Best Strategic Questions to Ask in an Interview?
Strategic questions to ask in an interview are important for both candidates and hiring managers to get to know each other’s expectations and capabilities.
For recruiters these questions help to evaluate candidates by testing their problem solving skills, leadership skills and company culture fit. Asking the right questions will make the whole hiring process more informed.
For candidates, asking the right questions in an interview shows critical thinking and leadership potential, so you’ll get hired.
Let’s get to exploring strategic questions to ask in an interview.
What are strategic interview questions?
Strategic questions are designed to test a candidate’s problem solving skills, leadership skills and company culture fit, to assess various skills and competencies to see if a candidate can innovate, collaborate, lead and manage change.
These questions help hiring managers make informed decisions by getting to know the candidate’s analytical skills, decision making capabilities and career aspirations.
By asking these types of questions interviewers can also see a candidate’s strategic thinking, their leadership, problem solving and decision making capabilities which are key to building a cohesive and effective team.
They are also a good indicator of how well the candidate fits the company’s vision and values and how they can contribute to the organisation’s success.
Why Job Applicants Should Ask Strategic Questions in an Interview
Asking questions in an interview is important for job applicants for three reasons.
- It shows the applicant’s strategic thinking and interest in the role and company, it shows they are proactive and want to know the company’s vision and culture.
- Applicants can gain key insights into the company’s expectations, challenges and future direction so they can assess if the role fits their career aspirations and skills.
- Asking these questions make the applicant stand out as a thoughtful and engaged candidate so they’ll make a better impression on the interviewer.
Here are some examples:
Performance
What are the key performance indicators for this role and how are they measured?
This will help the candidate know how success is defined and measured in the role, so they can see what the company priorities and expectations are.
The Company
What is the company vision for the next 5 years and how does this role fit into it?
By asking this the candidate can see how their potential role fits into the bigger organisational strategy and determine if it aligns with their career goals.
The Team
What are the biggest challenges the team or department is facing right now and how can someone in this role help solve them?
This question shows the applicant’s problem solving mindset and interest in the team’s success and also gives them clarity on the obstacles they may face.
Career Development
How does the company support employee professional development and career growth?
This question will help the candidate to know the opportunities for advancement and skill development and align with their long term career aspirations.
Types of Strategic Questions
Strategic questions can be categorised into three: career, behavioural and situational.
Career interview questions
These questions will help you know if your ambitions, skills and motivations align with the role and the company’s direction. They will help you assess if the position supports your career goals and has long term potential for your growth in the company.
Ask questions like, “if successful, where would you see me in 5 years?” or “How will this role fulfill my career goals of [state career goals]?”
Behavioral interview questions
These questions give you the opportunity to talk about your past actions or general habits to show your habits. They often start with phrases like “Tell me about a time when…” or “Can you give an example of…”. Prepare for behavioural questions so you can show your problem solving skills, leadership skills and ability to work in a team.
Situational interview questions
These questions present specific scenarios and ask how you would respond. They test your problem solving skills, analytical skills and ability to think critically.
Be prepared to answer questions like, “If you had a tight deadline and a team member was not pulling their weight, how would you handle it?” or “If you were given a new project with a limited budget, how would you approach it?”
Hiring managers these types of strategic questions in the interview process to get a better idea of the candidate’s abilities and fit for the role.
Questions to assess problem solving skills
Problem solving is essential for any role and strategic questions help hiring managers to evaluate the candidate’s ability to analyse problems, identify solutions and make informed decisions.
Examples of questions to assess problem solving skills:
Can you describe a complex problem you solved in your previous role? How did you approach it and what was the outcome?
How do you handle ambiguity and uncertainty in the workplace?
Can you walk me through your thought process when approaching a difficult problem?
Hiring managers ask questions like these to get a deeper understanding of the candidate’s problem solving skills and approach to challenges. This is crucial for making informed hiring decisions and to ensure the selected candidate has the skills and mindset to succeed in the role.
Questions to test leadership skills
Leadership skills are essential for candidates who want to move into managerial or supervisory roles. While technical skills are job requirements, deeper qualities like strategic thinking and alignment to company goals contribute a lot to a candidate’s overall fit in the organisation.
To identify candidates with strong leadership skills, hiring managers ask strategic questions that will reveal a candidate’s approach to leading teams, managing conflicts and driving organisational success. These questions give insights to the candidate’s problem solving skills, decision making skills and interpersonal skills.
For example a candidate might be asked:
“Can you give an example of a time when you led a team through a tough project?”
“How do you handle conflicts in your team to get a positive outcome?”
Based on candidate answers, hiring managers assess if they align with the company’s vision and wil likely contribute to its growth.
Behavioral interview questions are used by interviewers to assess a candidate’s past behaviour as a predictor of future performance. These questions ask about how candidates handled different work situations in the past, giving insights into their problem solving skills, decision making abilities and interpersonal skills.
Examples:
“Describe a time when you had a tight deadline”
“Tell me about a time you had to resolve a conflict in your team”.
To answer these questions effectively candidates should use the STAR technique (Situation, Task, Action, Result) to structure their answers and highlight their strategic thinking, problem solving skills and leadership skills.
STAR Example:
“Tell me about a time you had to resolve a conflict in your team”.
Situation: A few months ago I was working on a high priority product launch with a tight deadline and the designer and marketing lead on the team had different opinions on the visual direction - and it was starting to affect the team’s morale and productivity.
Task: I had to keep the project on track and the team collaborative while addressing both of their concerns to find a solution that met the project objectives.
Action: So I met with both team members to hear their views. I kept the conversation respectful and on track. After we’d talked, I suggested we go back to the customer data and brand guidelines to see which approach would resonate with our target audience better. We tested both ideas in a quick focus group which gave us clear feedback on the preferred direction.
Result: The focus group results backed the marketing lead’s idea but incorporated some of the designer’s suggestions. Both team members felt heard and the campaign launched and exceeded engagement goals by 20%. The process brought the team together as it showed how conflicts could be resolved collaboratively.
This taught me the importance of clear communication and data-driven decision making to resolve conflicts and maintain a productive team environment.
Frequently Asked Questions - Job Seekers
What are career-oriented interview questions and why are they important?
Career-oriented interview questions are designed to assess if a candidate's aspirations align with the company's goals and the job description. These questions provide valuable insights into a candidate's long-term potential and commitment, helping both the hiring team and the candidate determine if the role is a good fit.
Here are two examples of such questions:
What are your long-term career goals and how does this position help you achieve them?
How do you see yourself growing within our company over the next few years?
How can I prepare for a job interview to ensure my answers stand out?
To make your answers stand out, focus on showcasing your strategic mindset and problem solving abilities. Use the STAR method (Situation, Task, Action, Result) to structure your responses, and be ready to discuss how your skills and experiences align with the job description.
What role does a candidate's interpersonal skills play in the hiring process?
Interpersonal skills are important in the hiring process and a candidate's answer to a specific question may indicate the candidate's ability to communicate effectively and work well within a team. These skills are often evaluated through follow up questions during the interview, providing the hiring team with insights into how well a candidate might collaborate and contribute positively to the workplace environment.
How can I improve my communication skills for a job interview?
Improving your communication skills involves practicing clear and concise answers, actively listening to interviewer questions, and engaging in thoughtful dialogue. This not only enhances your interpersonal skills but also demonstrates your readiness to take on the responsibilities outlined in the job description.