✅ This interview mistake is leading to bad hires

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The purpose of an interview is to assess a candidate’s potential as a member of your team.

But instead of treating it like an assessment, too many agency owners treat interviews like a high school speed dating event.

“Tell me about yourself!”

“What do you like to do for fun?”

“Are you a morning or night owl?”

This is crazy talk.

If you want to make a great hire who is a problem-solving beast, step one is to ask some actually solid questions to your candidates.

Instead of asking lame get-to-know-you questions, here are a few of my favorite questions to assess candidates.

WARNING: using these interview questions will make it crystal clear just how much better Eastern European talent is than other overseas hiring regions. You’ve been warned. 

Question 1: Tell me about your worst coworker. What made them difficult to work with? How did you respond?

Why I Like It:
This question is a goldmine for understanding a candidate’s emotional intelligence and teamwork skills. By asking about a challenging coworker, you’ll learn how they handle conflict, adapt to tough interpersonal dynamics, and whether they’re solution-oriented or prone to blame-shifting. A strong candidate will focus on their approach to managing the situation constructively, rather than tearing down the other person.

What to look for: 
Answers that show self-awareness, professionalism, and a focus on resolution rather than finger-pointing. Top candidates will explain what they did to improve the dynamic and reflect on what they learned from the experience.

Question 2: What’s the hardest problem you’ve ever solved?

Why I Like It:
This question dives into problem-solving skills, resilience, and ambition. It forces candidates to reflect on their biggest challenges and how they approached them. Great hires are resourceful and determined, and their answers here will give you insight into their ability to tackle complex issues head-on.

What to look for:
 Specific examples that highlight the complexity of the problem, the steps they took to solve it, and their ability to deliver results. Watch out for vague responses or overly simplistic answers—those are red flags that the candidate may lack experience with meaningful challenges.

Question 3: Tell me about a specific time you solved a problem where you didn’t know the answer immediately. What process did you use to solve the problem? What was the result? Be specific.

Why I Like It:
This question is all about adaptability, critical thinking, and resourcefulness. It challenges candidates to explain how they handle uncertainty and whether they’re comfortable stepping outside their comfort zone. The best hires are those who don’t freeze when faced with ambiguity—they dig in, get creative, and solve the problem.

What to look for:
Look for clear, step-by-step processes and evidence of follow-through. A strong answer will showcase their ability to think critically, stay calm under pressure, and deliver results even when they don’t have all the answers upfront.

Why These Questions Work—and How to Take the Next Step

Too many interviews rely on generic questions that prompt canned answers, like “What are your strengths and weaknesses?” or “Tell me about yourself.” Those types of questions don’t help you distinguish a great hire from someone who’s just good at interviewing.

These three questions, on the other hand, force candidates to reflect on their real-world experiences and share how they think, solve problems and collaborate.

But here’s the thing: asking great questions won’t matter if you’re not interviewing great candidates. If you’re struggling to find talent who can answer these types of questions with clarity and depth, Go Carpathian can help.

We specialize in sourcing and vetting high-agency Eastern European (and South African) talent who thrive in dynamic, problem-solving environments. Our recruitment process ensures that the candidates you meet aren’t just good on paper—they’ve already demonstrated their ability to tackle tough challenges and deliver results.

Bad hires cost time, money, and momentum. Asking the right questions is one of the simplest ways to ensure you’re bringing the right people onto your team. Need help finding those high-quality candidates?

Schedule a free consultation with one of our recruiters today and learn how we can connect you with top-tier overseas talent.

—> Interested in learning more? Click here to book a free consultation with one of my recruiting specialists < —

Until next time,

Nathan

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