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10 Skills-Based Interview Questions and Answers

Edited by Indeed Employer Content Team
Last updated 17 December 2024
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Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

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Whether you are preparing to interview a candidate or applying for a job, review our list of top Skills-Based interview questions and answers.

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Ready to get started?

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Our mission

Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines

If you find an error in your work, what do you do?  

This question aims to gauge the candidate's problem-solving and communication skills. These are important skills for various roles, particularly those in administrative, technical, creative or scientific roles. What to look for in a successful answer:

  • Strong attention to detail
  • Ability to communicate the issue effectively to managers
  • Methodical approach to preventing errors
Example answer: First I assess the situation to understand the extent and implications of my mistake. I am transparent and immediately inform my manager or a senior team member to explore potential solutions and decide on the best course of action. To prevent the same error from happening again in the future, I would reflect on the causes and consider ways to improve areas such as attention to detail and following instructions more carefully.
Example:

How do you stay organised at work?  

This question aims to gauge the candidate's organisational and time management skills. For project management, people management and administrative roles, it can be useful to interview for these skills. What to look for in a successful answer:

  • Methodical approach to tidiness
  • Attention to detail
  • Experience using project management software and calendars
Example answer: I take a systematic approach to my workflow focusing on both short-term and long-term goals. Using calendars and project management software, I track tasks and prioritise them to ensure I meet deadlines. Maintaining a tidy workspace is a key part of staying organised. I take time to ensure my desk is clean and paperwork is properly filed. When working from the cloud or an intranet, I ensure files and folders are organised and easily accessible.
Example:

How do you explain products to customers?

This question aims to gauge the candidate's communication skills and company product knowledge. These skills are especially useful in technical support, sales and customer service roles. What to look for in a successful answer:

  • Ability to explain technical details in layman's terms
  • Active listening skills
  • Ability to think critically on the spot
Example answer: To explain products to customers effectively, first I aim to understand their needs and budget. This helps me tailor the presentation to their specific requirements. I often break down the product’s specifications into simple, easy-to-understand bullet points, which I might write down for clarity. Then, I ask them if they have any follow-up questions about the product's specifications... [To make sure I provide the best advice, I ensure I’m consistently up-to-date with industry trends and product updates. I regularly review product specifications and enhance my knowledge with ongoing research, ensuring that I can provide the most accurate and helpful information to customers].
Example:

How would you organise a staff meeting?  

This question aims to identify a candidate's organisational, communication and time management skills. They can be useful to interview for when hiring for management roles. What to look for in a successful answer:

  • Ability to organise people
  • Ability to use project management, video conferencing and calendars
  • Leadership skills
Example answer: Firstly, I define a purpose for the meeting, such as discussing a specific topic, addressing a problem or outlining future goals. This helps to set the agenda and expectations for the outcomes. Next, I decide on participants and consider their contributions to the meeting. All of these points would help me determine the format and whether it will be held in person or online... [Once the details are set, I schedule the meeting at a time that suits all attendees and send out invitations with a clear agenda. During the meeting, I either take minutes myself or assign someone to do so, ensuring we capture all key points and items requiring action].
Example:

How do you resolve conflict between two members of staff?  

This question aims to learn about a candidate's ability to resolve conflicts with other staff. This skill broadly applies to most roles that involve working closely within a team. What to look for in a successful answer:

  • Strong written and verbal communication skills
  • Active listening skills
  • Understanding of company policies
Example answer: When addressing conflicts between staff members, I start by assessing the nature and severity of the conflict and evaluate whether it's a minor disagreement that employees can resolve independently or a more serious issue like bullying or discrimination that requires intervention. For minor conflicts, I would try to allow staff to resolve issues among themselves. However, I remain available to mediate if necessary... [In cases of serious conflicts, I take a more direct role. I discuss the issue with both members of staff to understand their perspectives. I then decide whether to escalate the complaint. If manageable, I facilitate a joint meeting where both parties can express their views in a controlled environment, aiming for a mutual understanding and a constructive resolution. Throughout the process, I ensure that all actions are in line with company policies and that the well-being of all employees is a priority].
Example:

How would you explain a complex task to a new member of staff?  

This question aims to gauge a candidate's analytical and communication skills. It also demonstrates an understanding of company processes and role responsibilities. What to look for in a successful answer:

  • Written and verbal communication skills
  • Ability to explain using different learning techniques
  • Understanding of task workflows
Example answer: Firstly, I would make sure I had a solid understanding of all aspects of the task. I would then break it down into manageable parts and explain them individually. Using simple, clear language, I would outline each step in bullet points and may use visual aids such as diagrams, illustrations or graphs. I would encourage questions at any point if something isn’t clear... [Once the employee is involved in the task, I would communicate regularly with them to check on their progress and provide further clarification as needed].
Example:

A customer is upset with the standard of service you're providing. How would you resolve the situation?  

This question aims to gauge a candidate's ability to resolve conflicts with a customer, in a way that is fair and respectful while also following company policy. What to look for in a successful answer:

  • Active listening skills
  • Understanding of when to escalate an issue
  • Ability to understand a customer's feelings
Example answer: Before I approach the customer about the issue, I start by ensuring I approach the situation with a clear and calm mindset. I begin the conversation by sincerely apologising for any inconvenience they've experienced, which helps to acknowledge their feelings and shows that we care about their satisfaction... [If appropriate, I escalate the complaint to a manager or relevant member of senior staff. Throughout the discussion, I aim to remain positive with the customer to ensure the interaction is constructive. Finally, I allow the customer to provide feedback on the standard of service and assistance provided. My goal is to resolve the issue to their satisfaction and ensure they feel heard and respected throughout the process].
Example:

What skills did you learn during your degree course?  

This question aims to gauge a candidate's transferable academic and research skills. This may be particularly useful when recruiting graduate candidates with little or no previous work experience. What to look for in a successful answer:

  • Examples of public speaking
  • Focus of their research
  • Examples of how they would use their academic skills in a professional environment
Example answer: During my degree, I developed a comprehensive set of skills that are invaluable in professional settings. Primarily, I learned strong research skills, which included efficient note-taking, reading comprehension and referencing techniques. Active listening was important during lectures and discussions to effectively engage with complex topics and diverse viewpoints. This skill has proven essential for collaborative projects and understanding different perspectives in a professional environment.
Example:

How did you work alongside other departments in your previous role?  

This question aims to understand how well a candidate collaborates with other teams, including how well they communicate and align their goals with overall business strategy. What to look for in a successful answer:

  • Examples of successful cross-department collaborations
  • Examples of how they approach negotiation
  • Conflict resolution skills
Example answer: In my previous role as a user experience designer, I worked closely with the product team, software developers and company stakeholders, with whom I maintained regular and effective communication to ensure alignment on requirements and specifications... We also collaborated on producing data and insights to establish goals and outcomes to optimise user experience. Whenever conflicts or challenges arose, we worked closely to discuss and implement solutions, ensuring that challenges were turned into opportunities for improvement... [This comprehensive approach significantly improved the end product, leading to enhanced user satisfaction].
Example:

If a client rejects an offer, how do you respond?  

This question aims to understand how effectively a candidate can respond to a client rejection and how they might negotiate with them in the aftermath. What to look for in a successful answer:

  • Ability to foster and build relationships with clients
  • Strong conflict resolution and negotiation skills
  • Has a professional communication style
Example answer: When a client rejects an offer, my first step is to respond with professionalism and positivity. If this is communicated by email, I would respond by thanking them for considering my business and their time in evaluating our proposal. Next, I encourage ongoing communication in case an opportunity should arise for future collaboration. I would also ask for their feedback to find out what we can improve as an organisation to better meet their requirements... [If a client rejects an offer based on pricing, this might be a good opportunity to explore the possibility of negotiating a more competitive rate. This approach ensures that even in rejection, there are opportunities for growth and relationship building].
Example:
Three individuals are sitting at a table with a laptop, a disposable coffee cup, notebooks, and a phone visible. Two are facing each other, while the third’s back is to the camera. The setting appears to be a bright room with large windows.

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