{"id":8291,"date":"2026-05-04T17:31:45","date_gmt":"2026-05-04T17:31:45","guid":{"rendered":"https:\/\/voicit.com\/blog\/uncategorized\/interview-questions-ask-candidates\/8291\/"},"modified":"2026-05-04T17:31:45","modified_gmt":"2026-05-04T17:31:45","slug":"domande-del-colloquio-poste-ai-candidati","status":"publish","type":"post","link":"https:\/\/voicit.com\/it\/blog\/recursos-humanos\/interview-questions-ask-candidates\/8291\/","title":{"rendered":"Domande da porre ai candidati durante il colloquio: oltre 150 domande per ruolo e competenza (2026)"},"content":{"rendered":"<link href=\"https:\/\/fonts.googleapis.com\/css2?family=Manrope:wght@400;500;600;700;800&#038;display=swap\" rel=\"stylesheet\">\n<style>\n.voicit-blog-content { font-family: 'Manrope', -apple-system, sans-serif; color: #333; max-width: 820px; margin: 0 auto; }\n.voicit-blog-content p { font-size: 18px; line-height: 1.7; margin: 0 0 18px; color: #333; }\n.voicit-blog-content h2 { font-size: 26px; font-weight: 700; 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align-items: center; gap: 12px; flex-wrap: wrap; }\n.section-collapsible summary h3 { margin: 0; font-size: 19px; color: #111; font-weight: 600; display: inline; }\n.section-collapsible .section-content { padding: 0 26px 22px; }\n.section-collapsible .when, .section-collapsible .focus { background: #fff; padding: 10px 14px; border-radius: 6px; margin-bottom: 14px; font-size: 15px; border: 1px solid #ececec; }\n.section-collapsible .when strong, .section-collapsible .focus strong { color: #111; }\n.section-collapsible .question-list { list-style: none; padding: 0; margin: 0; }\n.section-collapsible .question-list li { padding: 10px 14px; background: #fff; border-left: 3px solid #1a73e8; margin-bottom: 8px; border-radius: 0 6px 6px 0; font-size: 16px; line-height: 1.5; }\n.section-collapsible ul:not(.question-list) { margin: 0; padding-left: 24px; font-size: 16px; }\n.section-collapsible ul:not(.question-list) li { margin-bottom: 8px; }<\/p>\n<p>.author-box { display: flex; align-items: center; gap: 18px; background: #f9f9f9; border-radius: 12px; padding: 24px 28px; margin-top: 56px; }\n.author-box img { width: 80px; height: 80px; border-radius: 50%; flex-shrink: 0; }\n.author-box-text { font-size: 15px; }\n.author-box-text strong { display: block; font-size: 17px; color: #111; margin-bottom: 4px; }\n.author-box-text .role { color: #666; font-size: 14px; margin-bottom: 6px; }<\/p>\n<p>@media (max-width: 600px) {\n    .voicit-blog-content h2 { font-size: 22px; }\n    .voicit-blog-content h3 { font-size: 19px; }\n    .voicit-blog-content p { font-size: 17px; }\n    .author-box { flex-direction: column; text-align: center; }\n}\n<\/style>\n<div class=\"voicit-blog-content\" lang=\"en\">\n<div class=\"byline\">\n    <img decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=96\" alt=\"\u00c1lvaro Arrescurrenaga\"><\/p>\n<div class=\"byline-text\">\n        Updated: May 2026 \u00b7 By <strong>\u00c1lvaro Arrescurrenaga<\/strong>, CEO at Voicit\n    <\/div>\n<\/div>\n<p>You&#8217;ve run three interviews for the same role this week and they all blur together. Candidates say what you want to hear, you can&#8217;t pin down clear evidence, and by the end you&#8217;re picking the one you connected with most. <strong>The problem isn&#8217;t your gut \u2014 it&#8217;s the question list you walked in with<\/strong>.<\/p>\n<p>At Voicit we analyze thousands of interviews from US and UK recruiters, and the pattern is always the same: low-quality interviews use generic questions like \u00abwhat are your strengths?\u00bb The interviews that actually predict performance use behavioral, situational, and technical questions <em>designed for each competency<\/em>. This guide gives you <strong>150+ interview questions to ask candidates<\/strong>, organized by role and competency, with example responses that reveal the strong candidates \u2014 and the ones who are improvising. Works for phone, video, and in-person interviews.<\/p>\n<div class=\"snippet-bait\">\n<p><strong>What are the best interview questions to ask candidates?<\/strong> The most predictive questions are <strong>behavioral<\/strong> (\u00abTell me about a time when&#8230;\u00bb) because they force the candidate to provide concrete past evidence, not opinions. Combined with <strong>situational<\/strong> questions (\u00abWhat would you do if&#8230;?\u00bb) and <strong>role-specific technical<\/strong> questions, they form the strongest structure for a modern hiring interview.<\/p>\n<\/div>\n<div style=\"display:flex; align-items:center; gap:24px; padding:24px 28px; background:#111; color:white; border-radius:14px; margin: 24px 0;\">\n<div style=\"font-size:64px; font-weight:800; color:#E7FE15; line-height:1;\">150+<\/div>\n<div style=\"font-size:18px; line-height:1.4;\"><strong style=\"font-weight:700;\">interview questions to ask candidates<\/strong>, organized by competency and by role: behavioral, situational, technical, cultural fit, and motivation. Each one with the why behind it.<\/div>\n<\/div>\n<div class=\"toc-box\">\n<h3>What you&#8217;ll find in this guide<\/h3>\n<ol>\n<li><a href=\"#types\">The 5 question types every interview should cover<\/a><\/li>\n<li><a href=\"#star\">The STAR method for behavioral questions<\/a><\/li>\n<li><a href=\"#behavioral\">35 behavioral interview questions to ask candidates<\/a><\/li>\n<li><a href=\"#by-role\">Interview questions by role (Sales, Engineering, CS, Marketing, Managers)<\/a><\/li>\n<li><a href=\"#situational\">25 situational interview questions<\/a><\/li>\n<li><a href=\"#cultural\">Cultural fit and motivation questions<\/a><\/li>\n<li><a href=\"#illegal\">Questions you should NEVER ask (US and UK legal)<\/a><\/li>\n<li><a href=\"#structure\">How to structure a 60-minute interview<\/a><\/li>\n<li><a href=\"#faq\">Frequently asked questions<\/a><\/li>\n<\/ol>\n<\/div>\n<h2 id=\"types\">The 5 question types every interview should cover<\/h2>\n<p>An effective interview isn&#8217;t a list of 30 random questions. It&#8217;s a script that combines <strong>five distinct question types<\/strong>, each designed to evaluate a different dimension of the candidate. If you only use one type (most common: only open-ended \u00abtell me about yourself\u00bb questions), you lose 70% of the information the interview could give you.<\/p>\n<ol>\n<li><strong>Behavioral.<\/strong> Past, real experience. \u00abTell me about a time when you had to&#8230;\u00bb \u2014 they predict the future best because they&#8217;re built on concrete evidence.<\/li>\n<li><strong>Situational.<\/strong> Hypothetical scenarios. \u00abWhat would you do if&#8230;?\u00bb \u2014 useful for evaluating reasoning, values, and best-practice knowledge.<\/li>\n<li><strong>Technical.<\/strong> Role-specific. They demonstrate real skill, not just what&#8217;s on the resume.<\/li>\n<li><strong>Cultural fit and motivation.<\/strong> About values, purpose, and team alignment. They determine whether the person stays.<\/li>\n<li><strong>Career trajectory.<\/strong> About ambition, growth, 2-3 year vision. Detect alignment with the role and the company stage.<\/li>\n<\/ol>\n<figure style=\"margin:32px 0;text-align:center;\">\n<img decoding=\"async\" src=\"https:\/\/voicit.com\/wp-content\/uploads\/2026\/05\/imagen_question_types_en.jpg\" alt=\"The 5 types of interview questions to ask candidates: behavioral, situational, technical, cultural fit, motivation\" loading=\"lazy\" style=\"max-width:100%;height:auto;border-radius:12px;border:1px solid #e5e5e5;\" \/><\/p>\n<div style=\"font-size:13px;color:#666;text-align:center;margin-top:8px;font-style:italic;\">Each type evaluates a distinct dimension. The balanced combination is what separates predictive interviews from coffee-chat interviews.<\/div>\n<\/figure>\n<div class=\"callout-tip\">\n    <strong>Practical rule:<\/strong> in a 60-minute interview, allocate 25 minutes to behavioral, 10 to situational, 10 to technical, 10 to cultural fit\/motivation, and 5 minutes for the candidate&#8217;s questions.\n<\/div>\n<h2 id=\"star\">The STAR method for behavioral questions<\/h2>\n<p>STAR is the most widely used framework in modern hiring to structure behavioral questions. Every behavioral question should let the candidate respond with all four components:<\/p>\n<table class=\"star-table\">\n<tbody>\n<tr class=\"table-header\">\n<td>Component<\/td>\n<td>What you ask the candidate<\/td>\n<td>Why it matters<\/td>\n<\/tr>\n<tr>\n<td><strong>S \u2014 Situation<\/strong><\/td>\n<td>Context of the story: where, when, with whom.<\/td>\n<td>Verifies the experience is real and specific.<\/td>\n<\/tr>\n<tr>\n<td><strong>T \u2014 Task<\/strong><\/td>\n<td>What their concrete responsibility was in that situation.<\/td>\n<td>Distinguishes \u00abI was on the team\u00bb from \u00abI owned this\u00bb.<\/td>\n<\/tr>\n<tr>\n<td><strong>A \u2014 Action<\/strong><\/td>\n<td>What they personally did. First-person verbs.<\/td>\n<td>Avoids \u00abwe did\u00bb \u2014 you want to see the candidate act.<\/td>\n<\/tr>\n<tr>\n<td><strong>R \u2014 Result<\/strong><\/td>\n<td>What impact their action had. Metrics if possible.<\/td>\n<td>Measures impact awareness and outcome orientation.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>A well-formulated behavioral question starts with verbs like <em>\u00abTell me about\u00bb<\/em>, <em>\u00abDescribe\u00bb<\/em>, or <em>\u00abWalk me through\u00bb<\/em>, and ends forcing the candidate to recount a specific case rather than a generic opinion.<\/p>\n<p>If the candidate responds in abstract terms (\u00abI always try to&#8230;\u00bb), follow up directly: <em>\u00abCan you walk me through a specific instance where this happened?\u00bb<\/em>. The difference between candidates with real experience and those without is in their ability to surface the situation in detail.<\/p>\n<h2 id=\"behavioral\">35 behavioral interview questions to ask candidates<\/h2>\n<p>Behavioral questions are the strongest predictors of performance. These are organized by the competency they evaluate. Click each section to expand the full list.<\/p>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-soft\">Soft skill<\/span><\/p>\n<h3>Communication<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"when\"><strong>When to use:<\/strong> sales, customer-facing roles, leadership, consulting, HR, any role with executive exposure.<\/div>\n<ul class=\"question-list\">\n<li>Tell me about a time you had to explain a complex concept to a non-technical stakeholder. How did you approach it?<\/li>\n<li>Describe a moment when your message wasn&#8217;t well received. What did you do next?<\/li>\n<li>Walk me through a difficult conversation you had at work. How did you prepare for it?<\/li>\n<li>How do you adapt your communication style based on who you&#8217;re talking to: customer, manager, peer, direct report?<\/li>\n<li>Tell me about a time you had to say \u00abno\u00bb to a reasonable request from a customer or your manager.<\/li>\n<li>Describe a piece of written communication you&#8217;re particularly proud of. What made it effective?<\/li>\n<li>Tell me about a presentation that didn&#8217;t land. What would you do differently?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-soft\">Soft skill<\/span><\/p>\n<h3>Problem solving and decision making<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"when\"><strong>When to use:<\/strong> consulting, engineering, operations, mid-management, any qualified role.<\/div>\n<ul class=\"question-list\">\n<li>Tell me about the most difficult problem you&#8217;ve solved at work. How did you approach it?<\/li>\n<li>Describe a situation where your first solution didn&#8217;t work. What did you do?<\/li>\n<li>Give me an example of a problem you spotted before anyone else. How did you see it?<\/li>\n<li>What do you do when you face a problem with no precedent in your team?<\/li>\n<li>Tell me about a decision you made with incomplete information. How did you assess the risk?<\/li>\n<li>Walk me through a data-driven decision you made against your gut instinct.<\/li>\n<li>Describe a time you had to challenge consensus on a decision.<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-soft\">Soft skill<\/span><\/p>\n<h3>Teamwork and collaboration<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"when\"><strong>When to use:<\/strong> almost any role, especially startups, agencies, cross-functional teams.<\/div>\n<ul class=\"question-list\">\n<li>Describe the most effective team you&#8217;ve been part of. What made it special?<\/li>\n<li>Tell me about a conflict you had with a coworker. How did you resolve it?<\/li>\n<li>Give me an example of a time you had to collaborate with someone you didn&#8217;t get along with.<\/li>\n<li>How do you handle a teammate who isn&#8217;t pulling their weight?<\/li>\n<li>Tell me about a time you changed your opinion thanks to a teammate&#8217;s input.<\/li>\n<li>Describe a successful cross-functional project you led. What was your role?<\/li>\n<li>Tell me about a time you advocated for a teammate who wasn&#8217;t in the room.<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-soft\">Soft skill<\/span><\/p>\n<h3>Time management and prioritization<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"when\"><strong>When to use:<\/strong> roles juggling multiple projects, managers, IC roles with autonomy.<\/div>\n<ul class=\"question-list\">\n<li>Tell me about a week you were overloaded. How did you decide what to do and what to drop?<\/li>\n<li>Describe your personal system for organizing tasks and deadlines.<\/li>\n<li>Give me an example of when you had to say \u00abno\u00bb to an interesting project due to capacity constraints.<\/li>\n<li>How do you distinguish urgent from important in your day-to-day?<\/li>\n<li>Tell me about a time you missed a deadline. What happened and what did you learn?<\/li>\n<li>Walk me through how you&#8217;d plan your first 30 days in this role.<\/li>\n<li>What&#8217;s your approach when three high-priority requests land simultaneously?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-soft\">Soft skill<\/span><\/p>\n<h3>Adaptability and learning<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"when\"><strong>When to use:<\/strong> startups, digital transformation, roles with frequent change.<\/div>\n<ul class=\"question-list\">\n<li>Tell me about a major change your company implemented that you didn&#8217;t initially see clearly.<\/li>\n<li>Describe the last time you had to learn something new under pressure.<\/li>\n<li>Give me an example of a time your role changed overnight. How did you handle it?<\/li>\n<li>How do you react when a strategic decision you disagree with gets approved?<\/li>\n<li>Tell me about a significant professional failure. What did you learn from it?<\/li>\n<li>Walk me through the most recent skill you&#8217;ve added to your toolkit.<\/li>\n<li>Describe a time you had to unlearn something to grow.<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<h2 id=\"by-role\">Interview questions by role: Sales, Engineering, CS, Marketing, Managers, Operations<\/h2>\n<p>The right question depends heavily on the role. This is where most interview templates fall short \u2014 they treat every candidate the same regardless of position. Use the matrix below as a starting point and adapt to your specific stack.<\/p>\n<figure style=\"margin:32px 0;text-align:center;\">\n<img decoding=\"async\" src=\"https:\/\/voicit.com\/wp-content\/uploads\/2026\/05\/imagen_questions_by_role.jpg\" alt=\"Interview question focus by role: which competencies to prioritize per position type\" loading=\"lazy\" style=\"max-width:100%;height:auto;border-radius:12px;border:1px solid #e5e5e5;\" \/><\/p>\n<div style=\"font-size:13px;color:#666;text-align:center;margin-top:8px;font-style:italic;\">Each role type prioritizes different competencies. Customize the question mix accordingly.<\/div>\n<\/figure>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Sales reps and Account Executives<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"focus\"><strong>Focus on:<\/strong> behavioral resilience, situational deal handling, motivation tied to quota.<\/div>\n<ul>\n<li>Tell me about your largest deal lost. What would you do differently?<\/li>\n<li>Walk me through your discovery call structure for a new prospect.<\/li>\n<li>What would you do if a key customer threatens to churn because a competitor offers 30% less?<\/li>\n<li>How do you handle a deal that&#8217;s been stuck in stage 4 for 3 months?<\/li>\n<li>Tell me about a time you closed a deal when you weren&#8217;t the cheapest option.<\/li>\n<li>How do you manage your pipeline at the end of a quarter when you&#8217;re 20% short of target?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Software engineers<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"focus\"><strong>Focus on:<\/strong> technical depth, situational tradeoffs, collaboration with non-technical stakeholders.<\/div>\n<ul>\n<li>Walk me through a technical decision you made recently and the tradeoffs you evaluated.<\/li>\n<li>Describe a system you designed end-to-end. What would you change today?<\/li>\n<li>What would you do if you discovered a critical security vulnerability mid-sprint?<\/li>\n<li>How do you handle a non-technical PM asking for something that creates significant tech debt?<\/li>\n<li>Tell me about a production incident you owned. How did you handle communication?<\/li>\n<li>How do you decide between fixing technical debt and shipping new features?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Customer Success managers<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"focus\"><strong>Focus on:<\/strong> behavioral empathy, situational escalations, retention motivation.<\/div>\n<ul>\n<li>Tell me about the toughest customer renewal you&#8217;ve handled.<\/li>\n<li>Walk me through how you onboard a new enterprise customer.<\/li>\n<li>What would you do if a high-MRR account suddenly went quiet for 4 weeks?<\/li>\n<li>How do you balance proactive outreach with reactive support?<\/li>\n<li>Describe a time you escalated an issue to product. How did you frame it?<\/li>\n<li>How do you measure success in your role beyond NPS?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Marketing professionals<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"focus\"><strong>Focus on:<\/strong> behavioral creativity, technical analytics, motivation tied to growth metrics.<\/div>\n<ul>\n<li>Walk me through a campaign you ran from concept to results.<\/li>\n<li>Describe a marketing experiment that failed. What did you learn?<\/li>\n<li>How do you measure attribution across multi-touch journeys?<\/li>\n<li>Tell me about a time you killed a project that was your idea.<\/li>\n<li>What would you do if your CAC tripled in a quarter?<\/li>\n<li>How do you balance brand-building investments with performance marketing?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>People managers and team leads<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"focus\"><strong>Focus on:<\/strong> leadership behavior, situational team conflict, cultural fit with company values.<\/div>\n<ul>\n<li>Tell me about the best team you&#8217;ve ever managed. What did you do to build it?<\/li>\n<li>Describe the most difficult conversation you&#8217;ve had with a direct report.<\/li>\n<li>Walk me through how you handle underperformance.<\/li>\n<li>Tell me about a time you had to let someone go.<\/li>\n<li>How do you handle a brilliant but toxic team member?<\/li>\n<li>What would you do in your first 30 days leading a team in crisis?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Operations and supply chain<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<div class=\"focus\"><strong>Focus on:<\/strong> technical process design, situational crisis management, attention to detail.<\/div>\n<ul>\n<li>Walk me through a process you redesigned. What did you measure before and after?<\/li>\n<li>Describe a major operational incident you owned.<\/li>\n<li>What would you do if your main supplier failed mid-quarter?<\/li>\n<li>How do you balance cost optimization with quality assurance?<\/li>\n<li>Tell me about a time you scaled a process from 10x to 100x volume.<\/li>\n<li>What&#8217;s your approach to identifying bottlenecks no one&#8217;s noticed?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<h2 id=\"situational\">25 situational interview questions<\/h2>\n<p>Situational questions (\u00abWhat would you do if&#8230;?\u00bb) work best when the candidate doesn&#8217;t yet have the experience to answer behavioral ones \u2014 junior roles, career changes, recent graduates \u2014 or when you want to evaluate professional judgment regardless of past experience.<\/p>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Universal situational questions<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul>\n<li>What would you do if your manager asked you to do something you disagreed with ethically?<\/li>\n<li>How would you handle discovering a peer is taking credit for your work?<\/li>\n<li>If you noticed a process inefficiency that&#8217;s been there for years, what would you do?<\/li>\n<li>What would you do if you spotted a mistake your VP made in a board presentation?<\/li>\n<li>How would you respond to a deadline being moved up by 50%?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Conflict and pressure scenarios<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul>\n<li>What would you do if two stakeholders gave you contradictory priorities?<\/li>\n<li>How would you handle being publicly criticized in a team meeting?<\/li>\n<li>What would you do if a vendor missed a critical SLA right before a launch?<\/li>\n<li>If a customer asked you to do something against company policy, what would you do?<\/li>\n<li>How would you de-escalate a tense conversation with a senior leader?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Strategic judgment scenarios<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul>\n<li>If you had a $50K budget and one quarter to improve your team&#8217;s output, where would you invest it?<\/li>\n<li>How would you choose between two equally qualified candidates for a key role?<\/li>\n<li>What would you do if your top performer asked for a 30% raise?<\/li>\n<li>If a competitor launched a feature 6 months ahead of you, how would you respond?<\/li>\n<li>How would you handle a major strategic pivot mid-quarter?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Customer and stakeholder scenarios<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul>\n<li>How would you handle a customer who is wrong but insists they&#8217;re right?<\/li>\n<li>What would you do if you discovered your product caused a customer financial harm?<\/li>\n<li>If a stakeholder asks for weekly reporting that takes 8 hours each week, what would you do?<\/li>\n<li>How would you push back on an unreasonable timeline from a senior leader?<\/li>\n<li>What would you do if you uncovered evidence of unethical behavior by a colleague?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><\/p>\n<h3>Self-management scenarios<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul>\n<li>What would you do if you realized halfway through a quarter you couldn&#8217;t hit your goals?<\/li>\n<li>How would you handle being given a project you find boring but important?<\/li>\n<li>What would you do if your manager left and you were asked to step up temporarily?<\/li>\n<li>How would you onboard yourself if your manager was unavailable for your first month?<\/li>\n<li>What would you do if you noticed you were losing motivation in your role?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<h2 id=\"cultural\">Cultural fit and motivation questions<\/h2>\n<p>Cultural fit questions are the most underrated and the ones that explain why a brilliant candidate leaves after 6 months. They&#8217;re not about finding someone \u00ablike everyone else\u00bb \u2014 they&#8217;re about identifying alignment with values and the current company stage.<\/p>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-cultural\">Cultural fit<\/span><\/p>\n<h3>Career motivation<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul class=\"question-list\">\n<li>Why this role and why now in your career? (Watch for generic answers like \u00abI want to grow\u00bb)<\/li>\n<li>What keeps you up at night professionally?<\/li>\n<li>Tell me about the best manager you&#8217;ve ever had. What made them special?<\/li>\n<li>Tell me about the worst work environment you&#8217;ve been in. What was broken?<\/li>\n<li>If you could design your ideal job in 5 years, what would it look like?<\/li>\n<li>What would make you turn down a 20% pay raise from another company?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-cultural\">Cultural fit<\/span><\/p>\n<h3>Values and self-awareness<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul class=\"question-list\">\n<li>What three values would your current manager say describe you?<\/li>\n<li>Tell me about a time you felt deeply aligned with your work. What made it special?<\/li>\n<li>What kind of company culture lets you flourish, and which suffocates you?<\/li>\n<li>What would you change about how you work today?<\/li>\n<li>Tell me about a professional decision you made against your immediate financial interest.<\/li>\n<li>How would your closest collaborator describe your strengths and blind spots?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<details class=\"section-collapsible\">\n<summary><span class=\"summary-inner\"><span class=\"tool-badge badge-cultural\">Cultural fit<\/span><\/p>\n<h3>Company stage fit<\/h3>\n<p><\/span><\/summary>\n<div class=\"section-content\">\n<ul class=\"question-list\">\n<li>What&#8217;s the biggest difference between a Fortune 500 and a startup, from your experience?<\/li>\n<li>What ambiguity are you willing to tolerate to get autonomy?<\/li>\n<li>Tell me about a time you had to \u00abdo everything\u00bb on a project. How did you experience it?<\/li>\n<li>How do you feel about working without clear precedents to follow?<\/li>\n<li>What question would you want to ask us to know if this is the right fit for you?<\/li>\n<\/ul>\n<\/div>\n<\/details>\n<h2 id=\"illegal\">Questions you should NEVER ask in an interview (US and UK legal)<\/h2>\n<p>Many of these are not just unethical \u2014 they&#8217;re <strong>illegal<\/strong> under US Equal Employment Opportunity Commission (EEOC) regulations, the Americans with Disabilities Act (ADA), and the UK Equality Act 2010. Avoid:<\/p>\n<ol>\n<li><strong>\u00abAre you married or in a relationship?\u00bb<\/strong> \u2014 Illegal under EEOC and Equality Act 2010. Marital status is irrelevant to job performance.<\/li>\n<li><strong>\u00abDo you have children or plan to have them?\u00bb<\/strong> \u2014 Illegal and especially discriminatory toward women of reproductive age.<\/li>\n<li><strong>\u00abHow old are you?\u00bb<\/strong> \u2014 Illegal under ADEA (US) and Equality Act 2010. Avoid graduation dates that could reveal age.<\/li>\n<li><strong>\u00abWhat&#8217;s your nationality \/ where are you originally from?\u00bb<\/strong> \u2014 Illegal under Title VII and Equality Act. You can ask about authorization to work, not origin.<\/li>\n<li><strong>\u00abWhat&#8217;s your religion?\u00bb<\/strong> \u2014 Illegal except in extremely narrow religious-organization exceptions.<\/li>\n<li><strong>\u00abDo you have any disabilities?\u00bb<\/strong> \u2014 ADA prohibits this directly. You can ask if the candidate can perform essential job functions with or without accommodation.<\/li>\n<li><strong>\u00abWhat&#8217;s your salary history?\u00bb<\/strong> \u2014 Illegal in many US states (NY, CA, MA, IL, WA, NJ and more) and increasingly restricted in the UK. Ask salary expectations instead.<\/li>\n<li><strong>\u00abWhat are your weaknesses?\u00bb<\/strong> \u2014 Legal but useless. Everyone has a prepared answer (\u00abI&#8217;m too perfectionist\u00bb). Replace it with behavioral questions about real failures.<\/li>\n<li><strong>\u00abTell me about yourself.\u00bb<\/strong> \u2014 Too vague. Replace with: \u00abWalk me through the two most important moments of your career and why you choose them as the principal ones.\u00bb<\/li>\n<\/ol>\n<div class=\"callout-warning\">\n    <strong>Caution:<\/strong> even legal questions can create issues if they&#8217;re not clearly relevant to the role. Golden rule: if a question doesn&#8217;t help you evaluate role competencies, don&#8217;t ask it. If you do, document why it was relevant.\n<\/div>\n<h2 id=\"structure\">How to structure a 60-minute interview<\/h2>\n<p>Structure is what separates predictive interviews from \u00abcoffee chat\u00bb interviews. This is the template we recommend to the hiring teams we work with.<\/p>\n<h3>Opening (5 min)<\/h3>\n<ul>\n<li>Interviewer and company introduction.<\/li>\n<li>Process explanation and duration.<\/li>\n<li>Consent request if recording.<\/li>\n<\/ul>\n<h3>Warm-up (5 min)<\/h3>\n<ul>\n<li>1-2 open-ended career questions to relax the candidate.<\/li>\n<li>E.g.: \u00abWalk me through the two most important moments of your career and why you choose them as the principal ones.\u00bb<\/li>\n<\/ul>\n<h3>Behavioral and technical block (35 min)<\/h3>\n<ul>\n<li>4-6 behavioral questions on key role competencies (STAR method).<\/li>\n<li>2-3 technical questions to verify depth.<\/li>\n<li>1-2 situational questions to validate professional judgment.<\/li>\n<\/ul>\n<h3>Cultural fit and motivation (10 min)<\/h3>\n<ul>\n<li>2-3 questions on alignment with company values and stage.<\/li>\n<li>1 question on career trajectory.<\/li>\n<\/ul>\n<h3>Candidate&#8217;s questions (5 min)<\/h3>\n<ul>\n<li>Genuine opening. The quality of the candidate&#8217;s questions is valuable information.<\/li>\n<\/ul>\n<div class=\"cta-section\">\n<h3>Structure your interviews once. Run them 100 times effortlessly.<\/h3>\n<p>Voicit records the interview, transcribes in English, and delivers a structured report on the competencies you define. Stop taking live notes \u2014 ask better, listen better, decide better.<\/p>\n<p>    <a href=\"https:\/\/app.voicit.com\/signup\" class=\"cta-button\" style=\"color:#fff !important; background:#000 !important; text-decoration:none !important;\" rel=\"noopener\">Try Voicit free \u2192<\/a>\n<\/div>\n<h2 id=\"faq\">Frequently asked questions<\/h2>\n<details class=\"faq-collapsible\">\n<summary>How many interview questions to ask candidates in a single interview?<\/summary>\n<div class=\"faq-answer\">\n<p>For a 60-minute interview, between 8 and 12 main questions (with follow-ups for depth). Beyond that, you don&#8217;t have time for the candidate to respond to behavioral questions in the depth they require.<\/p>\n<\/div>\n<\/details>\n<details class=\"faq-collapsible\">\n<summary>What&#8217;s the best opening question?<\/summary>\n<div class=\"faq-answer\">\n<p>Avoid the generic \u00abTell me about yourself.\u00bb It works much better: \u00abWalk me through the two most important moments of your career and why you choose them as the principal ones.\u00bb It lets the candidate show what they value, their narrative, and their resume&#8217;s key points in their own words.<\/p>\n<\/div>\n<\/details>\n<details class=\"faq-collapsible\">\n<summary>What are the most common interview trick questions and should I use them?<\/summary>\n<div class=\"faq-answer\">\n<p>\u00abWhat are your weaknesses?\u00bb (everyone prepares an answer), \u00abWhy should we hire you?\u00bb (it&#8217;s a test, not a real question), \u00abWhere do you see yourself in 5 years?\u00bb (everyone knows the expected answer). In a modern interview, replace these with behavioral questions that demand real evidence.<\/p>\n<\/div>\n<\/details>\n<details class=\"faq-collapsible\">\n<summary>What do I do if a candidate only answers in abstract terms with no examples?<\/summary>\n<div class=\"faq-answer\">\n<p>Follow up directly: \u00abCan you walk me through a specific instance where this happened?\u00bb. If after the follow-up they still can&#8217;t surface a specific example, the experience likely doesn&#8217;t exist at the level they claim. Mark it as a red flag.<\/p>\n<\/div>\n<\/details>\n<details class=\"faq-collapsible\">\n<summary>Is it legal to record a job interview in the US and UK?<\/summary>\n<div class=\"faq-answer\">\n<p>Yes, with the candidate&#8217;s explicit consent before starting the recording, explaining what it will be used for, who will see it, and how long it will be retained. Practices vary: some US states require two-party consent (CA, FL, IL, MD, MA, MT, NH, PA, WA), others one-party. UK GDPR requires explicit consent and right to erasure.<\/p>\n<\/div>\n<\/details>\n<details class=\"faq-collapsible\">\n<summary>How much weight should technical questions have versus soft skills?<\/summary>\n<div class=\"faq-answer\">\n<p>Depends on role and seniority. For junior roles, soft skills and motivation weigh more (capacity to learn). For seniors, technical questions weigh more because there&#8217;s already a track record. Common practice: 50\/50 for mid-management; 60\/40 toward technical for senior IC roles; 60\/40 toward soft skills for leadership roles.<\/p>\n<\/div>\n<\/details>\n<details class=\"faq-collapsible\">\n<summary>How do I avoid bias when asking interview questions?<\/summary>\n<div class=\"faq-answer\">\n<p>Three practices: (1) use the same question structure for every candidate in the process (structured interview), (2) evaluate immediately after the interview using a scorecard rather than later, (3) have more than one evaluator and compare independently. If you record with consent, you can review specific responses instead of debating perceptions.<\/p>\n<\/div>\n<\/details>\n<div class=\"disclaimer\">\n    The questions in this guide are designed for hiring managers, recruiters, and talent acquisition teams who want to improve the predictive quality of their interviews. Always adapt the script to the specific role and sector. Voicit doesn&#8217;t replace the interviewer: it frees them from administrative work afterward so they can listen better during the conversation.\n<\/div>\n<h2>Actionable summary<\/h2>\n<p>If you only take three ideas from this guide:<\/p>\n<ol>\n<li><strong>Behavioral questions are the strongest predictors of performance.<\/strong> Replace generic opinions (\u00abwhat motivates you?\u00bb) with questions that demand evidence (\u00abTell me about a time when&#8230;\u00bb).<\/li>\n<li><strong>Structure your interview by competency before walking into the room.<\/strong> If you improvise the questions, you&#8217;ll improvise the final decision.<\/li>\n<li><strong>Free up your attention from admin work.<\/strong> Live note-taking prevents you from listening well. <a href=\"https:\/\/app.voicit.com\/signup\" rel=\"noopener\">Voicit<\/a> records, transcribes, and structures the report for you so you can focus on asking better questions and reading responses better.<\/li>\n<\/ol>\n<div class=\"author-box\">\n    <img decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=160\" alt=\"\u00c1lvaro Arrescurrenaga\"><\/p>\n<div class=\"author-box-text\">\n        <strong>\u00c1lvaro Arrescurrenaga<\/strong><\/p>\n<div class=\"role\">CEO &amp; Co-founder at Voicit<\/div>\n<div>Has spent 4 years working with hiring teams and recruiters across the EU and US to automate the most expensive phase of the process: post-interview reporting. Voicit is the tool he built so recruiters spend less time writing reports and more time deciding.<\/div>\n<\/p><\/div>\n<\/div>\n<\/div>\n<p><script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"Article\",\n  \"headline\": \"Interview Questions to Ask Candidates: 150+ Questions by Role and Competency (2026)\",\n  \"description\": \"150+ interview questions to ask candidates organized by role and competency: behavioral, situational, technical, cultural fit. 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The problem isn&#8217;t your gut [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":8288,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"footnotes":"","rank_math_title":"Interview Questions to Ask Candidates: 150+ Examples 2026","rank_math_description":"150+ interview questions to ask candidates organized by role and competency: behavioral, situational, technical, cultural fit. 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