While it’s essential to cover a tech candidate’s hard skills and experience in a job interview, these data points can’t paint the full picture of someone’s potential. If hiring decisions are based solely on numbers—years of experience and/or education, total certifications, and so on—managers may end up with someone who’s a poor fit in important ways (or overlook genuine superstars).
Delving into a broader range of topics and asking some out-of-the-box questions can help interviewers ensure a new tech hire isn’t just qualified, but “just right.” Below, members of Forbes Technology Council share insightful topics they cover during candidate interviews and the important information asking the right questions can reveal.
1. Significant Challenges Faced
I ask each candidate about a significant challenge they have faced, as the answer reveals their problem-solving abilities, resilience, communication skills, self-awareness and cultural fit. It also helps me understand not only their achievements, but also their work approach, which is vital for aligning with our team and our company’s values. – Roberto Lopez, BankUnited
2. Missteps And Lessons Learned
I often ask candidates to describe a situation they faced in their most recent role that they wish they had handled differently. The ability to reflect on past experiences and learn from them is a key driver for growth. Candidates who can articulate a genuine story tend to be self-aware, humble and reflective, traits that we value in new hires. – Sara Xi, Rubicon Carbon
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3. Leadership Experience
“Tell me about a time you led a group in a challenging, ambiguous situation without formal authority. How did you approach it, and what was the outcome?” This question uncovers a candidate’s resilience and adaptability and reveals how they handle leadership without power, ownership and teamwork with diverse groups. It gives me insight into their communication skills and how they navigate ambiguity, influence others and build rapport. – Shyam Alok, Object Technology Solutions, Inc.
4. Dealing With (And Defending) Disagreement
“Describe a time when you disagreed with a decision at work. How did you handle it, and what was the outcome?” Learning how a candidate deals with disagreements gives me a window into their conflict resolution and communication skills and emotional intelligence, as well as their professionalism and ability to navigate difficult situations. – Kevin Gu, Bays Technology
5. Professional Accomplishments
“What would you consider to be your most significant professional accomplishment?” This question helps me understand what they consider significant (their values), how they measure progress and whether they can articulate the circumstances, challenges, obstacles and results succinctly and clearly. Was this their accomplishment, or were they riding the wave of the person you really want to hire? – Wade Burgess, Velocity Global
6. Daily Routines
“Did you put the cap back on the toothpaste this morning? Why or why not?” There is no “right” answer, but the ensuing conversation is full of revelations. It tests their memory and their ability to create and follow a process (“cap on” or “cap off” doesn’t matter). It reveals their responsibility, honesty and confidence. It shows how they prioritize things (can they explain why it is or isn’t important?). And I get to see if they can have a little fun at work. – Punit Shah, EZ Texting
7. How They Spend Their Free Time
One of my favorites is, “If you set work aside, where would I find you during the evenings, weekends, your paid time off or holidays?” The answer gives me a glimpse into what their personality is outside of work or other formal settings. I really like people who have clear intentions about the way they choose to live their life; it reveals a lot about how they would contribute to our company culture. – Armon Petrossian, Coalesce
8. Camaraderie And Empathy
I believe how someone celebrates and lifts others up, as well as how they console others, is very important. My questions are, “How do you celebrate people when they achieve more than you?” and, “How do you console people when they fail?” The answers show how the candidate builds trust with others in both good and bad times. – Chaitra Vedullapalli, Women in Cloud
9. How Their Experience Relates To The Position
“Walk me through your current and past work experience as it relates to this position.” Often, a candidate’s answer doesn’t match their résumé. You may discover a gem with additional experience that’s needed but that’s not on their résumé, or someone who’s not able to describe their work experience. It should be easy to talk about what you currently do and are passionate about. – Amina Elgouacem, NEOSTEK
10. Overcoming Obstacles
“Tell me a story you’re comfortable sharing about a time you overcame something challenging.” The answer is very revealing, because it shows how the person works through issues and whether they ask for help during challenging times. Most of the time, I get an answer that’s not work-related, and those are my favorite. That’s when you really get to know a person in an interview. – Steve Rodda, Ambassador Labs
11. Personal Passions
“What are you passionate about outside of work?” The answer gives me insight into the candidate’s personality and values. People who are passionate about something outside of work tend to bring that same energy and dedication to their professional lives. – Salman Shahid, OXO Packaging
12. Their ‘Personal Context’
“What is your dream for your career, and your true passion? What are you best at—in other words, what’s your true ‘unfair advantage’ in the market?” Understanding someone “in their own context” is telling. Only I know how they would best fit into my team and company; it’s unfair to expect them to speak to that. If their career journey and passion aligns with our need and the role, we have a match. – Jimmie Lee, JLEE
13. Innovation And Motivation
“Are you motivated by an innovative workplace, and in what ways can you contribute to one?” I want to understand if candidates are motivated by working to solve challenging problems in a fast-paced environment and how their skills will benefit our company and customers. Our success depends on our team’s consistent new ideas for tackling the revenue cycle challenges our hospital clients face. – Chandler Barron, Parathon
14. Values And Vision Alignment
I focus on asking questions with empathy, not a “gotcha” attitude. I ask, “Why this role and company?” I’m aiming to assess if the candidate’s motivations align with our values and vision. Interviews are a two-way process; candidates also need to see if this role will help them reach their goals. Asking with a genuine intent to listen and align ensures a better connection and understanding. – Su Belagodu
15. What They Don’t Know About
I find it helpful to lead candidates through a series of questions to discover the technologies they don’t have as much knowledge about. Then I try to ask a difficult, technical question they likely don’t have the experience to answer. I do not necessarily care about their inexperience; I want to see if they will admit to it and are able to tell me how they would go about finding the answer. – Robert Martin, Oil City Iron Works, Inc.
16. Focus On The People We Serve
One key question I ask is, “How do you ensure patient needs remain at the forefront of your work?” In the world of health tech, a patient-first mindset is critical for long-term success. This question reveals whether the candidate is aligned with our core mission and vision, which is essential for thriving in any role within this industry. – Frank Chan, Medtronic
17. Their Growth Mindset
Learning about a candidate’s growth mindset is absolutely critical, especially when it comes to overcoming challenges and failures. I am always curious to learn how a candidate has managed unexpected outcomes, since they lead to learning, innovation and team building. Asking them about their failures, and their responses to them, is very telling. – Erum Manzoor, Citigroup
18. Adaptability
“Tell me about a time when you had to quickly adapt to a significant change at work. How did you manage it, and what was the outcome?” This question reveals the candidate’s adaptability, resilience and problem-solving skills. It shows how they handle uncertainty or unexpected challenges, which is critical in fast-paced, evolving environments. – Manjula Iyer, 98point6 Technologies
19. Commitment To Inclusivity
A key interview question for assessing a candidate’s fit for a diverse team is, “Describe an experience working with teammates of diverse backgrounds. How did you ensure collaboration and inclusivity?” It reveals a candidate’s cultural sensitivity, communication skills and adaptability. It also shows their commitment to inclusivity and whether they align with a company culture that values diversity. – Meenakshi Panda, Capital One
20. How They Can Add Value
One revealing question I like to ask is, “How do you think you could be a value-add to the team?” This question is insightful because it allows the candidate to explain their strengths and how they align with the company’s goals. For the interviewer, it provides a clear picture of how a candidate sees themselves contributing, which fosters meaningful discussion about fit and potential. – Ketan Anand, Suuchi
