20 Best Questions to Ask in an Interview as an Employer (To Hire Top Talent)
Stop relying on gut feeling. Here are the best behavioral, cultural, and closer questions to ask in an interview as an employer to identify high performers.
Hiring is expensive. According to the U.S. Department of Labor, the cost of a bad hire can reach up to 30% of the employee's first-year earnings. But the cost isn't just financial—it's cultural. One toxic employee can drag down an entire team.
As a hiring manager or founder, you cannot afford to rely on "gut feeling" or generic questions like "What is your greatest weakness?"
To uncover the truth behind the resume, you need a structured arsenal of queries. This guide covers the best questions to ask in an interview as an employer, categorized by what they reveal.
Category 1: Behavioral Questions (The "STAR" Method)
The best predictor of future behavior is past behavior. Don't ask hypothetical questions ("What would you do if..."), because candidates will just give you the "correct" theoretical answer. Ask what they did.
1. "Tell me about a time you made a mistake. How did you handle it?"
- What it reveals: Integrity, self-awareness, and resilience.
- Red Flag: "I've never really made a big mistake" (Liar) or blaming the mistake on a coworker (Lack of ownership).
- Green Flag: They admit the error quickly and focus on how they fixed it and what they learned.
2. "Describe a situation where you had to work with a difficult colleague."
- What it reveals: Emotional intelligence (EQ) and conflict resolution.
- Green Flag: They focus on the "we" and the solution, rather than gossiping about how annoying the person was.
3. "Tell me about a project where you had to act with very little data or direction."
- What it reveals: Autonomy and critical thinking.
- Context: This is crucial for startups or remote roles where micromanagement isn't possible.
Category 2: Cultural & Motivation Questions
Skills can be taught; attitude and drive cannot. You need to know if their working style matches your environment.
4. "What is the one thing that drives you crazy at work?"
- Why ask this: It reveals their "Pet Peeves."
- Analysis: If they hate "shifting priorities" and you are an early-stage startup where priorities change daily, they will be miserable (and so will you).
5. "Who was the best boss you ever had, and why?"
- Why ask this: It reveals their preferred management style.
- Analysis: If they describe a boss who gave them constant daily feedback, and you are a hands-off leader, this might be a friction point.
6. "What is something you’ve taught yourself in the last six months?"
- What it reveals: Curiosity and a Growth Mindset. High performers are always learning, even outside of work requirements.
Category 3: The "Closer" Questions
These questions help you gauge their interest level and potential deal-breakers.
7. "If we offered you the job today, what would prevent you from accepting?"
- The Strategy: This flushes out hidden objections (salary expectations, commute, pending offers from competitors). It gives you a chance to address them before the offer stage.
8. "Do you have any questions for us?"
- The Strategy: The quality of their questions shows their level of preparation.
- Great Sign: They ask about strategy, team challenges, or metrics.
- Bad Sign: They have no questions, or only ask about vacation time and perks.
The "Anti-Questions": What NOT to Ask
To protect your company legally and maintain a good candidate experience, avoid these common pitfalls:
- Illegal Questions: Never ask about age, marital status, religion, family planning ("Do you plan to have kids soon?"), or political affiliation.
- Brain Teasers: "How many golf balls fit in a bus?"
- Why avoid them: Google, Apple, and Microsoft stopped asking these years ago. Data shows they predict puzzle-solving ability, not job performance. They just annoy senior candidates.
FAQ: Hiring Best Practices
Q: How many questions should I ask in a 45-minute interview? A: Aim for 5-7 deep questions. It is better to ask fewer questions and use "follow-up probes" (e.g., "Tell me more about that outcome," "What was your specific role in that?") than to rush through a checklist of 20 shallow questions.
Q: Should I share the questions beforehand? A: Some modern companies do. It reduces candidate anxiety and allows them to give more thoughtful, data-backed answers. It depends on whether you value "thinking on your feet" (Sales roles) or "preparedness" (Engineering/Strategy roles) more.
Conclusion
Hiring is a skill, and asking the right questions is your main tool. By moving beyond the resume and digging into behavior and motivation, you dramatically increase your odds of finding a "10x" employee.
🚀 Close the Candidate Faster
Asking the right questions is only step one. Once you identify top talent, you need to secure them with a competitive offer.
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