15 Interview Questions to Build Inclusive, High-Performing Teams

Skills-based hiring is essential in building high-performing, inclusive workforces because it focuses on what truly matters: a candidate’s ability to perform the job. By crafting interview questions that uncover problem-solving skills, critical thinking, and expertise — rather than relying on education credentials, employment history, or superficial characteristics — organizations can eliminate biases that may negatively impact diverse candidates. Posing hypothetical situations and asking the candidate how they would respond allows you to dig down to determine their competencies and skills. 

This hiring practice aligns seamlessly with SHRM’s BEAM Framework, which provides guidance in determining whether policies, processes, and programs are anti-exclusion, accessible for all, merit-driven, unbiased, and optimized for skills-first hiring.

Skills-based hiring not only broadens the talent pool but also ensures that all individuals, regardless of their background, have an equal chance to contribute meaningfully to the organization’s success, strengthening both inclusion and diversity (I&D) and business outcomes. 

Consider adding these questions to your interview script. They’re meant to determine whether a candidate would succeed at a job based on their skills rather than other unmerited factors. 

Problem-Solving and Critical Thinking

• If you’re given an unfamiliar task with limited instructions, how would you go about completing it?
• You discover an error in a report or process that could have significant consequences if not addressed immediately. What steps would you take to resolve the issue?
• Suppose you’re monitoring a project and realize that the data you’ve been relying on may not be accurate. How would you validate the data and communicate the issue to others who may be impacted?
• Your team launches a new project, but early on, performance metrics indicate it’s falling short of expectations. How would you diagnose the problem and take corrective action?

Process Improvement and Innovation

• Imagine you’re assigned to improve a process in your role. What steps would you take to identify and implement improvements?
• You notice that a process improvement you recently implemented is causing unintended delays for another team. How would you address this feedback and resolve the issue?
• You’ve identified a market trend or emerging technology that your company hasn’t yet addressed. How would you present your case for exploring it and ensure buy-in from leadership?

Decision-Making and Strategic Thinking

• You’ve been approached with a new idea for your department. Describe how you would go about determining the feasibility and possible success of that idea.
• A competitor has launched a product or service similar to yours, potentially disrupting your work. How would you analyze the situation and recommend a course of action?
• A junior team member comes to you with an idea that has potential but may require significant resources to implement. How would you assess the idea’s viability and advocate for it if you believe it’s worthwhile?
• During a presentation to a key stakeholder, you’re asked a question you don’t know the answer to. How would you handle this in the moment?

Adaptability and Resilience

• Imagine you’re working on a project with a tight deadline, and a critical team member suddenly becomes unavailable. How would you ensure the project stays on track?
• Your company introduces a new initiative that conflicts with your team’s workload or goals. How do you balance the new demands while still meeting existing expectations?

Collaboration and Leadership

• Imagine you’ve been paired with a colleague who has a very different working style than you. What strategies would you use to collaborate productively?
• Suppose you’re tasked with leading a group where some members are resistant to change. How would you address their concerns and build consensus for a new direction?