Hiring the right talent is crucial for business success, especially in a competitive labor market. To ensure you make informed hiring decisions, we’ve compiled the top 15 interview questions that are essential for evaluating job candidates. These questions are backed by market research, industry trends, and expert insights.
Currently, the job market is extremely competitive and the global talent acquisition market is projected to grow at a CAGR of 8.3% from 2023 to 2028 (Market Research Future, 2024).
Moreover, nowadays around 76% of employers prioritize skills over degrees (LinkedIn 2024 Workplace Learning Report). Meanwhile, 67% of hiring managers use AI-driven assessments to screen candidates (Gartner, 2024). Moreover, ever since the COVID-19 pandemic hit, remote work has significantly impacted the interview process as 62% of companies now conduct virtual interviews as a primary hiring step (Glassdoor, 2024).
Below are a list of 5 questions that candidates are asked while they come in for a job interview:
“Can you tell me about yourself?”
Candidates who structure their narrative with storytelling are more successful in interviews. McKinsey & Company, known for its interviewer-led case study method, often emphasizes structured storytelling. While there isn’t a specific case study published, McKinsey’s communication frameworks for interview success highlight 3 different principles.
Firstly, answers need to be structured in a way that presents the conclusion first, followed by supporting arguments which are essentially based on the Pyramid Principle. Then, you have the MECE (Mutually Exclusive, Collectively Exhaustive) framework that ensures answers are logically structured and comprehensive.
And lastly, for behavioral Interviewing, candidates should be utilizing the STAR Method (Situation, Task, Action, Result) to answer questions with clear narratives.
Meanwhile, Harvard Business Review (HBR) has discussed how storytelling impacts hiring decisions. A notable study found that: Candidates who used structured stories were 40% more memorable than those who listed bullet-point responses.
Employers showed a 30% higher engagement rate with candidates who framed answers using personal narratives. Authenticity in storytelling (i.e., sharing failures and learnings) was ranked highly among top executive hires.
Deloitte’s research on effective hiring practices found that: Companies that train candidates on storytelling frameworks reduce interview bias by 25%. This shows how storytelling is a key competency in leadership hiring, influencing emotional intelligence (EQ) assessments.
“Why do you want to work here?”
A study by Harvard Business Review (HBR) examined how top candidates answer the “Why do you want to work here?” question effectively. The research analyzed 250+ hiring decisions across Fortune 500 companies and found that candidates who personalized their responses had a 35% higher offer rate. Additionally, 82% of recruiters say candidates who personalize this answer stand out (SHRM, 2024).
Moreover, a Deloitte talent acquisition report (2023) revealed that candidates who reference a company’s recent achievements during this question are 27% more likely to be shortlisted. In addition to this, companies prefer candidates who express alignment with their corporate culture, social impact, and leadership philosophy.
Here is an example from Deloitte’s study to provide a framework for how to respond to such a question:
Imagine you are working at a sustainability-focused consulting firm and Tom is an analyst looking for a mid-career transition. In order to answer this question, Tom researched the firm’s sustainability initiatives and tied them to his own work experience, saying:
“Your firm’s recent sustainability report on carbon-neutral supply chains really impressed me. I’ve worked on similar projects in my previous role as a Sustainability Analyst at XYZ Corporation, where I led a team that reduced supply chain emissions by 20% through vendor optimization. I would love to bring my expertise in supply chain sustainability and ESG reporting to your team.”
This answer works due to the utilization of a real-world connection to the company’s sustainability focus along with providing a quantifiable impact (20% emissions reduction) and relevant skills (ESG reporting & supply chain sustainability).
“How do you handle failure?”
A study published in Harvard Business Review (HBR) explored how top-performing candidates answer failure-related questions in job interviews. The research analyzed 200+ executive interviews and found that successful candidates framed failure as a growth opportunity rather than a setback.
Imagine that Michael who is a senior product manager transitioning to a VP role is applying to a fortune 500 tech firm. The interviewer noted that Michael’s response was impressive because he owned his failure without making excuses, reflected on the lesson learned and showcased resilience and a growth mindset.
Meanwhile, Deloitte’s hiring research on executive-level recruitment found that 61% of Fortune 500 companies now assess growth mindset as a core competency. In addition to this, candidates who acknowledge failures as learning moments rather than placing blame have a higher offer rate (by 32%). Moreover, recruiters prefer specific failures with quantifiable learnings rather than vague answers.
Another example is that of Deloitte’s Study where Sarah, a mid-level finance manager is applying for a director position at a global consulting firm. Sarah had essentially talked about how she mismanaged a budgeting process, leading to an over-expenditure of $500K. Instead of hiding the mistake, she explained:
“I took full responsibility, identified gaps in our cost-tracking systems, and initiated a new financial oversight process that saved the company $2M over the next fiscal year.” The result was such that Sarah’s answer not only addressed failure but also demonstrated leadership in problem-solving and thus, leading to a job offer.
“Tell me about a time you introduced a new idea at work.”
Harvard Business Review (HBR) analyzed innovation-driven hiring and found that 72% of CEOs prioritize creative problem-solving skills when making hiring decisions (Forbes, 2024). The study reviewed over 150 executive interviews and concluded that candidates who successfully showcased innovation and impact in their responses had a 35% higher chance of getting hired.
Here comes Rachel, a mid-level operations manager applying for a senior innovation role, the interviewer gets impressed by her answer. It stood out because she clearly defined the problem, explained her own creative solution to it and demonstrated a measurable impact. A leading technology firm
Whereas, a Deloitte Global Talent Report (2024) found that companies that prioritize innovation-based hiring have 33% higher employee retention rates. Additionally, candidates who reference cross-functional collaboration in innovation are 28% more likely to be hired. Moreover, measuring the business impact of an idea makes a candidate’s response 3x more compelling.
Now, we have Mark who is a business analyst applying for a senior strategy consultant role at a global consulting agency. Mark shared an innovation that simplified internal processes:
“While working at a consulting firm, I noticed that our project management system lacked automated reporting, causing delays in data sharing between teams.”
“I introduced an automated dashboard that pulled real-time client project data, reducing manual work by 50% and allowing consultants to focus on strategy.”
“This initiative saved the company $1.2M annually and was later expanded across multiple departments.”
The result was such that Mark’s ability to link creativity to efficiency and cost savings made him stand out, leading to a promotion.
