Hiring the right staff isn’t just about ticking off qualifications on a checklist—it’s about identifying individuals who bring adaptability, problem-solving skills, and a strong cultural fit to the workplace. A great interview goes beyond assessing experience; it reveals a candidate’s potential and how well they align with your team.

Ask Open-Ended Questions

The way you phrase your questions can dramatically impact the insights you gain. Instead of basic inquiries like, “Tell me about your previous job,” ask something more thought-provoking, such as:

• “What challenges have you faced in a fast-paced office setting, and how did you overcome them?”
• “Describe a time when you had to collaborate with multiple departments. How did you ensure smooth communication?”
• “Tell me about a situation where you had to juggle conflicting priorities. How did you manage your workload?”

Open-ended questions encourage candidates to elaborate on their experiences, giving you a clearer picture of their problem-solving abilities and communication skills.

Use Role-Playing Scenarios

Want to see how a candidate responds under pressure? Instead of just asking about their past experiences, simulate a real-world scenario and observe their approach.

For example, if you’re hiring an office administrator, you might say: “Imagine an urgent request has just come in from a senior manager, but you’re already juggling a tight deadline on another task. How would you prioritize your workload?”

A strong candidate will think critically, demonstrating their ability to manage competing demands while staying efficient and composed.

Similarly, if customer service is part of their role, ask how they would handle a difficult client request or a miscommunication between departments. Their response will offer insight into their problem-solving, communication, and diplomacy skills.

Watch for Red Flags

Sometimes, a candidate’s responses (or lack thereof) can reveal underlying concerns. Keep an eye out for these warning signs:

• Vague or evasive answers – If a candidate struggles to provide concrete examples of past experiences, they may be exaggerating their skills or lack the necessary expertise.
• Poor teamwork attitude – Office environments rely heavily on collaboration. If they downplay the importance of teamwork or avoid discussing how they work with others, it may signal potential difficulties in adapting to group settings.
• Inconsistencies in their story – If details don’t add up, or they seem to contradict themselves, it could indicate a lack of honesty.

By refining your approach to interviews, you’ll be able to spot candidates who not only have the right skills but also bring the right mindset and attitude to your workplace.