In First, Break All the Rules: What the World’s Greatest Managers Do Differently, Marcus Buckingham and Curt Coffman emphasize that effective interview questions are those that uncover a candidate’s natural talents rather than simply confirming skills or experience. The authors argue that great managers focus on identifying fit — not just for the job, but for how the person thinks, reacts, and relates to others.
One key tip is to design questions that reveal patterns of behavior. Instead of asking hypothetical questions (“What would you do if…”), managers should ask for real examples (“Tell me about a time when…”). This approach exposes authentic responses and consistent traits. Another principle is to explore motivations — what drives a candidate, how they define success, and what kind of environment helps them thrive. It is noteworthy to take into account how every employee is different when it comes to motivating and effective feedback/critique they may adapt to become a stronger team member.
Buckingham and Coffman also suggest tailoring questions to test for talent clusters: striving, thinking, and relating. For example, questions like “What do you enjoy most about your best work?” can uncover intrinsic motivation, while “How do you build trust with others?” reveals relational strengths. Ultimately, effective interview questions are less about testing competence and more about discovering who the person truly is — ensuring alignment between their natural talents and the role’s demands.
Reference:
Buckingham, M., & Coffman, C. (1999). First, break all the rules: What the world’s greatest managers do differently. Simon & Schuster.