The Worst Ever Interview Questions (and What to Ask Instead)
Hiring the right people is one of the most critical decisions a business owner or manager can make.
Yet, so often, interviews are filled with bad questions—the kind that don’t actually help assess a candidate’s suitability for the role.
If you’ve ever left an interview feeling like you didn’t get any real insights into an applicant, your questions might be to blame. Let’s explore the worst types of interview questions, why they fail, and how you can ask better ones to make smarter hiring decisions.
Why Interview Questions Matter
Many employers assume that candidates will volunteer all the important information they need to make a decision. But in reality:
- Candidates only answer what’s asked—if you don’t ask the right questions, you won’t get the right answers.
- A one-size-fits-all approach doesn’t work—questions should be tailored to the role and your business needs.
- Poor questions lead to poor hires—hiring mistakes are costly, time-consuming, and disruptive to your business.
Asking well-crafted, thoughtful questions helps uncover real insights into a candidate’s skills, experience, values, and suitability for your team.
The Worst Interview Questions (and Why They’re Useless)
I could probably write a book of the most bizarre, irrelevant and time wasting interview questions I have heard over the last 20 + years. Let’s break this down into the key categories of the worst ever interview questions:
- Closed-Ended Questions
Closed-ended questions invite yes/no answers—which don’t give you any real insight into a candidate’s experience or abilities. Instead, ask open-ended questions that encourage candidates to demonstrate their knowledge with real-world examples.
Example: “Can you use Xero?”
Better Alternative: “Tell me about a time you used Xero in your last role. What specific tasks did you complete?”
- Questions With No Clear Purpose
A decade is a long time, and most candidates don’t actually know where they’ll be in ten years. This question also doesn’t help determine if they’re the right fit for the role today. Instead, focus on short- to mid-term goals that relate to the job.
Example: “Where do you see yourself in 10 years?”
Better Alternative: “What are your long-term career goals, and how does this role fit into them?”
- Trick or “Clever” Questions
While quirky questions might seem like a fun way to assess personality, they don’t actually provide any useful information. Stick to questions that help evaluate skills, experience, and cultural fit.
Example: “If you were a fruit, what fruit would you be?”
Better Alternative: “Can you describe your work style and how you approach problem-solving?”
- Questions That Candidates Have Pre-Rehearsed
Everyone has heard the “what’s your biggest weakness?” question before, and most candidates will give a carefully rehearsed, non-threatening answer (e.g., “I’m a perfectionist”). Instead, ask for real-life examples to see how they handle challenges and self-improvement.
Example: “What’s your biggest weakness?”
Better Alternative: “Tell me about a time you received constructive feedback. How did you handle it?”
- Generic Questions That Don’t Provide Insight
While an icebreaker question can be helpful, this one is too broad and often leads to candidates rambling or giving a rehearsed “pitch”. Instead, direct them to share specific experience relevant to the job.
Example: “Tell me about yourself.”
Better Alternative: “Walk me through your experience and how it relates to this role.”
- Leading Questions
Leading questions give away the answer—candidates will simply tell you what they think you want to hear. Instead, ask behavioural questions that allow them to demonstrate their skills with real examples.
Example: “We really value teamwork here. Are you a team player?”
Better Alternative: “Can you give an example of a time you worked in a team to achieve a goal?”
How to Craft Great Interview Questions
If you want to hire the best person for the job, you need to ask the right questions. Here are some key strategies:
Identify the Key Skills and Attributes You Need
Before you create interview questions, clarify:
- What are the must-have skills for the role?
- What are the deal-breakers?
- What kind of personality and work style will fit best with your team?
For example, if hiring for an office manager, you may want to ask:
“Tell me about a time you had to juggle multiple priorities. How did you handle it?”
Use Behavioural Questions (STAR Method)
Instead of hypothetical questions, use the STAR method (Situation, Task, Action, Result) to get detailed answers:
“Can you give me an example of a time you had to handle a difficult customer? How did you manage the situation?”
This approach helps uncover how candidates have actually performed in real-world scenarios.
Tailor Questions to Cultural Fit
Technical skills matter, but so does team and cultural fit.
“What kind of work environment helps you thrive? Can you describe your ideal team dynamic?”
This helps assess whether their working style aligns with your company culture.
Assess Values and Motivation
Values alignment is key to long-term retention and job satisfaction.
“What motivates you to do your best work?”
This helps ensure the role and company align with what drives the candidate.
Check Logistics and Practicalities
Don’t forget practical considerations like work hours, remote work setup, or availability.
“Are you comfortable working from home, and do you have a dedicated workspace?”
Clarifying logistical expectations upfront prevents misalignment later.
Final Thoughts
Asking high-quality, well-thought-out questions ensures you gain real insights into candidates’ skills, experience, and fit for your business.
By avoiding generic, closed-ended, and rehearsed questions, you’ll be able to:
✔ Identify the best candidate for the job
✔ Reduce hiring mistakes and turnover
✔ Build a stronger, more engaged team
So, before your next interview, take a few minutes to refine your questions—it could make all the difference in finding your next great hire!
An Invitation
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