What to ask? Best and worst personality interview questions

Personality interview questions have a reputation for being hit-or-miss.  

While some view them as time-wasting small talk, others say they’re crucial for understanding how a candidate communicates, handles adversity, or meshes with your team.

The truth is somewhere in between: Personality interview questions can uncover key traits that predict a job candidate’s success, but only when they’re asked with purpose and clarity.

Why ask personality interview questions?

Technical skills are critical, but they don’t tell the whole story. Two candidates might look identical on paper, but their attitudes, work styles, and approach to conflict can lead to very different outcomes on the job. That’s where personality interview questions come in.

When used thoughtfully, these questions help reveal how a person operates under pressure, collaborates with others, and adapts to change. Ideally, hiring managers will walk away knowing not just whether a candidate can do the job – but how they’ll do it.

Examples of good personality interview questions

Excellent interview questions push past surface-level chitchat and encourage candidates to reflect on how they think and act.

1. How do you approach a new assignment when you have never worked on something like that before?

This question shows how adaptable and resourceful a candidate is. You’re looking for someone who takes a proactive approach, is curious enough to ask questions and do their own research, and knows how to confidently navigate the unfamiliar. These are all skillsets that are invaluable in fast-changing work environments.

2. Tell me about a time you had a conflict or disagreed with a manager on a project. How did you handle it?

Disagreements are inevitable, and this question highlights how a candidate manages conflict and authority. Their answer can give insight into their communication skills, emotional intelligence, and professionalism.

3. How would your previous coworkers describe you?

Many job candidates have trouble boasting about their accomplishments, so this query gives candidates an easy way to pass along the positive feedback they’ve received. It also helps you understand how they see their contributions within a team dynamic –  something a resume won’t showcase.

4. Why should we hire you?

A classic for a reason. This question pushes candidates to make a compelling case for themselves and articulate what sets them apart. From their pitch, you’ll also see how well they’ve researched your organization and the role.

5. What’s the most fun you’ve had at work?

This question is a bit unexpected, but it uncovers what motivates and energizes your interviewee. Their answer can help you assess cultural alignment and what kind of work environment helps them do their best work.

Examples of bad personality interview questions

These kinds of questions may seem clever or creative, but they don’t provide any fresh insights and potentially risk alienating strong candidates.

1. If you just won $30 million by playing the lottery, what would you do with the money?

Stay away from hypotheticals that aren’t relevant to the job. They might be a fun icebreaker, but you’re wasting valuable time. Candidates will most likely make up an answer that sounds nice, and it’ll tell you nothing meaningful about how they’d perform in the role.

2. Where will you be standing at the office holiday party?

Avoid trick questions designed to weed out people based on irrelevant traits. This type of question invites candidates to overthink it and give the answer they assume you want to hear. You won’t get the honesty you’re hoping to find – because no savvy interviewee is going to risk a great job opportunity by admitting they’re an introvert at work parties.

3. Are you more of a dog or cat person?

It’s cute – but what are you really trying to learn here? This kind of question risks applying stereotypes (e.g., dog people are extroverted, a cat person prefers working solo) that don’t actually predict job success. It can also make your hiring process feel less professional to serious candidates.

4. What is your greatest fear?

Avoid overreaching and asking about something too personal. Questions like this risk coming off as invasive and unprofessional. Candidates may freeze up and offer a safe and no-follow-ups-necessary response, answering with snakes or air travel. Or they might provide an honest and very personal answer that steers the interview into uncomfortable territory.

5. How many ping pong balls can fit inside a Honda Civic?

These logic puzzles have become notorious for a reason – they rarely provide the insight that interviewers think they do. They also take up a lot of time and can leave some job candidates with a bad impression of your organization. In fact, many of the companies who popularized them have abandoned these brainteasers. Instead, ask a job candidate to walk you through a real-world problem they’ve solved or how they would tackle a challenge relevant to the role.

We can help you screen for the right talent

Personality interview questions are a powerful tool – when used with intention. They help you uncover whether a candidate will be a good fit for your team’s working style and values. However, they only work when they’re tied to the real-world skills and behaviors you’re hiring for.

Before the interview, decide what attributes you’re looking for: Adaptability, teamwork, curiosity, resilience. Ask questions designed to give job candidates the opportunity to explain their experience utilizing those skills.

If you’re still striking out, Adecco is here to help you screen candidates – before, during, and after the job interview. Our experienced recruiters can help you identify candidates who align with both the role and your company culture, so you’re sure you’re hiring for success. Contact us today to learn more.