Do you know the biggest difference between a first-round interview with HR and a second-round interview with the hiring manager? HR mainly checks the match with the job description, confirms that the candidate understands the position, probes motivation and career plan, and verifies cultural fit and budget. The hiring manager cares about all that plus day-to-day compatibility: work style, integration into the existing team, and the wider organisational impact. A senior manager (an N + 2, for example) might even redesign the org chart once the right profile appears.
This article groups typical hiring-manager questions into five categories so you can test both competence and compatibility. Ready to sharpen your interviews? Let’s start !
Contents
- Opening the interview – how the candidate presents themself
- Understanding of the company and the role
- Skills, experience and mindset
- Informal questions to ease tension
- Closing questions
1 | Opening the interview – how the candidate presents themself
- “Tell me about yourself.”
The classic opener. It shows what the person highlights, their sense of structure, and how long they speak. - “Describe yourself in three key words.”
Well-prepared candidates answer promptly. If they look surprised, you’ll see spontaneity and self-awareness. - “For each word, give me a concrete example.”
Stories reveal work methods, past relations with managers, and genuine impact.
2 | Understanding of the company and the role
- “How did you hear about us? What picture do you have of the company?”
- “In your view, what does this position require?”
- “Which task in the job description attracts you most, and why?”
- Then share your own expectations and ask: “What do you think?”
Observe how the person reacts when their vision is confirmed or corrected.
3 | Skills, experience and mindset
- “You highlight role X on your CV. What did you like best about it?”
- “Describe the toughest situation you faced and how you dealt with it.”
Follow-ups: “What part did your manager play?”, “What would you do differently today?” - “Have you used [tool / software] ? How did it help you?”
- “Here is a key project you would own. How would you tackle it?”
- “Tell me about a demanding client / colleague. How did you handle them?”
- “What strengths did your last manager recognise in you?”
- “If your manager is unreachable for a week, how do you keep things moving?”
- Leadership angle: “If you were promoted, how would you recruit your successor?”
4 | Informal questions to ease tension
- “How do you define success? Which values are non-negotiable for you?”
- “Where would you like to be professionally in five years?”
- Curve-ball question: “You’re on a rooftop with an egg to throw down. How would you keep it intact?”
- “You have ten seconds to sell yourself – what do you say?”
5 | Closing questions
- “What questions do you have for me?”
Their queries reveal priorities and curiosity. A blank “No questions” seldom sends a good signal. - “Thank you for your time. We’ll give you feedback within X days. If selected, could you start on …?”
Transparency on next steps and timing reassures good candidates.
Need coaching support?
Managers and leaders : Book a free 40-minute coaching session to clarify your hiring challenges and sample my approach.
Companies : Contact me to design custom coaching or training on talent acquisition and leadership.