50 collaboration interview questions to build a strong team

Being able to accurately evaluate candidates’ collaboration skills is essential to making the right hiring decisions. After all, if a person is an expert in their field but cannot work well with others, they’re less likely to contribute to the team than someone who’s knowledgeable, experienced and also a strong communicator.

To hire great team players, you need the right combination of skills tests and in-depth interviews. 

In this article, we’ll share our top 50 collaboration interview questions to help you evaluate applicants’ team-player qualities, split into two categories: behavioral and situational questions. 

How do you decide whom to interview, though? 

The answer is simple: Use skills tests to identify top talent in your talent pool. A Communication test, combined with role-specific tests, can give you invaluable insights into applicants’ ability to communicate clearly and collaborate efficiently with others. 

We’ll also provide sample answers and tips on what to look for in responses, helping you find the perfect fit for your open roles.

Top 10 behavioral interview questions to assess collaboration skills

Below, you’ll find ten behavioral collaboration questions, along with sample answers and guidelines on how to evaluate candidates’ skills. 

1. Tell me about a time you had to work with a cross-functional team to achieve a goal. What was your role?

Expect candidates to describe how they collaborated with team members from different departments, such as marketing, engineering, and sales. 

Look for details about their contributions, such as:

• Providing critical data

• Aligning different viewpoints 

• Facilitating meetings

• Bridging communication gaps

This question helps you evaluate applicants’ cross-functional leadership skills and see whether they can be successful when working with large teams where team members have diverse skill sets. 

2. Can you tell us about an experience where you had to resolve a conflict between coworkers? What steps did you take?

Look for clear explanations about the nature of the conflict and why it needed resolution, providing context to understand the situation. 

They should outline the steps they took to resolve the conflict, showing a logical and systematic approach. This might include mediating a discussion, addressing underlying issues, or seeking a compromise. Finally, look for examples of the impact their actions had on the team, showing how they led to a positive outcome.

3. Tell me about a successful project you worked on as part of a team. What made it successful?

Candidates should describe the specifics of the project, including its goals and the team’s approach to reaching them. Look for details about their role within the team and how they contributed to the project’s success. For example: 

• Did they help divide tasks in a way that enabled everyone to do their best work? 

• Did they help create a plan and implement it?

• Did they partake in regular one-on-one and team meetings?

• Did they contribute with an innovative solution to a challenging problem?

This question helps you evaluate the candidate’s understanding of what constitutes a successful team. 

4. Can you give an example of a time when you had to give negative feedback to a team member? How did you prepare and how did they take it?

This question helps you assess candidates’ ability to handle difficult conversations with sensitivity and professionalism. 

How did they plan the conversation? Did they gather sufficient information? Did they consider the other side’s perspective and potential objections? Did they ask a mentor for advice if needed? 

Look for details about how they delivered the feedback, emphasizing clarity, empathy, and constructive advice, and what the outcome was. Did the conversation lead to improvements in performance or behavior? This would indicate that the feedback was effective and well-received.

5. Tell me about a situation where you had to collaborate with someone who had a very different working style. How did you manage it?

This question enables you to evaluate candidates’ ability to adapt to different working styles and find ways to collaborate effectively. Their responses should demonstrate flexibility, open-mindedness, and strong communication skills. 

Assess how well they managed different challenges and whether they were able to turn the differences into a strength for the team. 

6. Describe a project where you worked with others under a tight deadline. How did you ensure a timely delivery?

Here, candidates should explain their role and how they collaborated with the team to meet the deadline. Look for strategies they used to ensure timely delivery, such as prioritizing tasks, effective communication, and efficient time management. 

To go a step further, use a Time Management test.

7. Share an experience where your team faced a major setback. How did you handle it and what was the outcome?

Look for examples of a specific challenge the candidate’s team encountered, detailing the situation and its impact. They should explain the steps they took to address the setback, demonstrating strong problem-solving and leadership skills. Evaluate how they communicated with everyone, maintained morale, and steered the team towards recovery. 

Use a Problem-solving test to gain a deeper understanding of candidates’ abilities.

8. Can you recall a situation where you had to work through a conflict with a coworker during a busy period? How did you manage the relationship?

Assess the candidate’s ability to handle conflict effectively, especially under pressure. Look for proof of strong communication and interpersonal skills, looking for evidence of empathy and professionalism. Consider the outcome and how well they managed to maintain both the relationship and productivity during a busy time.

9. Tell me about a time when you had to rely on others to complete a project. How did you ensure everyone was on the same page?

Expect the candidate to explain how they coordinated with team members to ensure alignment and a shared understanding of goals and tasks. Look for strategies used to maintain clear communication, such as regular check-ins, meetings, and updates. 

10. Have you had to work with remote teams in multiple time zones? How did you manage communication and collaboration?

Applicants should describe their experience working with others remotely, detailing specific projects or situations. They should explain the challenges faced and the approach they used to manage collaboration, such as using communication software, scheduling meetings at convenient times, and maintaining clear documentation.

15 additional behavioral questions to help you assess collaboration skills

Need a few extra collaboration interview questions to prepare for interviews? Below you’ll find 15 more.

1. Can you recall a time when you went above and beyond to help a team member? What was the situation and the outcome?

2. Give an example of a time when you had to collaborate with a team to solve a complex problem. What was your approach?

3. Describe a time when you had to mediate between two team members who were in conflict. How did you resolve the issue?

4. Tell me about a time when you had to adapt your communication style to work effectively with a team.

5. Tell me about a situation where you had to delegate tasks to team members. How did you ensure fair distribution of work?

6. Give an example of how you handled a situation where a team member was not performing up to expectations.

7. Give an example of a time when you successfully led a complex team project. What strategies did you use?

8. Tell me about a time when you had to manage differing opinions within your team. How did you reach a consensus?

9. Describe an experience where you had to learn from a team member. How did it impact your work?

10. Tell me about a time when your team was not meeting expectations. What did you do to turn things around?

11. Describe a project where you had to collaborate with external stakeholders. How did you ensure effective communication?

12. Can you give an example of a time when you had to adjust your role within a team to ensure project success?

13. Tell me about a time when you received criticism from a coworker. How did you respond?

14. Have you had a situation where you needed to rebuild trust with your coworkers? What steps did you take?

15. Describe a situation where you had to build a strong relationship with a team from another department. How did you achieve smooth collaboration?

Top 10 situational interview questions to assess collaboration skills

In the second part of this article, we’ll focus on situational interview questions that will enable you to evaluate candidates’ teamwork skills.

1. How would you handle a situation where two team members are in conflict and it’s affecting team performance?

Candidates should describe their approach to identifying the root cause of the conflict and their strategy for mediating between team members. 

Look for steps they would take to facilitate open communication, promote understanding, and find a resolution that restores team harmony and performance. 

They should also show their ability to remain neutral and focus on the overall team objectives.

2. How would you approach a situation where a coworker is resistant to a new technology you’ve been tasked to teach them?

Expect candidates to explain how they would assess coworkers’ concerns and resistance in a positive way. For this, they might: 

• Provide tailored training

• Demonstrate the benefits of the technology

• Address concerns and objections 

3. How would you handle a situation where a coworker is hostile to you during a meeting?

In such a situation, skilled candidates would explain they’d remain calm and professional and address the behavior, possibly by defusing the situation during the meeting and seeking a private discussion afterward to understand the coworker’s perspective. 

Look for proof for candidates’ ability to manage their emotions, maintain composure, and seek a constructive resolution.

4. What would you do if a team member continuously interrupts others during meetings and disrupts the flow?

Addressing disruptive behavior is a balancing act between setting clear meeting guidelines, speaking with the person privately, and encouraging respectful communication. Look for strategies they would use to ease any tension and ensure meetings remain productive and focused.

5. How would you integrate a new team member into an established team?

This question enables you to assess candidates’ ability to help new hires integrate into teams easily. 

Evaluate their approach to onboarding, mentoring, and team-building. Consider their ability to create an inclusive and supportive environment that helps new team members quickly become productive and feel part of the team.

6. Imagine you have to collaborate with a team from a different culture. How would you handle any potential communication barriers?

Expect candidates to describe their awareness of cultural differences and the potential communication barriers that may arise. They should explain strategies for overcoming these challenges, such as actively learning about the other culture, using clear and simple language, and leveraging tools like translation apps, if needed. 

Look for their approach to fostering an inclusive environment that respects and values diverse perspectives.

To hire candidates who are not only aligned with your culture but can add value to it, use our Culture Add test.

7. How would you deal with a team member who is very skilled but has poor communication skills?

Here, you have an excellent opportunity to assess candidates’ ability to recruit a team member’s skills while addressing communication issues. They should explain how they would provide constructive feedback and create opportunities for team members to contribute effectively. 

Look for their ability to support others and help them grow while maintaining team cohesion and productivity.

8. If you were assigned a project that required skills you don't have, what would you do?

Expect candidates to describe their approach to identifying skills gaps and seeking ways to either upskill (through training or research), or seek help from colleagues. This question helps you evaluate their problem-solving skills and resourcefulness in addressing the challenge.

9. If you were working on a project and received conflicting instructions from different stakeholders, what would you do?

With this question, you’ll be able to assess candidates’ ability to manage stakeholder relationships and their approach to conflict resolution. Consider how they plan to ensure clarity and alignment among stakeholders and reconcile differences to keep the project on track.

10. How would you ensure that quieter team members have a voice in group discussions?

Expect candidates to describe strategies for encouraging participation from team members who might be more reserved or shy. For example, they might: 

• Actively seek out their input and expertise

• Provide alternative ways to contribute 

• Look to create a supportive and inclusive environment

They should explain how they would balance contributions from all team members to ensure everyone feels heard. This creates a balanced and collaborative team dynamic.

15 additional situational questions to assess collaboration skills

For more ideas, check out these 15 extra questions below: 

1. If you had to manage a team with diverse skill sets and backgrounds, how would you ensure everyone’s input is valued?

2. Imagine you are leading a project and a key team member is not sticking to due dates. What would you do?

3. What steps would you take if your team is struggling to meet a deadline?

4. If you were asked to lead a project with a tight deadline and limited resources, how would you organize your team’s work?

5. If you were assigned to a project with team members from different departments, how would you ensure effective collaboration?

6. What would you do if you noticed that a team member was consistently not contributing equally to the project?

7. How would you motivate others during a challenging project?

8. What would you do if you noticed a lack of engagement or motivation in your team?

9. How would you handle a situation where you and a team member have fundamentally different ideas on how to proceed with a project?

10. If you were assigned to lead a team project but had little prior knowledge of the subject matter, how would you proceed?

11. What steps would you take to ensure that all team members are on the same page throughout the project?

12. How would you handle a situation where you have to collaborate with a team member who is consistently negative or critical?

13. If your team is divided on a major decision, how would you facilitate a resolution?

14. How would you approach a situation where you need to advocate for your team’s needs to upper management?

15. What would you do if you had to lead a team through a significant change, such as a new company policy or restructuring?

Hire great team players with skills tests and the right interview questions

To decide whom to interview, use skills tests to filter candidates based on their technical knowledge and soft skills. 

Interviews then become much more impactful and meaningful, because they enable you to gain a deeper understanding of each person’s abilities and collaboration skills, rather than simply try to figure out if they’re qualified for the role. 

Our Communication test is free, so check out our Free forever plan to start building your first skills assessment today. Or sign up for a free 40-minute live demo to chat with one of our experts to see whether TestGorilla is the right platform for you.