Interviewing candidates is a critical step in the hiring process. The right questions can reveal a candidate’s skills, experience, and cultural fit—but only if the interviewer has a clear plan. Many job seekers complain about common interview questions, like:

• “Tell me about yourself.”
• “Where do you see yourself in five years?”
• “What’s your biggest weakness?”

The truth is, these questions aren’t inherently bad. The problem arises when interviewers ask them without a clear purpose or without knowing what a good answer looks like. If you’re not sure why you’re asking a question or what insight you hope to gain, then the question loses its effectiveness.

So how can hiring managers and recruiters conduct better interviews? It all comes down to preparation and strategy.

Why Having a Plan is Essential for Effective Interviewing

Many interviewers walk into an interview with a vague idea of what they’re looking for, but without a structured plan. This can lead to unproductive conversations and poor hiring decisions. Here’s why planning is crucial:

1. You Need to Define the Purpose of Each Question

Every question you ask should serve a specific purpose. Before the interview, identify the key competencies and traits needed for the role. Then, tailor your questions to assess those attributes.

For example:

• Instead of: “Where do you see yourself in five years?”
  Ask: “What are your long-term career goals, and how does this position fit into them?”
  Purpose: This helps assess whether the candidate is looking for a long-term fit with your company or simply a short-term job.

• Instead of: “What’s your biggest weakness?”
  Ask: “Tell me about a time you received constructive criticism. How did you handle it?”
  Purpose: This assesses self-awareness and growth mindset rather than prompting a cliché response.

2. You Need to Know What a Good Answer Looks Like

Without a clear idea of what makes an answer strong, interviewers may rely on gut feelings rather than objective criteria. Before the interview, define what a great response looks like.

For example, if you’re hiring for a customer service role and ask, “Tell me about a time you handled a difficult customer,” a strong answer might include:

✅ A clear example of the situation
✅ Specific actions taken to resolve the issue
✅ A positive outcome or lesson learned

By establishing benchmarks for good answers, you can evaluate candidates more fairly and consistently.

3. You Can Avoid Wasting Time on Irrelevant Questions

When interviewers don’t have a plan, they often resort to generic or irrelevant questions that don’t provide meaningful insights. A structured approach ensures that every question adds value to the hiring decision.

Instead of:
❌ “If you were an animal, what would you be?”

Ask:
✅ “Tell me about a time you had to adapt quickly to a new situation at work.”

The second question provides useful information about the candidate’s adaptability, problem-solving skills, and ability to handle change—critical qualities in most roles.

How to Structure an Effective Interview

To ensure a productive interview, follow these key steps:

1. Start with Clear Job Criteria

Before you even begin interviewing, define the must-have skills, experience, and personality traits for the role. This will help you craft questions that directly assess those criteria.

2. Develop a List of Purposeful Questions

Design questions that align with the key skills and traits you’re looking for. Incorporate a mix of:

• Behavioral questions (“Tell me about a time when…”)
• Situational questions (“How would you handle…?”)
• Technical questions (if applicable to the role)

3. Use a Consistent Evaluation System

To avoid bias and ensure fairness, use a standardized scoring system. Rate candidates’ responses based on pre-determined criteria rather than personal impressions.

4. Take Notes and Compare Objectively

Rather than relying on memory, document key takeaways from each interview. This makes it easier to compare candidates based on their actual answers, rather than vague feelings.

Final Thoughts: Be a Prepared Interviewer

Bad interview questions aren’t just frustrating for candidates—they also lead to poor hiring decisions. As an interviewer, your job isn’t just to ask questions but to ask the right questions with a clear purpose. By having a structured plan, knowing what strong answers look like, and eliminating ineffective questions, you’ll make better hires and create a more positive candidate experience.

Work with Expert Recruiters to Find the Right Talent

Need help refining your interview process or finding top candidates? At Murray Resources, we specialize in helping companies hire the best talent with a strategic, results-driven approach. Contact us today to learn how we can support your hiring needs.