Questions to Ask in an Interview in 2025
If you’re still asking that classic, “Where do you see yourself in five years?” question, your interview strategy might need a refresh.
At Talbott Talent, we work with nonprofit leaders every day who are trying to make smart, thoughtful, people-first hiring decisions. One of the simplest, most impactful upgrades is to change the types of questions you ask.
Replace Hypotheticals with Behavioral Insights
We’re living in a world of rapid change, and it is not enough to ask someone what they might do. You need to know what they have done. That is why it is important to stop asking hypothetical questions, and ask behavioral-based ones instead.
If you focus on the “hows” and “whys” behind real experiences, you will get a much clearer sense of the candidate sitting right in front of you (or on the other side of the screen).
Behavioral-based interviewing gets to the heart of how a person has actually shown up in past situations: what they did, how they did it, and what they learned.
Why the Right Interview Questions Matter
Hiring is about more than resumes. It’s about trust. Adaptability. Judgment. Emotional intelligence. Those things do not always show up on paper, but they do show up in conversation if you are asking the right questions.
Behavioral interviews give you a clearer picture of how someone handles complexity, collaborates with others, and grows through challenges. They help you move beyond buzzwords and into real insight.
For example:
Instead of asking: “Are you comfortable handling conflict?”
Try this:
“Tell me about a time when you had to navigate a conflict with a team member or stakeholder. What was your approach, and what was the result?”
One checks a box. The other opens the box up.
Five Questions to Modernize Your Interviews
At Talbott Talent, we always start by ensuring that interview questions create opportunities for real stories. Strong interview questions help you uncover not just what a candidate knows, but how they think, collaborate, and grow.
Below are five timely, behavioral-based questions we recommend incorporating into your hiring process. Each one is designed to elicit real stories alongside relevant skill sets, which will give you better insight into how a candidate would be able to contribute to your team.
Policy & Funding Shifts
“Can you share a time when drastic funding changes made you reevaluate your fundraising or development strategy? What changes did you make? What was the result?”Diversity & Inclusion in Practice
“Give an example of a time when you helped make your team or programming more inclusive. What was the challenge, and what did you do to address it?”Remote & Hybrid Collaboration
“Tell me about a project you worked on with a hybrid or remote team. How did you ensure strong communication and follow-through?”Values-Based Leadership
“Describe a time you had to make a tough decision that reflected your organization’s values. What made it difficult, and how did you approach it?”AI & Emerging Tech
“Tell me about a time you’ve used AI or automation to increase efficiency or reduce staff workload. What tool did you use? What was the outcome?”
These five questions are about real, pressing issues that nonprofits are facing right now. And the people you hire need to be ready to meet them with clarity, creativity, and courage.
Bonus Tips for Stronger Interviews (and Fewer Vague Answers)
Ask for real stories. The best answers walk through the what, how, and why, not just surface-level soundbites.
Probe kindly. If someone is being too general, ask them to go deeper. A simple, “Can you walk me through that a bit more?” goes a long way.
Look for growth. Useful responses may involve missteps and reflection. Do not shy away from more complicated situations. They often reveal the most about a candidate.
Asking Better Questions Means Hiring Better People
It really is that simple. And here’s one last thing to keep in mind: Candidates are evaluating you, too. They’re not just trying to impress you. They’re trying to figure out if your organization is a place where they will feel seen, supported, and empowered to do good work.
Ultimately, behavioral-based interviews help both sides show up fully. They signal that your organization is thoughtful, forward-thinking, and ready for real conversations. And that is exactly the kind of workplace culture the best candidates want to join.
