Having spent many years recruiting people in the traditional sense, developments in technology, virtual interaction and AI interventions have muddied the waters. Recruitment, particularly interviewing, is a challenging process that requires a specific set of skills.  It would be easy to give in to the temptation of allowing all these new tools to do the work for you.  But it would be a huge mistake.   Human interaction through an interview remains the most effective way to find the right candidate for the job.  So, I thought it would be a good time to remind you of the most effective interview questions for recruiters.

Higher Self Hiring: Why Conscious Recruiters Get It Right More Often

I write a lot about higher self thinking, and I couldn’t talk about this subject without explaining why being tapped into your higher self is essential when you are in the process of assessing candidates and bringing out the best in them.

Recruiters who think from the level of the Higher Self are tapped into being clear and focused about what they want.  They attune to the whole person. From this expanded awareness, they can:

  1. Intuit when someone’s values align with the role.
  2. Ask probing and follow-up questions to give people the best opportunity to share their experiences and understanding.
  3. Listen to their intuition if something doesn’t seem right, and then follow up.
  4. Be an impartial, supportive and safe space for someone to be their true selves.

For these reasons, when you’re tuned into your higher self, you’re more likely to make informed decisions.  The odds of hiring the right person for the job are increased.

A Word About AI in the Recruitment Process

Everyone is talking about AI in the recruitment process.  Hundreds of apps are now helping candidates write CVs, analyse job roles, and write their job applications.   So, how does a recruiter know what is true and what isn’t?  Well, of course, it is the interview process carried out by real human beings!

For recruiters, AI is playing an ever-increasing supporting role.  AI tools can streamline many tasks, including scanning CVs, analysing applications, and generating questions based on the CV or application.  Virtual interviews where AI asks questions are being used to analyse candidates, and the number of candidates is increasing.   However, none of these tools are foolproof, and again, the odds of hiring the right candidate are primarily determined by the human interview process.

The Evolution of Interview Skills

I started my recruitment journey many years ago and have been closely involved in the evolution of the recruitment process.  Until recently, little changed.  We are now facing several automated and virtual aspects of the process.  When evaluating the effectiveness of interview questions, there are now opportunities to be more thoughtful and targeted.  In the past, interviews were straightforward: candidates submitted applications, and we met in person. We focused on behavioural questioning—digging into real past examples to uncover values, initiative, and decision-making skills.

But today’s recruitment landscape demands more. CVs are inconsistent and sometimes crafted by AI.  Job hopping is more common.  Applicants have a myriad of tools to help them during the assessment process.   This means that to secure the best candidate, a high-quality interview with interviewers possessing top-class skills is vital in ensuring you have the right person for the job.

Crafting the Question Type

Setting up the interview to maximise the candidate’s potential and create the optimal conditions for them to demonstrate the necessary qualities and skills for the job is one of the most crucial aspects of the recruitment process.   Skilled interviewers have several types of questions at their fingertips, and they know how to use them.  Here are some of the main types of questions.

1. Situational Questions

Situational questions focus on how a candidate behaved in real-life situations in the past. These questions typically begin with phrases like “Tell me about a time when…” or “Describe a situation where…” They are powerful because they reveal not just what a candidate says they can do, but what they have actually done. This provides insight into their decision-making process, interpersonal skills, problem-solving capabilities, and the values they demonstrate in action. A well-phrased situational question can draw out a candidate’s authentic experiences and provide the evidence needed to determine whether they’ve successfully demonstrated the behaviours required for the role.

2. Hypothetical Scenarios

Hypothetical questions present imagined but realistic situations and ask candidates how they would respond. These are especially useful when a candidate lacks direct experience in a particular area but possesses the right mindset or transferable skills. For example, “If you had to deal with a client who was unhappy with your service, how would you respond?” These questions assess logical thinking, foresight, creativity, and emotional intelligence. They also help you evaluate how well a candidate can adapt and apply their judgment in unfamiliar or high-pressure situations.

3. Strength-Based Questioning

Strength-based questions explore what energises a candidate, rather than just what they are capable of doing. This method helps uncover where a candidate’s natural motivation lies, which often aligns with long-term performance and engagement. These questions might include, “What tasks do you enjoy most in your current role?” or “When do you feel most in flow at work?” Candidates who talk enthusiastically and with ease about certain tasks are more likely to thrive when doing them regularly. Strength-based interviewing reduces the risk of rehearsed answers and can also help identify future potential rather than just past performance.

4. Competency Alignment

Competency-based questions are designed to assess how well a candidate’s skills and behaviours align with the key competencies required for the role. These competencies could range from teamwork, leadership, and communication to more technical abilities. Questions usually require detailed responses using the STAR method (Situation, Task, Action, Result). For example: “Give me an example of when you had to lead a project under tight deadlines.” These responses provide the interviewer with measurable evidence of how the candidate has demonstrated essential traits and whether their level of competence aligns with the job’s expectations.

5. Follow-Up Questions on Any Psychometric Testing

If psychometric testing is used during the recruitment process, follow-up interview questions can help validate and explore the findings. These might involve probing deeper into personality traits, cognitive abilities, or values highlighted in the test results. For instance, if a candidate scores highly in assertiveness, the interviewer might ask, “Can you give me an example of when you had to assert your opinion in a challenging situation?” These questions ensure the test results are interpreted in context, confirm behavioural consistency, and allow candidates to reflect on how their traits show up in real life.

6. Values and Values-Based Questions

Values-based questions aim to uncover what truly matters to the candidate — their ethics, motivations, and alignment with the organisation’s culture and mission. These questions help determine not only whether someone will perform well in the role but also whether they will thrive in and contribute positively to the workplace environment. Examples include: “Tell me about a time you had to make a difficult ethical decision,” or “What workplace values are most important to you, and why?” When values align, employees tend to be more engaged, resilient, and loyal. This type of questioning is especially important in purpose-driven organisations or roles that demand high levels of integrity, emotional intelligence, or teamwork.

10 Interview Questions That Reveal the Best Candidates

All interview questions don’t need to be crafted.  When asking questions, you should be able to probe, and sometimes that means allowing the candidate to take you down a particular route.  If, however, this route isn’t helping them to provide evidence, then gently bring them back on track.   When thinking about your questions, you need to think carefully about all the elements you want your ideal candidate to demonstrate and ask them the right questions to enable them to do that.

To get you started, here are 10 powerful questions you might want to integrate into your process. These blend all six types to cover motivation, skills, values, and behaviours:

1. Why this job and organisation?

Type: Values-Based Question
This question assesses whether the candidate’s motivations align with your organisation’s mission and culture. It reveals what they value, how much they’ve researched the role, and whether there’s genuine enthusiasm and purpose behind their application.

2. What is your greatest achievement at work?

Type: Strength-Based Question
This helps identify what energises the candidate and how they define success. It can also highlight natural talents and where they may have had the opportunity to shine in past roles.

3. How have you contributed value to your team?

Type: Competency Alignment
This question targets collaboration, communication, and team awareness. It assesses the candidate’s understanding of their role within a group and their ability to make a meaningful impact.

4. Tell me about a time you recognised a workplace problem and solved it.

Type: Situational Question
This scenario draws on real-life experiences to demonstrate initiative, analytical thinking, and problem-solving skills. It offers tangible evidence of the candidate’s proactive behaviour in a work setting.

5. Describe your experience with a difficult colleague or customer.

Type: Situational Question
This question examines emotional intelligence, conflict resolution skills, and self-regulation. The response demonstrates the candidate’s ability to manage interpersonal challenges with empathy and professionalism.

6. What has been your steepest learning curve?

Type: Strength-Based / Competency Alignment
This explores adaptability, self-awareness, and the capacity for growth. It can highlight resilience and the willingness to take on challenges, as well as how they reflect lessons learned.

7. How do you stay motivated under pressure?

Type: Hypothetical Question
This anticipates how the candidate manages future stress. It taps into emotional regulation, inner motivation, and mindset under demanding conditions.

8. Which tasks do you enjoy most, and why?

Type: Strength-Based Question
This question helps uncover what the candidate finds energising or fulfilling, which is vital for ensuring long-term engagement and a good fit with the role’s demands.

9. Which tasks do you enjoy least, and how do you handle them?

Type: Values-Based / Strength-Based Question
This explores resilience and realism. It reveals whether the candidate is honest about their limits and how they maintain a positive attitude even when doing tasks they don’t prefer.

10. What motivates you in the long term?

Type: Follow-Up on Psychometrics / Values-Based Question
This is a powerful follow-up if a psychometric test has revealed certain motivational traits or career drivers. It can help validate the results and understand how the candidate’s long-term goals align with the opportunity.

Interviewing As a Conscious Conversation

Effective interview questions for recruiters are tools, but it’s your presence and awareness that bring them to life. When you show up tuned into your Higher Self — calm, clear, and curious — you hold space for candidates to reveal their true nature.

The best hires aren’t just competent. They’re connected. They’re aligned. And they’re found when interviews become conscious conversations — not transactions, but transformations.

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I help leaders develop self- mastery, helping them to become confident in their own inner guidance.

I collaborate with leadership experts, managers and HR professionals to help them get their own message and unique services and products to a wide audience.

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