We recommend asking a combination of behavioral, situational, and job-specific questions.

Behavioral questions ask the candidate to explain how they approached challenges in the past, what the outcome of their approach was, and what, if anything, they learned or would do differently now. These questions are useful for validating a candidate’s skill set as well as their awareness of why they did or didn’t succeed. You can start these questions with variations on “Tell me about a time when …”. The candidate’s answers should give you a sense of whether they would be successful when navigating similar circumstances or challenges in the future. When asking these questions, press for details and ask follow-up questions.

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