30+ Strategic Interview Questions To Ask Candidates When Hiring
Strategic interview questions are like keys to unlocking the hidden doors of a candidate’s potential. Each one opens a new perspective, revealing their true skills, values, and fit for the role beyond what’s on paper. The right questions lead to the right hire.
When hiring for various roles, it’s critical to ask each candidate the right interview questions to identify the best one for each position. This usually requires more than simply reading what they’ve put on paper. Crafting strategic interview questions to ask candidates allows HR practitioners to better understand the individual behind the résumé by discovering their key skills and personality.
This article explains what strategic interview questions are, discusses their importance, and provides 31 such questions to ask in your candidate interviews.
Contents
What are strategic interview questions?
Types of strategic interview questions
Top strategic interview questions to ask candidates
– Career-oriented interview questions
– Behavioral interview questions
– Situational interview questions
Strategic interview questions to ask candidates in PDF
What are strategic interview questions?
Strategic interview questions are targeted, open-ended questions designed to assess a candidate’s deeper qualities beyond what’s presented on their résumé. These questions aim to evaluate key attributes, such as the candidate’s problem-solving skills, cultural fit, career goals, and ability to handle specific work-related situations.
The goal of asking strategic interview questions is to get a clearer picture of how a candidate might perform in a role by revealing their thought processes, decision-making abilities, and interpersonal skills.
Good strategic interview questions encourage candidates to share detailed examples from their past experiences, allowing interviewers to gauge how well they align with the organization’s values, expectations, and long-term goals. Ultimately, strategic interview questions help identify candidates who not only possess the necessary qualifications but also demonstrate the potential to thrive in the company’s unique environment.
Types of strategic interview questions
Strategic interview questions can be classified into three categories:
- Career-oriented interview questions: These help gauge a candidate’s long-term career aspirations and provide HR or the hiring managers with an idea of whether the candidate is looking to stay with a company for the foreseeable future. In other words, they provide insight into the candidate’s potential for long-term retention and development within the organization.
- Behavioral interview questions: These questions focus on past experiences to assess how a candidate has handled specific situations, offering insight into their interpersonal skills, work ethic, and compatibility with organizational culture and values. They uncover patterns in how the candidate approaches challenges and collaborates with others.
- Situational interview questions: These present real or hypothetical workplace scenarios to evaluate how a candidate might handle challenges like conflicts, risks, or unexpected setbacks. They help interviewers gauge the candidate’s problem-solving abilities, decision-making processes, and capacity to adapt to complex or high-pressure situations.
Top strategic interview questions to ask candidates
Although strategic interview questions to ask candidates can vary depending on the role and industry, the questions below can provide you with a good starting point.
Career-oriented interview questions
These questions assess whether the candidate’s ambitions, skills, and motivations fit the role and the organization’s trajectory.
1. What are your short- and long-term career goals?
Job candidates whose values and aspirations align with organizational goals are less likely to leave, according to a study by Qualtrics. Asking a candidate about their career aspirations helps determine if their path aligns with the company’s.
A candidate who does not see themselves working in the industry long-term may not be the right person for the role. Conversely, a candidate looking to build a long-term career in the industry can be a better fit, and the company can support their career development goals.
2. How do you seek out opportunities for professional development, and what specific skills are you focusing on improving right now?
A candidate’s commitment to their professional development plan provides insight into their growth mindset. A strong answer should demonstrate their proactive approach to learning and their focus on staying up-to-date with skills relevant to their career.
3. What is the professional achievement you’re most proud of, and what did the experience teach you about your abilities?
Asking about professional achievements allows a candidate to highlight a key success in their career. Their answer will give you an understanding of their drive, problem-solving skills, and what they value most in their work.
4. What motivates you to pursue this role, and how does it fit into your overall career plan?
Evaluating a candidate’s motivation for the role allows you to see how well their career aspirations align with the position, what drives them professionally, and how the role supports their long-term goals.
5. What key milestones or achievements do you hope to accomplish in your career over the next five years, and how does this role align with those goals?
Understanding a candidate’s long-term career aspirations helps determine if their goals align with the opportunities available in your company. This can reveal their potential for long-term engagement and growth within the organization.
6. What skills or experiences are you hoping to gain from this role to help you in your broader career aspirations?
This question can help you determine if a candidate’s career goals are a good match for the role. It also sheds light on whether your organization can provide the development opportunities they seek.
7. What innovations are likely to transform the industry in the next five years?
Being updated on the latest happenings in the industry is a crucial quality for potential employees. This inquiry evaluates how enthusiastic and knowledgeable a candidate is about the industry.
In their responses, observe the candidate’s understanding of the upcoming trends and factors the industry is expected to encounter, and how they are likely to influence the organization.
Gain the skills to interview and hire top talent
Mastering strategic interviewing skills requires a sharp focus on insightful questioning, active listening, and understanding how to evaluate candidates beyond their resumes. Developing these abilities enables you to uncover deep insights into a candidate’s potential, improve hiring outcomes, and drive organizational success.
AIHR’s Sourcing & Recruitment Certificate Program provides you with the expertise to refine your interview techniques and lead hiring processes with confidence.
With this self-paced program, you’ll gain the skills needed to design the right questions, assess candidates thoroughly, and improve your talent acquisition strategy.
Behavioral interview questions
Behavioral questions explore past actions or general habits and help uncover a candidate’s established patterns.
8. What’s your ideal organizational culture?
When interviewing a candidate, it’s important to ask about their ideal organizational culture. This can help you better understand the candidate’s preferred work environment, such as whether they prefer to work independently or in a team, or if they’d rather work remotely or on-site.
By learning about their preferences, you can determine if they are a good fit for your organization. Additionally, discussing your company’s culture during the interview can give the candidate a better understanding of what your company stands for.
9. How do you motivate yourself and stay productive in the face of difficult challenges?
Employees face various challenges in their daily work routine that can impact their motivation and output. As an employer, it’s crucial to evaluate how a potential employee deals with such difficulties and stays motivated.
This question can help the interviewer assess a candidate’s capability to overcome challenges without affecting their productivity or motivation levels.
10. Tell me about a change you proposed and how it impacted your workplace.
The purpose of this question is to assess whether a candidate is able to adjust and adapt their work style when needed. Encourage the candidate to share examples of when they proposed ideas for change, and the role they played in implementing it.
You could also ask a follow-up question on whether they perceived the change as beneficial to their team or organization. This will help you understand whether the candidate can assess the bigger picture.
11. Tell me about a time when you had to use an unorthodox approach to solve a problem.
Effective problem-solving is a valuable skill in any organization. Candidates who possess this skill are likely to succeed in the workplace. Asking this question during an interview can give you insight into a candidate’s problem-solving capacity.
Inquire about situations where the candidate had to use an unconventional approach to solve a problem. This will help you determine their ability to think outside the box when faced with complex challenges.
12. How do you stay informed about industry news and trends?
Closely related to the previous question, this question seeks to determine the information sources a candidate relies on for industry developments. In their response, find out which publications they read, podcasts they listen to, or thought leaders they follow.
A positive answer demonstrates their sense of initiative and passion to stay up-to-date with the industry. Lack of quality sources or scant knowledge of trends could indicate a low commitment to self-improvement.
13. Describe a time when you made a serious mistake at work and how you handled it.
Even the best professionals can make mistakes. Making mistakes is not a sign of personal failure, but how one handles, learns, and moves on from them will tell you a lot about their personality. Asking this question allows you to assess a candidate’s understanding of accountability.
14. How do you handle criticism?
Criticism is unavoidable in the workplace. How a job candidate handles criticism indicates their attitude towards their work and team.
When taken well, constructive criticism can help an employee reach higher levels of performance and career success. Use this question to gauge how a candidate handles feedback about their work, including how criticism may have contributed to their professional development.
15. How would you describe your learning process?
This question’s purpose is to help you understand the candidate’s approach to learning, how they acquire new knowledge and skills, and their ability to adapt to new situations.
In an ideal response, a candidate should demonstrate a willingness to take on new challenges and learn from mistakes, and the ability to apply what they’ve learned to real-world situations. Consider whether their response demonstrates a proactive, curious, and growth-oriented approach to learning.
16. Describe a time when you were involved in a workplace conflict and how you handled the experience.
The ability to manage conflict in the workplace is a valuable trait for any worker. Asking about conflict resolution allows the interviewer to evaluate how a candidate perceives and manages conflicts in the workplace.
A candidate who can address conflicts from various angles and handle them positively can be an excellent addition to the team. A candidate who struggles to manage conflict may not communicate well with management or could be inflexible on most matters.
17. What is your general rule for handling competing tasks?
Task prioritization is a necessary skill to ensure productivity and a high quality of work. This question enables an interviewer to assess a candidate’s ability to manage their schedule and prioritize tasks in order of urgency and importance. Candidates who answer this question successfully demonstrate their time-management skills and ability to work productively.
18. How do you motivate those working under you?
Maintaining high team morale is crucial for leaders as it often results in better performance outcomes. During the selection process for a leadership role, evaluating a candidate’s ability to motivate and inspire people is essential.
Ask for concrete examples of how the candidate previously motivated their team to accomplish specific objectives. This information can help you choose the best individual for the job based on their interpersonal and motivational capabilities.
19. Describe a situation where you worked with people from diverse cultures or backgrounds.
As workplaces become more diverse, it’s important for employees to be able to work well with colleagues from different backgrounds. This question can help hiring managers can gauge a candidate’s awareness of diversity and ability to exhibit inclusive behavior on the job. To assess cultural competence and sensitivity, look at examples of the candidate demonstrating these qualities in previous positions.
20. Describe a time when you had to make a difficult decision.
This question helps the interviewer assess the candidate’s decision-making skills and approach to complex situations. Consider the candidate’s approach in such a situation, how they managed potential risks or negative consequences, and finally, the outcome of their decision.
From their response, assess whether they were able to communicate the situation or the decision with relevant stakeholders and what they learned from the experience. Their response should demonstrate sound judgment and the ability to manage risk effectively.
21. Tell me about a time when you set a goal and achieved it.
Asking candidates about their goal-setting strategies can provide valuable insights into their level of ambition and dedication, as well as their approach to achieving objectives. This question can help interviewers gauge a candidate’s determination, motivation, and ability to develop and implement effective strategies to reach their goals.
22. Can you describe a situation where you failed to meet a goal? How did you reflect on the experience, and what changes did you make afterward?
A candidate’s ability to self-reflect and learn from failure is crucial for growth. This question allows you to assess how they handle setbacks, process lessons learned, and apply those insights to future situations.
23. Tell me about a time when you had to learn something new quickly to meet a deadline. How did you manage it, and what was the result?
Here, you’re assessing the candidate’s adaptability and ability to perform under tight time constraints. The answer will show how resourceful they are in their learning process and whether they can handle fast-paced environments while still delivering results.
24. How do you build and maintain strong relationships with colleagues or clients, especially when faced with disagreements or conflicting priorities?
Understanding a candidate’s interpersonal skills is crucial for roles that rely on teamwork or involve regular client interaction. This question helps you assess their ability to foster positive relationships, resolve conflicts diplomatically, and collaborate effectively in a challenging environment.
25. How do you handle feedback from both peers and supervisors, and how have you used it to improve your performance?
This question evaluates a candidate’s active listening skills, self-awareness, and openness to growth. You’ll gain insight into their emotional intelligence and willingness to make adjustments based on constructive feedback from various sources.
Situational interview questions
Situational interview questions present specific hypothetical scenarios and ask how a candidate would respond. They test problem-solving and decision-making in unique situations that are likely to happen on the job.
26. What would you do if a project you’ve been working on for a long time suddenly hits a major obstacle that impact its way forward?
This question can be adapted to include a scenario relevant to the role; however, the main goal is to understand how a candidate manages significant challenges at work.
Can they offer a fresh perspective? Would they take a collaborative approach to solving the problem? Their response will provide you with insight into the approach they would take to such challenges.
27. What steps do you take to prepare and deliver a persuasive pitch to management, and how do you handle potential objections or pushback?
This question can reveal a candidate’s ability to communicate their ideas effectively, think critically, and anticipate and address potential objections. It can also provide insight into their strategic thinking style and their ability to influence and persuade others.
The interviewer should assess the candidate’s approach, whether they demonstrate the ability to anticipate and address potential objections or concerns, and if they can provide data or evidence to support their proposal. Additionally, the candidate should show confidence and clarity in their delivery, and be able to adjust their approach based on the feedback from management.
28. When working on a complex project, how would you explain technical topics to people unfamiliar with the topic?
Employees sometimes have to take charge of challenging projects. In such situations, they must be able to simplify technical concepts so their team can understand the project and they can secure leadership buy-in for it. By asking this question, you can assess the candidate’s expertise in the field and their capacity to explain a topic in easy-to-understand language.
29. How do you handle ambiguity and uncertainty in your work?
This question allows the interviewer to assess a candidate’s ability to handle situations that lack clear guidelines. It also helps determine how the candidate manages stress and adapts to change. From their response, evaluate how comfortable they are with ambiguity and uncertainty, and whether they can remain calm under pressure.
You can also ask the candidate to describe how they managed an ambiguous or uncertain situation in their previous role. Their response will show if they’re able to communicate effectively, collaborate with others, or seek help from their manager.
30. How do you deal with work-life balance challenges?
Aviva’s research indicates that post-pandemic, work-life balance is a major concern for employees. Maintaining a healthy work-life balance allows employees to excel in their roles without neglecting their personal responsibilities. While evaluating a candidate’s approach to their work-life balance, assess their ability to plan their daily tasks effectively and minimize work outside office hours.
31. What would you do if you found out a colleague was routinely violating company policies?
This question provides the interviewer with an opportunity to assess a candidate’s ethics, judgment, and ability to handle sensitive situations. The candidate should illustrate how they’d handle the matter—both individually and on a company level. Does the candidate show a willingness to work collaboratively to resolve the issue, and display good ethical judgment? An ideal candidate would display integrity, diplomacy, and professionalism.
Strategic interview questions to ask candidates in PDF
Have all the questions designed to assess skills, culture fit, and long-term potential always at hand with this useful PDF document, and start making more informed hiring decisions!
Key takeaways
- What are strategic interview questions? Strategic interview questions are questions that provide HR practitioners and hiring managers with an opportunity to ascertain if a candidate is suitable for a given role, beyond what’s indicated in their résumé or cover letter.
- What are the types of strategic interview questions? Strategic interview questions can be career-oriented, behavioral, or situational. Career-oriented questions focus on candidates’ career aspirations, behavioral questions look at culture fit, and situational questions assess a candidate’s reaction to different work situations.
- Why ask open-ended questions? Unlike “yes or no” questions, open-ended questions allow candidates to provide in-depth answers. Interviewers also get an opportunity to ask follow-up questions based on a candidate’s initial response.
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