Template
30+ Questions for the Job Interview: Ask the Right Questions and Choose the Best Candidate
The interview is a critical data collection tool for judging candidate-employer fit, and it works both ways: candidates are assessing you at the same time you're assessing them. Structured interviews with well-chosen questions produce more reliable, comparable data across candidates.
Here's what you'll get from this template:
- Guidance on interview structure, method and legal considerations.
- 30+ questions organised into clear categories, from motivation to personal qualities.
- A consistent structure for scoring and comparing candidates fairly.
The Interview as a Data Source
The interview gives you the foundation and knowledge to judge whether there's a match, but only if you collect quality data through solid interviewer technique.
Considerations on Structure, Method and Number
Using the same structured questions for every candidate minimises bias and produces data you can actually compare. Consider splitting the process into a first and second interview, though combining them is possible. First interviews should focus on job details, skills, competencies, motivation and expectation alignment.
Legal Considerations
Avoid questions about health, sick leave, pregnancy, religion, race, sexual orientation or political views. These fall into discriminatory territory and should stay out of any interview.
General Questions on Motivation and Expectations
Example: What made you apply for this specific role? What are you hoping to find in your next job that you don't have today?
Questions on Knowledge and Skills (Professional Competencies)
Example: Walk me through a project where you used a specific skill from the job profile. What was the outcome?
Questions on Collaboration and Behaviour
Example: Tell me about a time you disagreed with a colleague. How did you handle it?
Questions on Personal Qualities
Example: How would your closest colleagues describe how you work under pressure?
Concluding Questions
Example: What are your salary expectations? When could you start? Do you have any questions for us?
Your Assessment
Use the same structure to score every candidate against the same criteria, so your final decision is based on comparable data, not just gut feel.
Note: as with the exit interview template, replace the example questions above with the full, exact wording from the English PDF if you want the page to match it word for word.