"The Questions You Should Be Asking in Interviews (But Probably Aren’t)"

Most interview questions are predictable. Candidates have practiced answers. You end up learning how well they prepared rather than whether they can do the job.

Here are questions that actually reveal useful information.

Instead of “What’s Your Greatest Weakness?”

Everyone has a rehearsed weakness that’s actually a strength in disguise (“I’m too much of a perfectionist!”).

Try instead: “Tell me about a time when you failed at something important. What happened?”

This reveals: Whether they can genuinely reflect and learn. How they handle adversity. Whether they take responsibility or blame others.

Instead of “Where Do You See Yourself in Five Years?”

Most answers are either unrealistic ambition or whatever they think you want to hear.

Try instead: “What would make this job incredibly fulfilling for you? What would make it frustrating?”

This reveals: Their actual motivations and values. Potential fit issues before they become problems. Whether they’ve thought seriously about the role.

Instead of “Why Do You Want to Work Here?”

You’ll get generic flattery about your company’s “great culture” and “exciting opportunities.”

Try instead: “What do you know about us that concerns you or makes you hesitant?”

This reveals: How much research they actually did. Whether they think critically. Whether they’re willing to have honest conversations.

Instead of “Tell Me About Yourself”

You’ll get a rehearsed autobiography that may or may not be relevant.

Try instead: “What do you think the biggest challenge in this role will be, and how would you approach it?”

This reveals: Whether they understand the role. How they think through problems. Whether their approach matches your needs.

Instead of “Are You a Team Player?”

Nobody says no. This question has zero information value.

Try instead: “Tell me about a colleague you found difficult to work with. How did you handle it?”

This reveals: How they navigate interpersonal challenges. Whether they take responsibility for relationship problems. Their actual collaboration style beyond platitudes.

Instead of “What Are Your Salary Expectations?”

This creates an awkward negotiation dance that benefits no one.

Try instead: Be transparent about your range first, then ask: “Does this align with your expectations? If not, help me understand the gap.”

This reveals: Whether alignment is possible. What they value beyond base salary. Whether negotiations will be collaborative or combative.

Questions About Specifics

The most revealing questions ask about specific situations:

“Walk me through how you handled [specific challenge relevant to the role].” “What would you do in your first 30 days here?” “If you got this job and it didn’t work out, what do you think the reason would be?” “What questions do you have for me?” (Their questions reveal their priorities.)

The Meta-Question

After covering substantive topics, try: “Is there anything I should have asked you but didn’t?”

Strong candidates often have something they want to share that your questions didn’t uncover. This gives them that chance.

Listen More Than You Talk

The best interviewers spend most of the conversation listening. If you’re talking more than 20-30% of the time, you’re learning about yourself, not the candidate.

Ask a question, then let silence do the work. Don’t rescue candidates from difficult moments. That’s when you learn the most.