What Should You Ask a Candidate in a Job Interview in 2026 to Predict Their Performance?

[LaAriel]

The best questions to ask a candidate in a job interview go beyond the surface-level resume review. They should target behavioral evidence, problem-solving skills, and cultural alignment. A strong starting point is to ask about a specific past challenge: “Tell me about a time you had to manage a project with a tight deadline and limited resources.” This question uses the STAR method (Situation, Task, Action, Result) to uncover how a candidate actually operates under pressure, not just how they claim they would.

To extract clear, comparable data, I recommend structuring your questions around three core competencies. Here is a quick reference table for tailoring your interview questions:

Competency Area	Sample Question	What to Look For
Problem-Solving	"Describe a time you identified a flaw in a process. What steps did you take?"	Systematic thinking, initiative, and ownership of errors.
Teamwork & Conflict	"Tell me about a disagreement with a colleague. How was it resolved?"	Communication style, empathy, and conflict resolution skills.
Adaptability	"Give an example of a time you had to learn a new skill quickly for a project."	Learning agility, humility, and self-awareness.

Beware of hypothetical questions like "What would you do if...?" as they often lead to rehearsed, idealistic answers. Instead, always ask for past specific examples. Look for candidates who can articulate their own contribution clearly, rather than hiding behind "we" or "the team." This approach ensures you are hiring for proven capability, not just interview performance.

[StIan]

I always ask, “What makes you uncomfortable at work?” If they say “nothing,” they’re likely not being honest. The best candidates have a clear idea of their development edges. I also like to ask, “What’s one project you failed at, and what did you learn?” This shows me they have self-awareness and a growth mindset, which is harder to train than technical skills.

[VanLukas]

Skip the "Where do you see yourself in five years?" question. It’s outdated. Instead, ask “What kind of problems do you want to solve next?” This tells me if their career trajectory aligns with the open role. If they talk about tasks, they’re tactical. If they talk about impact, they’re strategic. That distinction matters a lot to me.

[GiaDella]

I focus on how they think, not what they know. My go-to question is: “Walk me through your process for making a high-stakes decision with no clear data.” The way they break down the problem—whether they rely on gut, logic, or collaboration—tells me more than a list of their past tools. I listen for hesitation versus structured reasoning.

[GabrielaMarie]

A great question to ask is “What do you expect from your manager in the first 90 days?” This reveals their communication style and need for autonomy or support. If they say “I need clear daily instructions,” they might not fit a fast-paced, self-directed environment. If they say “I need feedback on my strategy,” they are likely more senior and proactive. It’s a simple filter for team fit.