The Interview Questions That Actually Matter

Let’s be honest. Most interviews still run on autopilot.

They’re filled with surface-level questions, vague conversations, and candidates who’ve practiced their way to a pass.

And the worst offender? "Tell me about yourself."

It’s the interview equivalent of saying “I don’t know what I’m looking for, so I’ll let you talk until something sounds good.”

But if you want to hire people who can actually move the business forward, you need better prompts. Ones that uncover judgment, curiosity, ownership, and adaptability.

That’s what we teach inside the School of Hiring. And it starts with the questions you ask.

Here are 10 of my go-to interview questions (and why they work).

10 Interview Questions That Actually Matter

1. What’s the most difficult work problem you’ve faced, and how did you solve it?

This isn’t about the size of the problem. It’s about how they think, adapt, and own the outcome. Look for candidates who break down the challenge, take accountability, and explain their decision-making with clarity.

2. Thinking about the key responsibilities in this role, what would you prioritise to make the greatest impact in your first year?

Great candidates want to make an impact, not just stay busy. This question tests their understanding of the role, your business, and what really matters. Look for insight, not ambition.

3. Tell me about a time you made a decision without having all the information.

You want someone who can move forward in ambiguity. The strongest candidates will show how they manage risk, seek context quickly, and stay calm when the data isn’t perfect.

4. Describe a time when you disagreed with a team decision. How did you handle it?

Collaboration isn’t about agreement. It’s about how disagreement is handled. Look for evidence of maturity, influence, and knowing when to challenge versus when to let go.

5. What’s one piece of feedback you’ve received that changed how you work?

Self-awareness is a hiring superpower. People who can recall meaningful feedback, internalise it, and adjust their behaviour will grow quickly and contribute more consistently.

6. When have you gone out of your way to understand a colleague or customer’s perspective?

Empathy fuels trust. Strong answers show a willingness to pause, ask deeper questions, and shape their response based on what the other person actually needs — not just what’s easiest.

7. What’s a new skill you learned recently, and what drove you to learn it?

Hiring for adaptability means hiring for learning velocity. Look for signs they’re proactive, curious, and motivated by progress — not just compliance or necessity.

8. Tell me about a time you exceeded expectations. What did you do to make that happen?

Going above and beyond is a mindset. Strong candidates will articulate how they saw an opportunity, took initiative, and drove a result that mattered to others.

9. What’s one lesson from your last role that you think would benefit you here?

This connects reflection to relevance. Look for people who aren’t just repeating experience but translating it into value in a new context.

10. What’s something you’ve built or done that you’re proud of?

Pride reveals ownership. The best candidates speak with energy and depth about what they made, fixed, solved, or created and why it mattered.

Why These Matter

These questions don’t just test for competency. They reveal character, judgment, and the real potential behind the CV.

Anyone can rehearse a good answer. But the best candidates bring substance and these questions will help you see it.

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