Finding the right talent is the single most important lever for any business owner or hiring manager. Yet, many interviews fall into a predictable trap: the candidate feels comfortable, the conversation flows, but you walk away without truly knowing if they can do the job. To build a world-class team, you must move beyond rapport and start using success-predicting questions that reveal a candidate's judgment, accountability, and drive.

The Myth of the 'Brainteaser' Question

For years, tech giants popularized "brainteaser" questions—asking candidates why manhole covers are round or how many birdhouses exist in a major city. However, data eventually proved these questions have zero correlation with job performance. They don't identify high performers; they only identify people who are good at riddles.

To find an "A-Player," you need to look at their history and their mindset. If you don't know exactly what you're looking for, you're giving control of the interview to the candidate. This often leads to hiring someone who makes you feel comfortable rather than the person most likely to succeed. Before the interview even starts, ensure you are reviewing a high-quality ATS resume to confirm they meet the technical baseline.

7 Questions That Predict Career Success

High performers leave clues in their past behavior. These seven questions are designed to uncover those patterns and help you hire A-players who will scale your business.

1. What led you to join your previous company?

Understanding the "why" behind a career move is vital. You are looking for patterns. Did they move strictly for a higher salary, or were they chasing growth, challenge, and new responsibilities? While everyone values compensation, A-players are typically driven by the opportunity to solve bigger problems.

2. What led to your decision to leave your job?

Phrasing is key here. By asking what "led to the decision" rather than just "why did you leave," you invite a more expansive answer. You need to know if they left because they were pursuing a greater challenge or if they were running away from a failure. If a candidate has a consistent pattern of leaving due to "misunderstandings" with leadership, assume that pattern will continue with you.

3. What were you hired to do?

This question tests clarity and accountability. Did they take over a failing project? Were they hired to expand a territory by 20%? If they didn’t accomplish their original mission and blame poor management or lack of resources, it’s a red flag. As we discuss in our guide on management mistakes to avoid, high performers take total ownership of their outcomes, regardless of the hurdles.

"A-players take total responsibility. If they failed, they own it. That is the surest sign of a high performer."

4. What were your biggest accomplishments, and how did you achieve them?

Don't settle for vague descriptions of daily duties. You are looking for "grit" and a "wow factor." If they can't articulate a specific achievement that moved the needle, they likely weren't a top performer in their previous role. You can often spot these achievements early if the candidate uses a professional CV maker that emphasizes data-driven results.

5. What impact did you make on the company?

If you want a game-changer, you need evidence that they have changed the game before. High performers can quantify their impact—whether it was saving the company money, improving efficiency, or driving revenue. Candidates who struggle here may have just been "blending in."

6. What were you most passionate about, and what did you enjoy the least?

This is about alignment. Professional success happens when a role consists of at least 90% of the tasks a person loves doing. If 20% of the job involves tasks they dislike, they will eventually disengage. To avoid quiet quitting, ensure the role matches their internal motivators.

7. What three skills are you working on right now?

A-players are lifelong learners. They will rattle off their current areas of development instantly. If a candidate hems and haws, they likely aren't pushing themselves to grow. If they aren't working on themselves, they aren't going to help your company grow.

The Bonus 'Lifeline' Question

At the end of the interview, ask: "What question haven't I asked you that you would have liked me to ask?"

This is a golden opportunity for the candidate to share what matters most to them. A high performer will use this to highlight a major success or a unique skill. A lower-performing candidate will usually say, "Nothing at all." If you are a candidate reading this, mastering the questions you ask the interviewer is just as important as the answers you provide.

Final Thoughts for Hiring Managers

Hiring is an investment. To ensure you're seeing the best possible candidates, encourage applicants to use modern tools like an AI CV builder to present their skills clearly. When you combine high-quality documentation with predictive questioning, you significantly reduce the risk of a bad hire and set your team up for long-term success.