One of the main objectives of interview questions is to identify the best of the best. You want to find the best possible candidate to fill that vacancy. The key to doing this is by asking the right questions. You need to ask specific questions that can help you not only learn about candidates, but also help you identify high performers.
So, we asked our Headhunters in Toronto to give us a list of questions they recommend hiring managers and interviewers ask to identify better candidates.
In this blog, we’ll cover these top interview questions to identify high performers and explain how asking these questions can help you distinguish between high performance and average candidates.
1. Can you describe a time when you exceeded expectations at work? What impact did it have on your team or organization?
This question uncovers whether the candidate goes beyond the basic job requirements. High performers often push past expectations, drive measurable results, and elevate team outcomes.
Signs of a top performer: They provide a specific example that shows initiative, ownership, and measurable success. The response is not generic.
2. Tell me about a time when you took the initiative to solve a problem. What was the outcome?
Initiative separates top performers from average employees. This question highlights whether the candidate proactively identifies and solves problems rather than waiting for direction. It will provide insights into whether the candidate is a leader or a follower.
Signs of a top performer: Describes independent action, shows problem-solving skills, and demonstrates meaningful impact on outcomes.
3. Tell me about a time when you pursued a challenging goal despite obstacles. How did you keep moving forward?
Top performers don’t shy away from taking on difficult challenges. Resilience is a core trait of high performers. This question shows how a candidate handles setbacks and whether they can adapt, persist, and deliver under pressure.
Signs of a top performer: They provide an example of overcoming real challenges, demonstrate grit, and show learning or growth from the experience.
4. Can you give an example of a significant goal you set and achieved in your previous role? What made it meaningful?”
High performers set ambitious, impactful goals and follow through. This question helps you understand how candidates approach long-term objectives. You’ll get insight into their thought process, how they plan, and take action.
Signs of a top performer: Clearly articulates the goal, outlines a structured process, and shows tangible results that mattered to the team or company.
5. Tell me about a time you used data to make a decision. How did it influence the outcome?
Data-driven thinking is critical in modern workplaces, and it is only going to become more important. This question assesses whether candidates rely on evidence over gut instinct. It also helps you learn about how analytics and data-savvy a candidate is compared to others competing for the job.
Signs of a top performer: Explains how data shaped their decision, prioritizes relevant metrics, and shows a strong link to improved performance or outcomes.
6. Describe a time when you had to dig deep into the details to solve a problem or deliver results. What did you uncover?
One thing that separates top talent from the pack is their willingness to go the extra mile to get things done the right way. Attention to detail and ownership of results separate reliable performers from those who cut corners.
Signs of a top performer: Shares a detailed example, explains how their focus uncovered a critical issue or opportunity, and ties it back to meaningful results.
7. What have you done to help a colleague succeed at work? What was the impact?
Real success happens when everyone thrives. Top performers not only excel individually but also elevate others. This question shows how candidates think about collaboration, mentorship, and team-first thinking.
Signs of a top performer: Describes specific actions that directly contributed to a colleague’s success and shows genuine investment in team outcomes.
8. What are three skills you are actively working on developing, and what steps are you taking to improve them?
High performers demonstrate curiosity, self-awareness, and a commitment to continuous growth. Asking this question can give you insight into a candidate’s thirst for betterment and give you an indication of the direction they want to take their career.
Signs of a top performer: Identifies specific, relevant skills and provides concrete steps (courses, mentoring, projects) with evidence of progress.
9. Tell me about a time when you had to quickly learn something new to succeed. How did you approach it?
Adaptability is crucial in fast-changing work environments. This question reveals how candidates handle new situations and whether they can learn quickly under pressure.
Signs of a top performer: Provides a strong example of rapid learning, explains their learning process, and shows clear application with positive results.
10. What professional achievement are you most proud of, and why?
Top performers strive to achieve professional milestones. Asking these questions gives insight into a candidate’s values, motivations, and ability to create lasting impact.
Signs of a top performer: Chooses a meaningful achievement with measurable, long-term results and reflects thoughtfully on why it mattered.
A final word on asking questions to find top performers
Asking the right questions can be the difference maker you are seeking to improve your hiring practices. By asking these targeted questions, hiring managers can move beyond surface-level answers and gain deeper insights into a candidate’s mindset, behaviours, and potential, helping them identify true top performers who will drive lasting success for their teams and organizations.
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