Top 35 informational interview questions to begin your interviews

Informational interview questions are a great way to start an interview. 

You can use them to simply gather more information about your candidate’s skills, experiences, and career goals, before you start asking them more challenging situational  or technical questions. 

This strategy helps your interviewees feel more relaxed; we all know how nerve-wrecking interviews can be, so ensuring a positive candidate experience is important. 

In this article, we’ve collected the best informational interview questions you can ask applicants, along with our tips and advice on how to evaluate their skills.

Top 25 informational interview questions to get to know your applicants

Use informational questions in the beginning of your interview, before you switch to more difficult questions. This helps candidates feel at ease and prompts them to share information that you can’t find on their resumes. 

1. How and why did you start your career in this industry?

Listen for genuine and personal stories that connect the candidate’s interests and skills with the field. It’s important to spot passion and a clear goal. 

A great answer will not only mention how they started but why they chose this specific path, which can reveal a lot about their long-term commitment and enthusiasm for the field.

2. What do you find most rewarding about working in this field?

This question is a window into what the other person values most in their work. 

Good answers will reveal not only satisfaction but also alignment with the goals of their company. Whether they enjoy the collaborative environment, the challenges of the industry, or the impact of their work, candidates should provide clear examples that demonstrate their passion and how it translates into good performance.

3. What's your least favorite aspect of your role?

Nobody loves every part of their job; this question helps gauge how candidates handle tasks they don’t enjoy. 

Look for responses that show a constructive attitude towards necessary but boring or tedious assignments. It’s a positive sign if they talk about strategies or mindsets they’ve built to handle these aspects effectively. This shows adaptability and a proactive approach to work.

4. What are the biggest challenges you face at your current position?

Challenges are always a part of the puzzle and how a candidate deals with them can tell you a lot about them. 

Probe for detailed stories to evaluate the candidate's problem-solving skills. 

Top applicants will explain how these challenges fuel their personal and professional growth, showing their ability to learn and adapt.

5. What are the most important factors for success in a role like yours?

This is a great opportunity for candidates to reflect on what makes them successful in their role. 

Look for answers that include hard skills, such as technical expertise or proficiency with specific software tools, and soft skills, like communication and teamwork. 

Candidates who can link these skills to specific results are the ones who know what’s required to excel.

6. Can you describe a typical day at your job?

Information on a candidate’s daily routine offers insights into their organizational and time management skills. 

Candidates should describe how they manage their tasks, work with other team members, and handle unexpected challenges. 

A great answer will paint a picture of a well-organized person who knows how to keep things running smoothly – and who’s also a great team player.

7. How does your current role impact your company’s success?

With this question, you can check whether the candidate sees beyond their immediate tasks to the broader impact of their work. 

Do they understand how their role contributes to the team and the company’s objectives? Can they tell you about situations where their efforts made a difference? Do they have a clear sense of purpose in their role? 

8. What accomplishment are you most proud of, and why?

Look for candidates who can talk not only about their achievements, but also about the impact these have had on the team and the company. 

Top candidates will also talk about the journey and the challenges they overcame, which will show their determination, skill, and ability to solve difficult problems. 

What did they learn in the process? Does this accomplishment align with their career goals or personal values? Why are they proud about this particular achievement?

9. What advice would you give to someone starting in this industry?

Gauge the depth of the candidate’s industry knowledge and their empathy towards those who just start out. 

The best answers will include practical tips and a reflection on the industry’s challenges and opportunities. This question can also reveal the candidate’s potential as a mentor or leader within your organization.

10. How do you keep your skills up-to-date? What’s your approach to continuous learning?

Most industries are evolving fast, so it’s crucial that candidates are committed to lifelong learning. 

Look for mentions of specific strategies they use to upskill and reskill, such as:

• Attending workshops

• Taking part in online courses

• Going to events and conferences

An enthusiastic learner is an asset to any team, especially if you have the right learning and development program in place to support their growth.

11. Are there any certifications or additional training you have gotten recently?

Certifications aren’t everything, but this question can help you assess candidates’ commitment to professional development. 

Why did they choose those particular certifications? How are they using their newly obtained skills? How do they plan to leverage them in the future?

12. What do you wish you had known before entering this field?

Responses to this question enable you to assess a candidate's maturity, emotional intelligence, and capacity for growth. Look for: 

• Honest and insightful reflections

• Specific details, for example about skills they wished they had

• Ambition to seek new opportunities

This can also give you ideas of areas where your company might support new hires better.

13. What are the values that are the most important to you in a workplace?

This question helps you see if the candidate's core values align with your company culture. 

They might mention integrity, teamwork, innovation, or accountability; regardless of the specific answers they give, ask them for examples of how these values have influenced their work and decisions.

Use our Culture Add test to see whether your candidates share the core values of your business. 

14. What new technologies have you implemented in your workflows in the past year?

This question evaluates a candidate’s adaptability and familiarity with industry-relevant technologies. Beyond the specific tools they mention, look for the reasons behind their choices. 

Skilled candidates will explain how each new software or framework has helped them work better, make fewer mistakes, or make tedious tasks easier. They might also touch on any challenges they faced initially and how they overcame them.

Most applicants will probably mention AI tools, such as ChatGPT. Use our Working with Generative AI test to assess candidates’ experience with AI in more depth.

15. What important trends have you observed in our industry in the past year?

Following current trends shows that a candidate feels engaged with your industry and is proactive about staying informed. 

Look for answers that go into the details of how these trends could impact your company and the industry at large. 

Can candidates explain how they adapt to such new developments? Are they excited or fearful about them? Are they able to think about them analytically? 

That’s an excellent question to evaluate candidates’ critical thinking skills and their motivation to stay on top of their game. 

16. What projects are you currently working on?

Good answers will go into the specifics of each project, candidates’ role in them, and the skills they’re using. 

Plus, how they speak about their current projects will show you whether they’re passionate about their work and help you gauge their ability to manage tasks and prioritize effectively.

17. What motivates you in your job?

Motivation is key for any role. Candidates should be able to clearly explain what drives them to perform at their best. Is it the company’s mission they’re passionate about? Are they excited to contribute to the team’s efforts? 

Use our Motivation test to measure the extent to which your candidates’ motivations align with your job offer, based on a survey that you take.

18. Have you worked in other industries? If so, how do they compare?

Of course, not all candidates will have experience in different fields, but those who do can be a valuable addition to your team. Some even say that multipotentialites are the future of work.

Listen for insights into how experiences in other industries have shaped their professional skill set and perspective. 

19. What was the most challenging project you've worked on?

Candidates who are resilient and like solving problems are the ones you should be looking for, regardless of the specific project they talk about. 

How did they approach the challenges of this specific project? What roadblocks did they overcome? How did they handle pressure from their managers? 

20. Are there any professional organizations or communities you're a member of?

Membership in professional organizations or associations shows a strong commitment to career growth – even if they’re informal online communities. 

Candidates who are passionate about their work and the industry will likely have a large professional network and enjoy helping others, which is invaluable for any organization. 

21. What new skills have you developed in your last role?

Assess a candidate’s capacity for self-improvement with this question. 

Look for specific examples of skills they’ve acquired, be it technical knowledge or soft skills. How have they used them in their work? What new skills would they like to develop? Are they always on the lookout for new growth opportunities?

22. What's your decision-making process like? Please explain how you’d make an important decision.

Understanding a candidate's decision-making process is crucial for roles that require strong business judgment skills.

A systematic approach involves: 

• Gathering as much information as possible

• Asking others for their advice

• Evaluating trade-offs and consequences 

• Implementing the decision

It’s a bonus if they can cite a specific and recent example. 

Use our Business Judgment test to evaluate senior candidates’ ability to make informed decisions quickly.

23. Have you mentored more junior employees? What's your approach to mentoring?

This question is aimed at evaluating a candidate's teaching and leadership skills. 

Good responses will give you insights on applicants’ mentoring style, how they assess the needs of their mentees, and the strategies they use to facilitate others’ growth and learning. 

Top candidates will also explain how they evaluate progress and adjust their approach, if necessary. 

24. How do you handle setbacks?

Setbacks are a reality in any career, but how a person handles them can reveal a lot about their cognitive flexibility and emotional capacities. Look for candidates who approach failures constructively and use them as an opportunity to bounce back. 

Top answers will include specific examples; don’t hesitate to ask follow-up questions, if necessary.

25. Can you tell me about a moment in your career where you needed to pivot?

Stories of grit and resilience are the ones to look out for. Important points include the reasons for the pivot, how they managed the transition, and the outcome of their new direction. Deliberate transformations show adaptability and innovative thinking.

10 additional informational interview questions you can ask applicants

Looking for more ideas? Below, you’ll find ten more questions to ask candidates:

1. What’s your experience with cross-functional team leadership?

2. How do you prioritize your tasks when working on multiple projects?

3. Have you contributed to any large-scale projects? If so, can you tell us about your contributions?

4. What is your approach to learning a new technology?

5. What industry trends do you think will have the biggest impact on our company in the next few years?

6. How do you see our industry evolving over the next few years?

7. What are your professional goals for the next year?

8. Do you prefer working in a collaborative environment or independently?

9. What do you believe are the key factors for a team to be successful?

10. What are the key metrics you use to evaluate your performance?

Use informational interview questions to assess candidates’ past experience and future goals

Conducting interviews requires a balanced approach: Informational, behavioral, and technical questions are just some of the many different types of questions you can ask applicants. 

If your interview process has multiple rounds, we’d advise you to use informational questions near the top of the recruitment funnel and at the beginning of each interview, before you move on to more challenging questions. 

This helps guide the conversation in a way that feels natural and gives your candidates the opportunity to talk about their past experiences and future aspirations without stress. 

How can you make sure you’re interviewing only those candidates who have the right skills for the role, though? 

Skills tests are ideal for that. They help you narrow down your list of candidates and only interview the ones who have what it takes to succeed.

Book a free demo to see how TestGorilla can streamline your hiring process – or sign up for our free plan to start evaluating candidates today.