign. I first listened carefully to their perspective and acknowledged their concerns. Then, I explained my reasoning and suggested we combine elements of both our ideas to create a stronger strategy. We discussed the pros and cons of each approach and ultimately reached a compromise that benefited the project. We continued to work well together afterwards." This response demonstrates active listening, empathy, a solution-oriented approach, and the ability to maintain professional relationships.

Weak Answer: "I generally avoid conflict. I just try to do my job and stay out of everyone's way." or "I tell them they’re wrong and explain why my way is better." These responses suggest an inability to address conflict constructively and raise concerns about potential communication issues and lack of collaboration.

Actionable Tips for Interviewers:

• Listen for active listening and empathy: Do they prioritise understanding others' perspectives before reacting?
• Note whether they focus on blame or solutions: Are they concerned with finding fault or resolving the issue?
• Evaluate their ability to see multiple perspectives: Can they acknowledge the validity of viewpoints different from their own?
• Consider whether they maintain relationships after conflicts: Do they prioritise preserving professional relationships, even after disagreements?
• Assess if they escalate appropriately when needed: Do they recognise when a conflict requires intervention from a manager or HR?

When and Why to Use This Approach:

This question is valuable in almost any interview, but especially crucial for roles requiring significant teamwork, customer interaction, or high-pressure situations. This is particularly relevant for healthcare and care organisations, hospitality and retail businesses, and SMEs where employees frequently interact with colleagues and customers. In these settings, effective conflict resolution is vital for maintaining smooth operations and a positive work environment.

Features and Benefits:

• Assesses emotional intelligence: Reveals the candidate's self-awareness, self-regulation, and social skills.
• Tests communication during difficult situations: Demonstrates their ability to communicate clearly and effectively under pressure.
• Examines relationship-building skills: Shows their capacity to build and maintain positive professional relationships.
• Reveals maturity and professionalism: Indicates their ability to handle challenging interpersonal situations with composure and respect.

Pros:

• Indicates how they'll handle inevitable workplace tensions.
• Shows self-awareness and emotional regulation.
• Reveals communication style under pressure.
• Demonstrates ability to maintain professional relationships.

Cons:

• Candidates may provide idealised rather than realistic responses.
• Cultural differences in conflict management approaches may influence answers. Be mindful of the diverse cultural landscape in the UK.
• Past conflicts may not represent current conflict resolution skills.

Popularised By:

This approach to understanding conflict resolution draws upon established frameworks such as Daniel Goleman's work on emotional intelligence, the Crucial Conversations training methodology, and the Harvard Negotiation Project's principles of conflict resolution.

This question deserves its place on the list because it provides valuable insights into a candidate's soft skills, which are essential for successful teamwork and a harmonious workplace environment. It goes beyond technical skills and delves into the interpersonal dynamics that significantly impact team performance and overall organisational culture.

8. Describe a situation where you had to work with a difficult person or team

This interview question, "Describe a situation where you had to work with a difficult person or team," is a powerful tool for assessing a candidate's interpersonal skills and conflict resolution abilities. It delves into their experience navigating challenging collaborations and provides valuable insights into their adaptability, patience, and overall effectiveness within a team setting. This is particularly crucial for roles in healthcare, hospitality, retail, and SMEs where teamwork and strong interpersonal dynamics are essential for success.

This scenario-based question works by prompting candidates to recall a specific instance where they faced interpersonal difficulties in a professional setting. By analysing their response, you can gain a clearer understanding of their:

• Adaptability to different work styles: Can they adjust their approach to collaborate effectively with individuals who have contrasting personalities or preferences?
• Patience and diplomacy: Do they maintain composure and professionalism when faced with frustrating behaviours or disagreements?
• Communication across differences: How do they navigate difficult conversations and ensure clear, respectful communication, even under pressure?
• Strategies for difficult collaborations: Do they employ proactive strategies to address challenges, such as seeking clarification, finding common ground, or escalating issues when necessary?

Examples:

Strong answer: "In a previous project, I worked with a team member who was very critical of others' ideas and often dominated discussions. Rather than confronting them directly, I started focusing on actively listening to their concerns and acknowledging their contributions. I then made a conscious effort to create space for other team members to share their perspectives, asking specific questions to draw them out. This helped balance the discussion and ultimately led to more inclusive and productive team meetings." This response demonstrates adaptability, active listening, and a focus on solutions.

Weak answer: "My last team was full of lazy people who never pulled their weight. I ended up doing most of the work myself because I couldn't rely on them." This response lacks specific examples, focuses on blaming others, and fails to demonstrate any attempt at resolution or adaptation.

Tips for Evaluating Responses:

• Objectivity: Assess how objectively the candidate describes the difficult person or team. Avoid candidates who overly criticise or blame others without acknowledging their own role in the situation.
• Adaptation Strategies: Pay attention to the specific strategies they employed to adapt to the challenging dynamic. Did they proactively try different approaches or simply expect others to change?
• Empathy: Look for signs of empathy and understanding towards the difficult person's perspective. Did they try to understand the underlying reasons for the challenging behaviour?
• Professionalism: Did the candidate maintain a professional demeanour throughout the situation, even when faced with frustration or disagreement?
• Solution-Oriented Approach: Did they focus on finding solutions to the challenges or primarily dwell on complaints?

Why this Question Matters:

This question is valuable because it goes beyond hypothetical scenarios and reveals how a candidate has actually handled interpersonal difficulties in the past. It offers a glimpse into their emotional maturity, conflict resolution skills, and overall suitability for your team's dynamic. In sectors like healthcare, where teamwork is paramount for patient safety and well-being, and in customer-facing roles within hospitality and retail, this question can be particularly insightful. For smaller businesses with limited HR resources, this question can be a crucial tool in identifying candidates who will thrive within the existing team dynamic.

Popularised by: This focus on team dynamics and interpersonal effectiveness has been popularised by thought leaders like Patrick Lencioni (author of "The Five Dysfunctions of a Team"), Google's Project Aristotle research on effective teams, and various personality-based team development methodologies like DiSC. These frameworks highlight the importance of addressing interpersonal challenges for building high-performing teams.

9. What's your biggest weakness?

This classic interview question, "What's your biggest weakness?", aims to assess a candidate's self-awareness, honesty, and growth mindset. While seemingly straightforward, it provides valuable insights into how candidates handle vulnerability, reflect on their shortcomings, and actively pursue self-improvement. These qualities are crucial for adaptability and success in today’s dynamic workplace environments, particularly in demanding sectors like healthcare, hospitality, and retail. This is why it remains a staple in interviews across various industries, from small businesses to larger enterprises with dedicated HR teams.

This question works by prompting candidates to identify a genuine area for development. Ideally, the response should go beyond simply naming a weakness. It should also detail the steps they are taking to address it, demonstrating a proactive approach to personal and professional growth. This reveals not only their self-awareness but also their commitment to continuous improvement – a highly desirable trait for any employee.

Examples:

Strong Answer: "I sometimes struggle with public speaking, particularly in larger groups. To improve, I've joined a local Toastmasters group and have been actively participating in their workshops and practice sessions. I've already noticed a significant increase in my confidence and ability to articulate my thoughts clearly." This example demonstrates self-awareness, a specific weakness that isn't critical for most roles, clear steps taken for improvement, and evidence of progress.

Weak Answer: "I work too hard" or "I'm a perfectionist." These responses are classic examples of disguising strengths as weaknesses and often come across as inauthentic and lacking in genuine self-reflection.

Tips for HR Managers and Interviewers:

• Look for genuine weaknesses: Be wary of clichéd answers or strengths disguised as weaknesses. Probe further if you suspect a candidate isn't being entirely honest.
• Note improvement efforts: Pay close attention to the specific steps a candidate has taken to address their weakness. This shows initiative and a commitment to growth.
• Evaluate relevance to the role: Consider whether the mentioned weakness would significantly impact their ability to perform the job effectively. For example, a minor aversion to public speaking might not be a deal-breaker for a data entry clerk but could be problematic for a sales representative.
• Assess comfort with vulnerability: A candidate's ability to discuss their weaknesses appropriately demonstrates maturity and professionalism. However, be mindful of candidates who are overly self-critical or negative.
• Consider alternatives: While "What's your biggest weakness?" is a common question, some find it outdated. Laszlo Bock, former SVP of People Operations at Google, suggests a more nuanced approach: "Tell me about a time you received difficult feedback." This approach can elicit more specific and insightful responses. Learn more about What's your biggest weakness?

Pros:

• Shows capacity for honest self-assessment
• Reveals improvement orientation
• Demonstrates maturity and self-awareness
• Indicates comfort with vulnerability

Cons:

• Often receives rehearsed, inauthentic answers
• Candidates may disguise strengths as weaknesses
• Can create awkwardness that doesn't necessarily reflect job performance

This question deserves its place on the list because, despite its potential drawbacks, it can offer valuable insights into a candidate’s character, self-awareness, and potential for growth. When used effectively and evaluated thoughtfully, it can help you identify candidates who are not only skilled but also possess the crucial soft skills needed to thrive in your organisation.

10. Why are you leaving your current job?

This seemingly straightforward question is a powerful tool for gaining insight into a candidate's motivations, career decision-making process, and overall professionalism. It helps you understand whether they are actively seeking growth and new opportunities or simply running away from problems in their current role. For UK businesses, particularly in healthcare & care, hospitality & retail, and SMEs with in-house HR teams, understanding these motivations is crucial for making informed hiring decisions and reducing staff turnover.

How it Works:

By asking "Why are you leaving your current job?", you're prompting the candidate to articulate their reasons for seeking a change. This allows you to assess several key factors:

• Career Decision-Making: Do they have a clear sense of their career trajectory and how this move fits into their long-term goals? Are they making proactive choices or reacting to negative situations?
• Professional Values and Priorities: What are they looking for in a new role? Is it better work-life balance, increased responsibility, professional development, or higher pay? Understanding their priorities helps you determine whether your organisation is a good fit for their needs.
• Honesty and Professionalism: How do they speak about their current employer? Even if they have legitimate grievances, a professional candidate will frame their responses constructively and avoid negativity or personal attacks.
• Potential Issues from Previous Employment: While candidates may not explicitly reveal problems, their responses can offer clues about potential difficulties, such as conflicts with colleagues, lack of recognition, or dissatisfaction with management styles.

Examples:

Strong Answer: "While I've enjoyed my time at my current company and learned a great deal, I'm now looking for an opportunity with more leadership responsibilities, which aligns with my long-term career goals. This role at [Your Company] particularly excites me because of [Specific reason related to the role/company]." This response focuses on growth and opportunity, demonstrating ambition and a clear career direction. It also shows they've researched your company and the role.

Weak Answer: "My boss is terrible, and my colleagues are constantly undermining me. I just can't stand working there anymore." This response is unprofessional, focuses on negativity, and raises red flags about the candidate's ability to handle workplace challenges constructively.

Tips for UK Employers:

• Watch for Negative Patterns: If a candidate consistently blames external factors for leaving previous roles, it could indicate a lack of self-awareness or an inability to take ownership.
• Note Level of Professionalism: How they discuss their current employer is a strong indicator of their overall professionalism and maturity.
• Evaluate Motivation: Are they moving towards opportunity or away from problems? Ideally, you want candidates who are motivated by growth and new challenges.
• Alignment with Your Role: Do their stated reasons for leaving align with what your role offers? If they're seeking work-life balance and your role requires long hours, it may not be a good fit.
• Assess Self-Awareness: Does the candidate demonstrate an understanding of their strengths, weaknesses, and career progression?

Pros:

• Indicates what motivates their job changes
• Reveals what they value in employment
• Shows professionalism when discussing former employers
• Helps identify potential flight risks or negative patterns

Cons:

• May receive sanitised answers that hide real reasons
• Candidates in difficult situations may struggle to be honest
• Cultural nuances in the UK might influence how candidates discuss employer criticism. Be mindful of this and probe gently if necessary.

Why this question deserves its place in the list:

This question is a cornerstone of effective interviewing. It provides crucial insights into a candidate's motivations, professionalism, and career goals. By understanding why someone is leaving their current role, you can make a more informed decision about whether they are the right fit for your organisation and contribute to a positive and productive work environment. This is especially valuable for UK businesses operating in sectors with high turnover rates, such as healthcare, hospitality, and retail. By understanding candidate motivations, you can improve retention and build a stronger team. This approach is a standard component of traditional interview processes and aligns with performance-based hiring methodologies, like Lou Adler's, which emphasise understanding career motivation.

Top 10 Interview Questions Comparison

Hiring Smarter, Not Harder: Streamlining Your Process

This article has explored ten powerful interview questions designed to help you delve deeper than surface-level responses and uncover the true potential within each candidate. From understanding how they handle challenges and failures to gauging their leadership skills and career aspirations, these questions provide a framework for more insightful interviews. Remember, the key takeaways here are to listen actively, probe for specifics, and assess how each candidate's values align with your organisation's culture. By focusing on these key areas, you'll be better equipped to identify individuals who possess not only the necessary skills but also the right attitude and fit for your team.

While building a strong team is paramount, it’s equally important to understand the legal landscape surrounding employment. When interviewing candidates, it's crucial to also consider the legal aspects of employment, especially as you consider long-term team building and potential future changes.

Implementing these strategies will lead to more informed hiring decisions, reduced staff turnover, and ultimately, a more productive and engaged workforce. Ready to elevate your recruitment process?

 SeeMeHired offers a comprehensive platform that complements these best-practice interview questions, helping you manage applications, schedule interviews, and track candidate progress. Explore SeeMeHired today and transform your approach to finding the perfect fit for your team.