Questions to Ask for Better Interview Results

I stopped asking “What’s the culture like?” in job interviews. Not because culture doesn't matter. It determines everything about your work life. But that question gets you nowhere. Most hiring managers say the same thing: “Collaborative” “Innovative” “Like family” Vague, unhelpful responses. You need questions that reveal the truth. Specific examples. Actual proof. These 12 questions expose what it's really like to work there: ✅ "What surprised new hires in their first 3 months?" ↳ Watch for long pauses or vague answers. ✅ "Give me an example of someone who grew here?" ↳ They should name names, not speak generally. ✅ "What employee feedback became real changes?" ↳ No examples means your voice won't matter. ✅ "How do you celebrate wins here?" ↳ Only sales celebrations is a red flag. ✅ "How do you encourage different viewpoints?" ↳ Buzzwords without action reveal fake inclusivity. ✅ "What does development look like here?" ↳ Ask for dollar amounts, not just promises. ✅ "How does info flow between leaders and teams?" ↳ One-way communication kills engagement. ✅ "When did values guide a tough decision?" ↳ Can't answer? Values are just wall decorations. ✅ "What's changed since you started here?" ↳ Nothing changing means you'll get bored fast. ✅ "How can I understand how people think here?" ↳ Being unprepared shows they don't think about culture. ✅ "What happens when someone makes a mistake?" ↳ Fear-based responses reveal toxic environments. ✅ "What would your team say about you?" ↳ Discomfort here signals trust issues. The best companies don't have perfect answers. They have leaders who lean forward when you ask. Who get excited sharing specific stories. Who name actual people and real situations. Who admit what they're still figuring out. The worst companies? They recite mission statements. They dodge specifics. They get defensive. Remember: You're not just interviewing for a job. You're interviewing for the next 2,000 hours of your life. Ask the hard questions. You deserve real answers. P.S. What question would you add? Reshare ♻️ to help someone in your network. And give me a follow for more posts like this.

If you're still asking this tired question in interviews, you're hiring the wrong people. After decades of building and leading global tech teams, I've seen how outdated interview practices silently crush innovation. Here's why these questions fail—and what to do instead: The Costly Questions Crushing Your Hiring: "Where do you see yourself in 5 years?" ↳ Reality: In tech, 5 months can change everything ↳ What you miss: Adaptability and learning velocity "What's your biggest weakness?" ↳ What you get: Rehearsed humble-brags ↳ What you miss: Actual problem-solving patterns "Why should we hire you over others?" ↳ Creates artificial competition ↳ Rewards theatrical performance over substance The Hidden Cost: Bad interviews → Mediocre hires Mediocre hires → Slower innovation Slower innovation → Market irrelevance What Works Instead: Scenario-Based Questions "Here's a problem we faced last quarter. Walk me through your approach." Learning Pattern Questions "Tell me about the last technical concept you taught yourself. How did you approach it?" Innovation Triggers "What's an unconventional solution you developed that others initially rejected?" When we switched to these approaches at a struggling SaaS startup, our engineering retention jumped 40% in six months and product delivery time improved by 30%. The Shocking Math Behind Bad Hires: Average cost of a mis-hire: $240,000 Time lost to retraining: 6-8 months Team productivity drop: 22% The Truth: Great interviews aren't about catching candidates off-guard. They're about creating space for genuine problem-solving skills to surface. What's the worst interview question you've faced or asked? Share your story. 👇 #TechLeadership #Hiring #Innovation #TalentAcquisition

Here’s something I’ve never shied away from: Asking tough questions. I’m in talks with executives all the time, but I’ve never let their stature intimidate me. My selection process goes beyond the resume resumes and references. It's about understanding the deeper layers of a candidate, and learning about their motivations, values, and the experiences that shaped them. I grew up with the Oprah show on daily. I’ve admired how she masterfully uncovers the true face of her guests through tough, yet thoughtful questions. I aspire to use similar techniques to get to the heart of a candidate’s story during interviews. Here’s the thing, asking tough questions isn't about grilling someone, it's about creating a space where honesty, authenticity, and vulnerability can come through. Now, no two interviews are the same. Which is why it’s important to dive deeper into the story to uncover various aspects. Here’s how you can frame these tough questions as per each candidate: 1/ Ask About Their Vulnerabilities Asking questions that allows candidates to reflect on their struggles, resilience, and growth is an integral part of the process. An example: What’s the biggest failure that you’ve experienced, and how did it shape your approach moving forward? 2/ Discover Their ‘Why’ Understanding why someone does what they do helps reveal the candidate’s core values and motivations, and gives insights that can help in determining if their personal goals align with your company’s mission. An example: Can you mention a transformative personal story, and how it influenced your professional decisions in the past? 3/ Encourage Honest Self-Reflection There must be questions that allow the candidate to introspect about their career, as the answers highlight how they handle self-reflection, growth, and change—key traits in today’s rapidly evolving business environment. An example: How do you assess your own growth and progress in your career? 4/ Get Personal Within Reason Without crossing professional boundaries, asking personal questions can give you a window into how candidates think and prioritise in life. This approach can shed light on the values they bring into the workplace and how they lead others. An example: Are there any life experiences that you believe have prepared you for this leadership role? Can you elaborate on one? Trust me, these questions will save you a lot of headache in the future. Thank me later! #Interview #Hiring #HeadHunting

After years in executive search, I’ve seen a ton of interview techniques - but this one really stands out.   What makes it so powerful? It catches people off guard in the best way.   It cuts through rehearsed answers and invites real self-reflection. It can feel a bit uncomfortable - and that’s exactly why it works.   This single question taps into a few key traits all at once:   Self-awareness - Do you truly understand your own growth areas? This reveals whether someone has a clear, honest view of their blind spots.   Grace under pressure - How do you react when the script goes out the window? It’s a great way to see how someone handles the unexpected.   Constructive mindset - Can you talk about your weaknesses without getting defensive or overly self-critical? That balance is essential for growth.   The best way to answer? Be honest about a real area you’re working on - and show how you’re actively improving it.   Something like:   "One area I’ve been focused on is gaining more experience with enterprise-scale implementations. I’ve been learning directly from mentors who've led large deployments and taking targeted courses to build that muscle."   That kind of response shows self-awareness and initiative - two things every great employer looks for.   What’s the most insightful or surprising interview question you’ve come across?   For more insights like this check out my newsletter:  https://lnkd.in/ei_uQjju   CC: @therobbgreenshow Dm for removal.   #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #interviewquestions #hiringinsights #selfawareness #careeradvancement