“Are you a good communicator?” invites a candidate to describe themselves. A useful interview question gives them a situation to explain and gives you evidence to assess.
The question formula
Use:
Situation + role-specific challenge + candidate action + result + reflection
Example:
Tell us about a time a customer was unhappy with a delay. What did you do first, how did you decide what you could promise, and what was the outcome?
This question tests judgment, communication, ownership, and the candidate’s actual contribution.
Choose three to five early-stage questions
Use one question for each important capability:
- Essential capability.
- Role-specific judgment.
- Problem-solving or ownership.
- Communication or collaboration where relevant.
- Motivation tied to the actual work.
Do not make early-stage screening feel like unpaid project work. Questions should be specific enough to reveal evidence and short enough to answer clearly.
Useful follow-ups
- What part did you personally own?
- What did you do first?
- What changed after you took that action?
- How did you know the result was successful?
- What would you do differently now?
Use comparable follow-ups for every candidate. Do not keep probing one candidate until they give the answer you hoped to hear.
CV evidence and interview evidence are different
The CV tells you what the candidate says they have done. The interview gives them a chance to explain how they approached a real situation, what they personally contributed, what happened, and what they learned.
Download the interview scorecard or create role-specific questions in HireMike.