The Interview Questions You Should Be Asking—But Aren’t

Most interviews still rely on the same tired questions:

• “Tell me about yourself.”

• “What are your strengths?”

• “Why do you want this job?”

There’s nothing wrong with those—but they don’t tell you enough. Especially in small to mid-sized industrial companies, every hire matters. You need people who not only have the right skills but also thrive in your environment, handle pressure, and stick around.

To make better hires, you need better questions. Here are 10 questions you should be asking—and probably aren’t.

1. “What does a successful first 90 days look like to you?”

Why it matters: Shows how they plan to get up to speed and take initiative.
Look for: Realistic goals, proactive mindset, and signs they’ve thought about early impact.

2. “Tell me about a time you solved a problem with limited resources.”

Why it matters: Resourcefulness is key in industrial settings where budgets, tools, or time may be tight.
Look for: Specific examples, problem-solving skills, and a can-do attitude.

3. “What’s your ideal work environment—and what doesn’t work for you?”

Why it matters: Culture fit is just as important as capability.
Look for: Alignment with your team’s pace, structure, and communication style.

4. “Tell me about a mistake you made on the job—and how you responded.”

Why it matters: Everyone makes mistakes. You want people who take accountability and learn from them.
Look for: Ownership, self-awareness, and a constructive response.

5. “How do you prefer to receive feedback?”

Why it matters: Feedback is part of growth, especially in hands-on or high-stakes roles.
Look for: Openness, adaptability, and emotional maturity.

6. “What would your past manager say your greatest strength is? And what would they say you need to work on?”

Why it matters: Gives insight into self-awareness and how they’ve grown.
Look for: Balanced answers, not canned responses.

7. “Why did you leave your last role—and what would have made you stay?”

Why it matters: Reveals motivation, expectations, and potential red flags.
Look for: Honest, thoughtful reflections (not just blaming others).

8. “What do you need from a manager to do your best work?”

Why it matters: Helps assess if your leadership style will support their success.
Look for: Answers that align with how you run your team or facility.

9. “What’s one thing you’ve learned the hard way in your career?”

Why it matters: Offers a glimpse into resilience, humility, and how they grow.
Look for: Candid responses and signs they apply lessons learned.

10. “What kind of work gives you energy—and what drains you?”

Why it matters: Helps match the person to the right role and responsibilities.
Look for: Honest preferences that align with what the role demands day-to-day.

Good hiring decisions come from asking the right questions—and listening for more than just the “right” answers. These 10 questions are designed to uncover what resumes can’t: mindset, adaptability, self-awareness, and fit.

If your interviews aren’t helping you make better decisions—or if you’re not getting the results you need—we’re here to help you refine your process and find candidates who last.

Let’s talk.

Let me know if you want this turned into a downloadable hiring guide or adapted for a specific role type like engineering, operations, or sales.