10 Interview Questions That Actually Help You Find the Right Fit

Interviews Are Broken — Here’s How to Fix Them

Let’s be honest. Most interviews feel like a game.

Candidates rehearse the “right” answers. Recruiters tick boxes. And somehow, both sides walk away unsure whether this will work.

If you’ve ever hired someone who looked great on paper but turned out to be the wrong fit a few weeks in, you’re not alone. The problem isn’t your gut — it’s the questions.

Generic questions don’t uncover real behavior, motivation, or alignment. But the right ones? They can reveal everything from mindset to emotional intelligence to problem-solving ability.

Below are 10 interview questions that help you find the right fit — whether you’re hiring your 5th employee or your 50th.

1. Tell me about a time you disagreed with a team member. What happened next?

This uncovers more than just communication style — it shows emotional intelligence, conflict resolution skills, and how the candidate navigates real-life challenges.

You’re not just looking for how nice they are — you want to know if they stay constructive, take accountability, and stay solution-focused under pressure.

2. If you had to start this role tomorrow, what would you do first?

This tests their preparation, initiative, and ability to prioritize.

Do they understand the role? Have they thought about real action steps? Bonus points if they’ve already researched your company or asked clarifying questions first.

3. What type of work environment brings out your best?

Culture fit isn’t about hiring clones — it’s about mutual expectations.

This question reveals if the candidate thrives in autonomy or structure, remote or in-person, fast-paced or methodical. No judgment here — you’re simply looking for alignment.

4. What’s something you’ve taught yourself recently?

Great hires are curious. And curiosity can’t be faked.

This is especially powerful in startups or fast-changing industries. You’re hiring someone who doesn’t just do the job — they grow with it.

5. Tell me about a mistake you made and what you learned from it.

This one’s a classic for a reason.

You’re not just checking for humility — you’re listening for reflection, growth mindset, and whether they take ownership or deflect blame.

6. What’s a common misconception people have about you at work?

This is a wildcard — but it often yields honest and thoughtful answers.

It encourages candidates to self-reflect and share how others perceive them, whether good or bad. That transparency says a lot.

7. How do you stay organized when everything feels urgent?

Time management isn’t just about calendars and to-do lists. It’s about managing stress and priorities.

This question gives insight into how they operate when things get messy — which, let’s be honest, happens in every business.

8. What kind of feedback helps you grow the most?

This gives you a peek into their coachability.

Some people need direct, unfiltered feedback. Others respond better to encouragement and questions. Either is fine — as long as you know how to manage and support them.

9. Who’s someone you admire professionally — and why?

This tells you about their values, aspirations, and what success looks like in their eyes.

Are they inspired by resilience? Innovation? Empathy? Their answer helps you understand how they define excellence.

10. When work feels tough or boring, what keeps you showing up?

Every role has a grind. Even the most passionate hire will face slow days, frustrating bugs, or tough feedback.

This question digs into intrinsic motivation — the internal drive that separates good hires from great ones.

Conclusion: The Right Questions Lead to the Right People

Interviews don’t have to feel stiff, shallow, or scripted.
If you ask better questions — the kind that uncover values, mindset, and working style — you’ll find the right fit faster and with more confidence.

And if the hiring process still feels like a bottleneck or burden?

That’s where Advantcode steps in.

We help companies like yours not only attract top Balkan-based talent, but also:

• Match you with the right candidates for your team and culture
• Handle the paperwork, compliance, and onboarding
• Save up to 40% on hiring costs compared to traditional recruitment models

Our team sits in the middle — screening, supporting, and making sure you don’t waste time on bad fits. So you can focus on growing your business with people who get it.