How to Build the Best Team

Using technology to help make the best hires.

Be sure to stay ahead of the curve and hire better using preemployment assessments to do the objective work of screening job applicants for you. Use artificial, machine intelligence to team up with your intellectual and emotional intelligence to find the best employees.

  • Which specific skill makes you qualified for this position?

Whereas culture fit and other items are important, you should also focus on finding someone with the necessary qualifications for the open position. This is why asking this question is important. You will not only get more details about what the candidate considers to be their core competencies but also a chance to affirm that he/she understands every role that the job position entails.

  • What professional achievements are you proud of?

All candidates come to interviews with the goal of impressing hiring managers. Therefore, there are high chances that they are armed and ready with some of the accomplishments. Be it a certification, award, or a significant project that went well, asking the applicant about their professional history provides better insights into their strengths. This question also provides a chance for the candidates to expound more on something that they feel good about.

  • What was the one time that you overcame a challenge at work?

For sure, most job seekers dread any form of behavioral interview questions. However, this shouldn’t change the fact they are an effective method of gaining a better understanding of how an individual’s experience translates to the real world from paper. Asking this question is good for many reasons. Starting on the new job, for instance, is not a walk in the park.

Even if the new employee is established, he/she will likely deal with several roadblocks occasionally. This could be conflicts within a team or a project that they don’t know how to get started. Whichever way, getting to know how a person copes with such issues helps in zeroing in on the best fit.

  • What can you describe your working style?

Whereas you shouldn’t build a homogenous team, you should ensure that your new team member should work in a way that doesn’t wrench how things operate normally. For this reason, you should ask each candidate about their working style. While some prefer a collaborative approach, some prefer an independent working style. Getting insights into the candidate's working style is invaluable in determining if he/she is the right match for the team.

  • If hired, what is the first thing to tackle in this position?

This is one of the best questions to finish off the interview when choosing between the final candidates. This question is important for two reasons. First, it helps in confirming if the candidate understands the role he/she is applying for. Second, it gives hiring managers a chance to understand the applicant’s priorities. What does the applicant believe should be a priority in his/her to-do list?


Job interviews are nerve wrecking not only to applicants but also to hiring managers. You should ensure that you have the right questions to find the best candidate for the open position. Through this, you will not only find out if the candidate is the right fit for the position but also if other employees will enjoy working together.

When approaching job interviews, preparation is of utmost importance. This doesn’t only apply to potential candidates, but also for the interviewer. Interviews should enable hiring managers to gather as much information about the candidate in the shortest period. Gleaning the candidate enough should help in determining if there is the best fit for the role. This can be challenging, but asking the right interview questions will not only enable employers get a clear idea of the candidate’s skills and experience but also identify conversational skills, problem-solving, and more. It is also especially powerful when paired with talent acquisition software.

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