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Sample Interview Questions

These questions are designed to support consistent, effective interviews while allowing flexibility based on the role and panel.

  1. Select 1 - 2 questions from each category to create a balanced interview.
  2. Use the same questions for all candidates interviewing for the same role.
  3. Prioritize questions that align most closely with the core responsibilities and team needs of the position.
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Why ask these:

To understand how a candidate has handled real situations in the past.

What this helps identify:

Consistency, accountability, judgment, and how the candidate typically approaches work, challenges, and responsibility.

Questions:
  • Describe a time you had to manage multiple priorities with competing deadlines. How did you approach it?
  • Share an example of a challenge you faced at work and how you worked through it.
  • Tell us about a time you made a mistake. What actions did you take afterward?
  • Describe a situation where you received feedback that required you to change your approach.
  • Give an example of a time you had to take ownership of a task outside your usual responsibilities.
Why ask these:

To assess how a candidate thinks through hypothetical or unfamiliar situations.

What this helps identify:

Problem-solving approach, decision-making, adaptability, and how the candidate responds to new or changing circumstances.

Questions:
  • How would you handle a situation where expectations for an assignment are unclear?
  • If a team member is not meeting commitments and it affects your work, what would you do?
  • How would you respond if priorities changed late in a project?
  • What steps would you take if you strongly disagreed with a decision that impacts your work?
  • How would you approach a task with a tight deadline and limited resources?
Why ask these:

To evaluate how the candidate exchanges information and builds working relationships.

What this helps identify:

Clarity, listening skills, ability to tailor communication, and effectiveness in working across roles or with stakeholders.

Questions:
  • Describe your role on a successful team you’ve been part of.
  • How do you handle working with individuals who have different working styles?
  • Tell us about a time you supported a team goal that was not your top priority.
  • What do you expect from teammates to do your best work?
  • How do you contribute to maintaining a respectful and productive team environment?
Why ask these:

To evaluate how the candidate exchanges information and builds working relationships.

What this helps identify:

Clarity, listening skills, ability to tailor communication, and effectiveness in working across roles or with stakeholders.

Questions:
  • How do you tailor your communication for different audiences?
  • Describe a time you had to explain complex information clearly and concisely.
  • How do you handle difficult or sensitive conversations at work?
  • Tell us about a time you had to influence or persuade others.
  • How do you build trust with new colleagues or stakeholders?
Why ask these:

To understand how the candidate manages their workload and maintains effectiveness.

What this helps identify:

Organization, prioritization, follow-through, stress management, and ability to work independently.

Questions:
  • How do you stay organized when managing multiple tasks or projects?
  • Describe how you typically approach planning your work.
  • How do you handle high-pressure or time-sensitive situations?
  • What strategies do you use to maintain focus and follow-through?
  • How do you balance independent work with collaboration?
Why ask these:

To assess the candidate’s approach to learning and improvement.

What this helps identify:

Self-awareness, openness to feedback, adaptability, and long-term development potential.

Questions:
  • What professional skills are you currently working to improve?
  • Describe a role or project that significantly challenged you.
  • How do you typically seek feedback?
  • Tell us about a time you had to quickly learn something new.
  • How do you approach ongoing learning in your work?
Purpose: 

To confirm the candidate has the technical knowledge, experience, and functional skills required to perform the core responsibilities of the role.

What this helps identify: 

Role readiness, depth of expertise, practical application of skills, and areas where additional training may be needed.

Guidance for Hiring Managers:

When developing skills and role-specific interview questions:

  1. Focus on the most critical responsibilities of the position, not every task listed in the job description.
  2. Identify 2 to 4 core skills that are essential for success in the role within the first year.
  3. Frame questions around how the work is done, not just whether the candidate has exposure to it.
  4. Ask candidates to walk through their process, tools, or decision-making rather than providing yes/no answers.
  5. Use real or realistic work scenarios the role regularly encounters.
Question Design Tips:
  1. Prioritize open-ended questions that allow candidates to explain their approach.
  2. Avoid jargon or internal acronyms that external candidates may not recognize.
  3. Keep questions consistent across candidates for fairness and comparability.
  4. Use follow-up prompts such as:
    1. What was your role in that?
    2. What challenges did you encounter?
    3. What was the outcome?

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