Summary: Strategic interview questions go beyond what’s on a candidate’s resume. They reveal how a person thinks, solves problems, and works with others — critical insights for making better hiring decisions. By focusing on real experience, working style, and motivation, employers can run more structured interviews and confidently choose the right fit.
A resume outlines a candidate’s past, yet the right interview questions reveal how they think, solve problems, and work with others — insights that matter more than ever in 2025’s fast-moving talent market. Clear, focused conversations lead to better decisions and help avoid wasted time on the wrong candidates.
Like a job ad, a strong interview starts with preparation. Choosing the right strategic interview questions to ask candidates gives you structure, helps you cut through surface-level answers, and makes it easier to compare applicants fairly.
Ask better questions to make better decisions
Manpower supports employers across Australia with everything from clear job descriptions to structured interviews that lead to better hires. Asking the right interview questions will give you clearer insights to make stronger hiring decisions.
Here are four ways to shape your questions so they bring out the information that matters:
1. Focus on real experience, not rehearsed answers
General questions like “What’s your greatest weakness?” rarely lead to meaningful responses. Instead, ask candidates to walk you through real challenges they’ve faced. These situational or behavioural questions give a more accurate picture of how someone will perform in the role.
Real-world examples to use:
· “How would you prioritise competing deadlines when you don’t have all the resources you need?”
· “Tell me about a time something didn’t go to plan. What did you do?”
· “What steps would you take in your first month to get across the tools and expectations here?”
These practical interview questions uncover decision-making, self-awareness, and adaptability, which are all key traits that won’t appear on a resume.
2. Assess working style and values alongside skills
The way someone works with others can matter as much as their experience and qualifications. Use interview questions to ask candidates that uncover communication preferences, values, and how they work in different environments.
Top interview questions to ask candidates include:
· “How do you prefer to receive feedback?”
· “What does a supportive team environment look like for you?”
· “Can you describe a time you worked with someone who had a very different style to yours?”
These interview questions help you identify who will thrive in your business, not just meet the role's technical requirements.
3. Adapt your questions to reflect the role's scope
Every role demands a different way of thinking, which means your interview questions should reflect the level of responsibility. Entry-level positions call for curiosity and a willingness to learn, while senior roles require ownership, sound decision-making, and strategic insight. Tailor your questions to match what the role actually involves.
A well-targeted job interview can also improve the candidate's experience by showing them that you understand the role and what success looks like.
4. Uncover what drives each candidate to succeed
Even a well-qualified candidate may not be the right fit if their goals and expectations don’t match the role. Ask questions that reveal why someone applied, what they want next in their career, and what keeps them engaged.
Try asking:
· “What attracted you to this role and our organisation?”
· “What are you hoping to learn or take on in your next position?”
· “What factors help you stay engaged and do your best work?”
These types of interview questions help employers understand how the role fits into the candidate’s career path and whether they are likely to stay.
Strong interview questions lead to stronger decisions
The hiring process can be lengthy and unpredictable; however, the more consistent your interview questions are, the easier it becomes to compare candidates fairly, reduce bias, and focus on what matters.
Manpower helps employers design structured interviews that reflect the real needs of each role. We work with hiring managers to build question templates, provide training, and support confident decision-making.
Make your next interview more effective
Manpower partners with employers to improve hiring decisions through structured interviews, tailored question frameworks, and expert advice.
Get in touch with our team to talk through your hiring needs or explore more insights on our Employer page.
Download Now: Strategic Interview Toolkit for Employers