This inquiry can give you a sense of whether interviewees see the big picture at their organizations. It may also reveal why they really want to leave their current jobs.

5. Can you tell me about a time when you had a disagreement with a boss or colleague and how you handled the situation? 
This is one of the best questions to ask an interviewee because you’ll get a sense of their conflict resolution abilities, personality and potential for future problems. What tone does the person use when talking about the other people involved? Were they able to handle the situation described appropriately? Did they find common ground? Emotional intelligence is keenly needed in almost every job.

6. Do you work best alone or on a team? 
What kind of work will the candidate be performing if they’re selected for the position? This question helps determine if they’re suited to the types of assignments they’ll receive. Someone who enjoys solitary work and long stretches of uninterrupted time at their desk may not thrive in a position that requires collaboration or multi-tasking.

7. Can you describe how you handle tight deadlines? 

Does your team frequently face challenging time constraints? Do you need someone who can work quickly and accurately while under pressure? Ask this interview question of a potential employee and you’ll at least get their opinion as to how they handle stress and whether they can keep up with the pace of work at your organization. You could also follow up by asking if they’ve ever missed a deadline and, if so, how they handled the situation.

8. In your most recent role, was there a time when you had to overcome a significant challenge? 
Use this question to get a sense of an interviewee’s critical thinking and analytical skills. You should also pay attention to how the candidate describes their behavior when faced with a challenge. Did they struggle or did they come up with an action plan and see it through?

9. What’s the most interesting project you’ve worked on in a past position? 
Ask this question to determine if the applicant would enjoy the work available at your company. Do the types of tasks they find fulfilling align with the job description for your position? Making sure employees find their work professionally satisfying is one of the most important factors in retention.

10. Why are you leaving your current job? 
Does your job opportunity provide an alternative to the factors (lack of professional development, management problems, etc.) that made them unhappy in their current role? If so, showcase those benefits. But keep an eye out for candidates with unrealistic expectations, and bear in mind that an employee who leaves an organization for petty reasons may not be a good long-term fit for you.