Suitable interview questions for candidate selection

when are which interview questions suitable?

During the applicant interview it is essential to ask the right questions. In the first step, it is more important to find out which person is hiding behind the candidate and what motivation and goals he or she brings with him or her than to tap into his or her specialist skills. As a rule, these can already be very easily deduced from the CV and cover letter and could be supplemented, for example, by exercises. In addition, however, it is specifically about the preparation of specific interview questions for telephone and video interviews and job interviews.

Standard questions – Yesterday’s questions

Everyone knows them: standard questions such as those about “Strengths and weaknesses” of a potential employee. But if you want to get to know your applicants properly, you should keep your hands off stupid standard questions. These questions are usually those for which the suitable candidates prepare themselves extensively. In addition, they often entail a standard answer. If you want to assess the applicants correctly, creative, in-depth questions regarding motivation and personality are required.

The right questions for different types of interviews

It is important to adapt the questions to the type of interview. Different guidelines apply to the personal interview than to interview questions in a telephone or video interview. Because these must often be designed in such a way that the applicant can answer them in shortest time and still give you deep insight .

Interview questions in the interview

In a personal interview you have considerably more time than in telephone or video interviews. Your questions for this type of interview can be more difficult and more extensive. Especially popular stress questions and catch questions are suitable, as well as situative questions and concrete questions about the company:

1. Where do you see yourself in five years?

With this question you find out how goal-oriented the applicant is. It also gives you an idea of whether the applicant has the intention of long-term staying in your company.

2.What was the last conflict discussion with your superior? What was it about and how did you assert yourself?

This question is a good way to find out how an employee behaves towards Superior behavior. You can also find out whether the employee is assertive. At the same time you get an insight, how the applicant talks about his former or current boss and his enterprise.

Suitable interview questions for candidate selection

Interview questions for a telephone interview

The telephone interview is usually there to briefly get to know the applicant. In addition, open questions arising from the applicant’s CV or cover letter can be clarified. For example, the following questions are suitable:

1.Why would you like to quit your current job?

Here you will learn valuable information about how the applicant talks about his current or former employer. This gives you a lot of information about your Motivation and Personality.

2.What can you teach your new colleague?

With the help of this question you can recognize the concrete added value of the applicant for your company. In addition, you can assess how confident and self-confident the candidate is about his or her own abilities and whether the candidate is a team player.

Interview questions for a video interview

In a time-shifted video interview, applicants cannot follow up and have little time to present themselves to you. In these few seconds you have to find out how motivated and goal-oriented the candidate is. At the same time you need to draw conclusions about his personality. Examples of suitable questions in a video interview are:

1.What was your biggest success in the last 12 months?

This question will help you to find out what was the highlight of the candidate’s CV so far. You will also get an insight into whether the candidate can successfully use his strengths.

2. What motivates you every day to perform at your best?

With this question you will learn something about the willingness to perform and motivation of the candidate. In addition, you can assess whether you can offer the employee what he or she expects from the position.


The interview, whether in person, by telephone or video, is the most important step in the entire application process. As a personnel officer you must choose the right questions in order to get to know the applicant on personal and professional level and to get important clues about his motivation, goal orientation and motivation.

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