Strategic Interview Questions to ask Candidates

9 strategic Interviews 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 reveal two things: One, how successful the candidate will be in the role, and two, how the candidate’s goals, interests, and values line up with your organization.

To get you started, below are 15 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.  

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 peaked your interest in this company and in this role?

Why is this question strategic?: 

This is one of the best interview questions to ask candidates because it reveals if they did their homework and reviewed the company website and job description.

"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 can help assess their fit for the role and the company culture.

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.

4. Tell me about  a time your leadership skills made a change in the community? 

Why is this question strategic?: 

This question allows you to assess the candidate's leadership abilities in a real-world context outside of the workplace. Understanding how they've influenced and contributed to their community demonstrates qualities such as initiative, empathy, and social responsibility, which can be valuable in various professional roles.

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 community and the strategies they employed to achieve their goals. A candidate who can tell a story of their leadership experience, highlight measurable outcomes is likely to possess strong leadership potential.

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. A candidate who can provide concrete examples, quantify the results achieved, and explain the strategies they employed to achieve the reduction is likely to be a valuable asset to your team.

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. A candidate who can demonstrate a proactive approach to learning, a willingness to step outside their comfort zone, and the ability to quickly contribute to the team or project is likely to be a valuable asset to your organization.

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 can help assess their fit for long-term commitment and contribution.

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

When evaluating the candidate's response, consider their aspirations and proper alignment with what you are looking for, as well as their ability to articulate a clear and coherent plan for achieving their long term goals. A candidate who demonstrates a thoughtful approach to their career development, is likely to be a good fit for the role and the company culture.

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?: 

A candidate who has done appropriate market research will provide a reasonable range and some flexibility in terms of factoring in your organization’s benefits and equity (if applicable). An employer should also look at how a candidate can properly “sell” themselves and negotiate.