"What is your most significant career accomplishment?

"
This can be a challenging question, because it may be difficult for many people to
narrow it down to one thing. Others don't like to brag about their achievements.
What to look for in an answer: Don’t settle for an answer like "I've done a lot of great
things in my career." Try to get them to narrow it down to one. Look for their level of
ownership, pride and what they value. Compare to see if this matches the company’s
culture.

"If you could start your career over, what would you do
differently?"
This may allow you to gauge how the prospective employee makes major decisions.
The answer can reveal if they like the path they're currently on.
What to look for in an answer: Do they hold onto the past, or are they able to learn
and move forward toward another result?

"What do you hope to learn at this company in this

position?"
This may reveal the reason they're applying for the job and why it's important to their
career path.
What to look for in an answer: Again, do their individual goals match the company’s
goals? These must fit if they're to be successful at your business.

"What frustrates you the most (or really gets you mad)?"
It can be easy for people to do their best when things go well, but how are they when
things inevitably get frustrating?
What to look for in an answer: How they channel their frustration toward something
positive, especially in a team environment.

"What do you know about the company?"

This can show if they're serious about the opportunity and if they were prepared
before the interview.
What to look for in an answer: If they give you a blank face or they answer, "not
much," move on to the next person. Anyone who's not prepared enough even to
learn about the company on the Internet may not be worth hiring.

"Tell me about the worst relationship you had with the

people you worked with in your last job."
Many people can brag about things that go well, but how did they handle a bad
relationship at their last company?
What to look for in an answer: Do they take 50 percent of the responsibility for the
bad relationship, or do they place blame on the other person? How did they resolve it
productively?

"Is it better to be perfect and late on a task, or imperfect

and on time?"
Most small businesses need things to be completed on time for customers, not
necessarily perfect.
What to look for in an answer: While there is no "right" answer, make sure that
whatever they say matches your company’s culture.

"Explain something to me that you think is complicated."

This may be an important question, since a critical skill of anyone who works on a
team is how they explain things to others.
What to look for in an answer: It doesn't matter what they explain (it could be sports
or a cooking recipe), but what can be important is whether they're effective in making
you understand.

"Is there a question I haven't asked you, but should?"

This can be a good catch-all question at the end of interview. This may ensure that
the candidate expresses everything they want to say and nothing is missed.
What to look for in an answer: Anything that's way out of line with the flow of the rest
of the interview could be a warning sign. For example, if they bring up a strange fact
or achievement about themselves, be wary.