Interview questions to ask candidates

Teens 13–17 · Checklist · Updated October 1, 2026 · LearnLife Editorial

When should you use an interview questions checklist?

Using a checklist every time you interview candidates is a smart way to stay organized and fair. It helps you remember all the key topics to ask about, so you don’t accidentally skip important information. For example, if you’re interviewing several people for the same job, having a checklist ensures each candidate gets the same chance to show their skills. This makes comparing them easier and fairer. Also, if you’re new to interviewing, a checklist can guide you through the process and help avoid asking questions that are not allowed by law, such as ones about age or family status.

Before the interview, review your checklist and make sure it fits the job you’re hiring for. For example, if it’s a retail job, include questions about how they handle customers. If it’s a creative role, add questions about past projects. Using the checklist during the interview also keeps the conversation on track, so you cover everything you need without rushing or forgetting. After each interview, you can add notes about how well the questions worked or if you need to add or change any.

What interview questions should you ask in the opening stage?

The opening stage of an interview is all about making the candidate comfortable and learning basic background information. Start with friendly, open-ended questions that invite the candidate to talk about themselves without pressure. This sets a positive tone.

Here are some good opening questions and why to ask them:

• “Tell me about yourself.” This classic opener gives candidates a chance to share what they think is most important about their background. It also helps you see how they describe themselves, which can reveal confidence and communication skills.
• “What interests you about this job?” This question uncovers their motivation. Are they excited about the work, the company, or something else? Their answer shows if they understand the role.
• “How did you hear about this position?” This tells you if they found the job through friends, online ads, or other places. It can help you know which recruiting methods work best.

Try to keep these questions open and let candidates answer freely. For example, if a teen candidate says, “I’m a student who enjoys working with people and wants to learn new skills,” that’s a great start. You can then ask follow-up questions based on what they said. The goal here is to build trust and get a general sense of who they are.

What questions reveal skills and experience?

After the opening, focus on understanding what the candidate can do and what experience they bring. These questions help you see if their skills match the job requirements.

Try asking these:

• “What previous experience do you have related to this job?” For example, if you’re hiring for a cashier position, you want to know if they’ve handled money or worked with customers before.
• “What is your greatest strength, and how does it help you at work?” This question encourages candidates to share personal skills like being organized, a good listener, or a fast learner.
• “Can you describe a project or task you completed successfully?” This lets candidates tell a story about their work or school experience. For example, a candidate might say, “I helped organize a school fundraiser that raised money for a local charity.”

To get even more detail, ask follow-up questions like:

• “What steps did you take to complete that project?”
• “Did you work with anyone else on it?”
• “What did you learn from that experience?”

These questions show you how the candidate approaches work, whether they take initiative, and how well they collaborate. Make sure to listen for examples that match the skills your job needs, such as teamwork, communication, or problem-solving.

How can problem-solving questions be used in interviews?

Problem-solving questions are important because they show how candidates think when they face challenges or mistakes. These questions reveal creativity, patience, and attitude toward learning.

Here are some examples:

• “Describe a time when you faced a problem at school, work, or in a team and how you solved it.” For example, a candidate might explain how they helped a group finish a project after someone dropped out. This shows teamwork and adaptability.
• “How do you handle stress or pressure?” This question helps understand if the candidate stays calm and focused or gets overwhelmed. For instance, a good answer might be, “I make a list of what I need to do and ask my teammates for help if I’m stuck.”
• “What would you do if you didn’t know how to complete a task?” You want to hear if they try to figure it out first, ask for help, or give up. An ideal answer is, “I would try my best to research or ask a supervisor to make sure I get it right.”

When candidates answer, listen for specific examples rather than general statements. If a candidate says, “I’m a good problem-solver,” ask them to tell you a story that proves it. This stage helps predict how they’ll act in real work situations and whether they can handle unexpected problems.

What closing questions should you ask candidates?

The closing stage wraps up the interview and gives candidates a chance to ask questions or share anything else. It also lets you see how interested and prepared they are.

Try these closing questions:

• “Do you have any questions for me?” This is important because candidates who ask questions show they’ve thought about the job and want to learn more.
• “What are your goals for the next few years?” This helps you understand if their plans fit with the job or company. For example, if a candidate wants to learn skills that your company offers, that’s a good sign.
• “Is there anything else you want me to know about you?” This gives candidates a final chance to mention something important that didn’t come up.

Encourage candidates to ask questions by saying, “Feel free to ask anything about the job or company.” If they don’t have questions, you can ask, “Would you like me to tell you more about the day-to-day work?” This keeps the conversation open and helpful.

Which questions do people often skip but shouldn’t?

Some interviewers miss asking questions about challenges, goals, or giving candidates a chance to ask their own questions. These are important because:

• Skipping challenge questions means missing how candidates handle difficulties or learn from mistakes. For example, asking “Tell me about a time you struggled and what you did” reveals problem-solving skills.
• Ignoring future goals misses whether the candidate sees this job as a long-term fit or just a temporary stop. Asking “What do you want to learn or achieve here?” helps understand motivation.
• Not asking candidates’ questions can make the interview feel one-sided and miss chances to see what matters to them. Candidates’ questions often reveal priorities like work culture, growth, or schedules.

To avoid skipping, add these questions to your checklist and remind yourself to ask them every time. These often-overlooked questions give you a deeper understanding of candidates beyond just their resume or skills.

How do you keep your interview questions checklist up to date?

Keeping your checklist fresh is key to effective interviews. Here’s a step-by-step way to update it:

1. After each round of interviews, review notes: Write down which questions helped you learn the most and which didn’t add value.
2. Ask colleagues for feedback: If you work with others on hiring, get their opinions about the questions and suggestions.
3. Research the job: As roles change, add questions that match new responsibilities. For example, if the job now uses new technology, add questions about experience with that.
4. Watch sample interviews or read articles: This gives new question ideas and ways to ask better questions.
5. Test new questions in practice: Try them with a friend or during practice interviews before using them with candidates.

Updating your checklist regularly ensures you ask relevant questions, keep interviews fair, and improve your chances of finding the right person for the job.

Example checklist grouped by interview stages:

Using a checklist like this helps you conduct thoughtful, fair, and thorough interviews that reveal the best candidates.

Frequently asked questions

How can I ask interview questions so candidates feel comfortable?

Begin with friendly, easy questions to help candidates relax. Use simple, clear language and listen carefully without interrupting. Smile and show interest to encourage open, honest answers.

What if I don’t know much about the job? How can I ask good questions?

Focus on general skills like teamwork, problem-solving, and communication. Ask candidates about how they’ve handled situations before. You can also prepare by reading the job description or talking to someone who knows the role.

Should I ask about a candidate’s hobbies or personal life?

Keep questions focused on job-related topics. It’s okay to ask about hobbies briefly if they relate to teamwork or skills, but avoid personal questions that don’t connect to work.

How many questions should I ask in an interview?

Plan for about 10 to 15 questions depending on the interview length. This gives enough time for candidates to explain their answers without rushing.

Can I ask follow-up questions based on a candidate’s answers?

Yes. Follow-ups show you’re listening and help get more details. For example, if a candidate mentions a project, ask what challenges they faced or what they learned.

Is it important to ask candidates if they have questions for me?

Absolutely. It shows their interest and helps them decide if the job is a good fit. It also gives you a chance to clear up any doubts or explain more about the role.