The Top 6 Questions Every Hiring Manager Should Ask in an Interview

After 12 years of interviewing dozens of candidates each week at a recruitment firm, I’ve learned that the right interview questions do more than just confirm qualifications—they reveal how a candidate thinks, communicates, and approaches challenges. The goal isn’t just to find someone who can do the job, but someone who genuinely wants to and will thrive in the role long-term. These conversations should be honest and direct so both sides can make the best decision.

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Here are the six questions I always ask to get beyond the resume and understand the person I'm interviewing.

1. Tell me about yourself.

Even though it’s such a simple question, you can learn a lot about a person by how they answer it. This is a candidate’s first opportunity to showcase their communication style and level of preparation. Can they confidently summarize their experience and articulate their strengths? If someone struggles with this question—especially if they are applying for a fast-paced or high-demand role—it’s an immediate indicator that they won’t be a good fit. It also sets the tone for the rest of the interview. A well-prepared candidate will use this moment to engage the interviewer and steer the conversation in a strong direction.

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What a strong answer should include: A strong answer should be clear, well-structured, and tell a story. “I started my career in account management, where I developed strong client communication and problem-solving skills. Over time, I realized my passion was in operations, so I transitioned into a role where I could focus on streamlining processes and improving efficiency. Now, I’m looking for a role where I can bring that expertise to a fast-paced team.” Great responses go beyond just listing past jobs—they highlight key strengths, lessons learned, and how those experiences led them to this interview.

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2. What drew you to this role and our organization?

Instead of asking, “Why do you want to work here?” I like to ask, “What excites you or what attracts you to this role and organization?” It helps gauge a candidate’s enthusiasm and understanding of both the job and the company. We interview about 40 candidates each week and you would be surprised how many people don’t have an answer to this. A candidate might prepare by rehearsing their answers, but have they actually researched your company?

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While they don’t need to know everything about the company, I do expect them to show genuine interest—even if that just means they took the time to prepare. If someone doesn’t understand the environment or culture at your company, how can they be confident they are a good fit? This question is especially important when hiring for a long-term role, because you want someone who isn’t just looking for any job—they should be genuinely excited about this one.

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What a strong answer should include:  A strong answer should show that the candidate has done their research and truly connects with the role. “I’m excited about this opportunity because I’ve always admired how your company prioritizes innovation in the industry. My background in project management aligns well with the responsibilities of this role, and I’m particularly drawn to the collaborative culture here. I love working with cross-functional teams to solve problems, and I know this is an environment where I could thrive.” The best responses go beyond generic statements and demonstrate enthusiasm, alignment with company values, and a clear understanding of what makes this role a great fit.

3. How do you stay organized, especially when juggling multiple priorities?

I love this question for admin roles, but it applies to any position. It’s a big and important one because it gives insight into a candidate’s organization, time management, and ability to handle pressure. In today’s hybrid and remote work environments, being able to structure your day and get your work done without constant oversight is critical. I want to know—how do they manage multiple projects? How do they prioritize when everything feels urgent? Especially in roles that don't have constant oversight, hiring someone who can stay organized and self-sufficient is key.

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What a strong answer should include: A strong answer should show that the candidate has a clear system for managing their workload and staying on top of deadlines. “In my last role, I supported multiple executives, so this is something I had to get really good at. I use a combination of time-blocking and a task management system to prioritize my workload. Each morning, I review my deadlines and organize my tasks based on urgency and complexity. If multiple priorities come up at once, I assess what needs immediate attention and communicate with my team to ensure nothing falls through the cracks.” They should be able to share their ability to stay organized, adapt when needed, and effectively manage competing priorities.

4. In your previous roles, what was the most effective training/onboarding for your learning style?

This is one of my favorite questions because nobody ever asks it. I started using it after years of hiring entry-level candidates and realizing that not every workplace can provide the same level of training. If someone needs explicit directions all day, they’re probably not going to succeed at a company where independence is key. That’s why I want to know—what was the best and worst onboarding experience they’ve had? What kind of training worked for them in a real job setting? Some large firms onboard hundreds of new grads at once and have structured training programs, while smaller companies might not have the resources to provide that kind of support. If a candidate’s learning style doesn’t align with what a company can offer, I’d rather know upfront than set them up for failure.

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What a strong answer should include:  A strong answer should include specific details about a past onboarding experience and why it worked for them. For example, a candidate might say, “I had a corporate onboarding where I was emailed tasks and given an outline of where I needed to be, and we had daily check-ins. That worked for me because I’m inquisitive and love asking questions.” Their response should connect their personal traits to the training method, showing that they understand how they learn best. The best answers give insight into how they adapt to new environments and whether their learning style would align with what the company can realistically provide.

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5. How do you like to receive feedback?

This is one of the biggest reasons people either succeed or struggle in a role, and it’s not something many interviewers ask. Feedback is an important part of any job, and how someone processes and applies it can tell you a lot about whether they’ll succeed in a specific work environment. Interviewing and onboarding take time, effort, and money, so it’s important to know upfront if a candidate can take in feedback, process it, and apply it productively. Some people are naturally receptive, while others might struggle with it—and you can usually tell right away where someone falls.

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What a strong answer should include:  A strong answer should show that the candidate knows what works for them, how they process feedback, and how it helps them improve. For example, they might say, “I appreciate feedback because it helps me improve, but I like to take a moment to process it before responding. If something isn’t clear, I’ll ask follow-up questions to make sure I fully understand how to apply it.” The best responses will show self-awareness, whether they prefer direct, in-the-moment feedback or need time to reflect before adjusting.

6. Tell me about a time you faced a challenge at work and how you handled it.

This is a common interview question, but it’s an important one because it directly assesses problem-solving skills. It also gives insight into how a candidate defines a challenge. If someone describes something minute that I wouldn’t necessarily define as a conflict—but rather a normal part of day-to-day work—it tells me a lot about their mindset. I want to hear a clear walkthrough of the situation, how they fixed it, what the result was, and most importantly, what they learned from it. I want to see that they took something from the experience and applied that lesson moving forward, rather than just putting out a one-time fire.

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What a strong answer should include:  A strong answer will include the challenge, the steps the candidate took to resolve it, and the outcome. For example, they might say, “I had a last-minute project thrown at me with a tight deadline. I quickly assessed priorities, communicated with my team to delegate tasks, and ensured we met the deadline without sacrificing quality. Afterward, I put a better workflow in place so we wouldn’t run into the same issue again.” The best responses show not just how they solved the problem, but how they grew from it to prevent similar issues in the future.

Get ready to answer their questions

Before ending any interview, I always ask, Do you have any questions for me? It’s important to see what they’re curious about, how they think, and what matters to them. It also shows whether they’re serious about the opportunity. Hiring isn’t just about finding someone who can do the job—it’s about finding someone who actually wants to.

The right questions make all the difference

An interview should give you the real picture—not just the polished version. It’s important to be upfront about the role and what a candidate is getting into, just like it’s important for them to be honest about what they want. That’s why I always emphasize transparency. The goal isn’t just to fill a job—it’s to make the right match so no one is unhappy three months down the line.

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These questions are designed to help get there. They start with tell me about yourself. Then, What excites you about this role and company? Do you even like this company? If a candidate gives a bad answer to that, why would we move forward when there are others who are genuinely excited about the role? From there, how do you stay organized when managing multiple priorities? What Kind of training or onboarding has worked best for you? How do you prefer to receive feedback? And finally, tell me about a work challenge you faced and how you handled it. Because at the end of the day, things will go wrong, and you need someone who can adapt and grow.

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Let us handle the hiring for you

Finding the right candidate takes time, and asking the right questions is just the beginning. At Career Group Companies, we take the work off your plate by handling the screening and interviewing process upfront. Our expert recruiters help craft a tailored hiring strategy, ensuring you meet only the most qualified, well-vetted candidates. Let us be your recruiting partner—contact us today to see how we can help build your team with the right talent.

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