How to Answer the Toughest Candidate Questions

Interviewing is a two-way street; you want to hire great talent and the candidate wants to work at a great company. While there are countless articles advising jobseekers how to answer tough questions at job interviews, what about when the candidate asks tough questions? As the interviewer, are you prepared to answer them?

The thing is, a candidate who asks tough questions is usually someone you'd want to hire. Asking good questions shows initiative, curiosity, thoughtfulness, and courage. It shows they've done their research about your company, and likely to be seriously considering being a part of it. 

Can You Answer These Tough Questions by Candidates?

We've compiled these from FastCompany, Inc, and Business Insider. Remember, do not give answers that reveal any confidential company information.

• Can you describe the last time you pursued a bold new idea as an organization?
  What they want to know: Is your company innovative and open to new ideas? A company that rarely does anything new could be one bogged down by red tape, with leadership that is change-averse. 
   
• When was the last time something detrimental happened–like losing a major client or a round of layoffs–and how did management handle it?
  What they want to know: how do leaders in the company handle difficult and potentially sensitive incidents? Are they reactive or responsive?
   
• Is mental health an open topic at this company?
  What they want to know: does your company care about and accommodates for its employees wellbeing, including disabilities and emotional health?
   
• Where will I have the final say in my work and what needs approval from a superior?
  What they want to know: what's the hierarchy like in the team, department, and company. How much authority will they have in their own work?

• How has your approach evolved in recent years, and how did you go about implementing those changes?
  What they want to know: what the processes and procedures are like and how has that changed or improved.
   
• Why does this role matter to the growth of the company?
  What they want to know: how will they make a difference, how is their role perceived by the rest of the company, and what's their career progression.
   
• What do you like most about working here?
  What they want to know: Is there anything beyond the obvious perks and benefits? What does the company do best or get right in its culture?
   
• How has this position evolved?
  What they want to know: how their career progression will be like within the company.
   
• Who do you consider as your major competitors? How are you better?
  What they want to know: how competitive, comfident, and innovative the company is
   
• How would you score the company on living up to its core values? What's the one thing you're working to improve?
  What they want to know: is your company walking the talk? What is important to your company?
   
• What have past employees done to succeed in this position?
  What they want to know: what do I have to do to succeed? What does the company value for this role?
   
• What type of employee tends to succeed here?
  What they want to know: what qualities are most important to do well here? How is success evaluated?
   
• Where do you see yourself in 5 years?
  What they want to know: Career progression and upward mobility in the company.
   
• When your staff comes to you with conflicts, how do you respond?
  What they want to know: if management or HR are reactive or responsive, what methods of conflict management is being practised.
   
• Why did the person before me leave this role?
  What they want to know: was the person transferred, promoted, resigned, let go, etc
   
• What's your staff turnover rate and what are you doing to reduce it?
  What they want to know: what is the company doing to keep its staff happy, does the company care about retaining good staff.
   
• I read X news about your company. Can you tell me more about this?
  Unless it is controversial news, the candidate's objective is to demonstrate that they've read up about your company.