After probing a candidate's past, 'flip the table' and present them with a current, real-world problem your company faces. This reveals their curiosity, analytical skills, and ability to engage with a new challenge on the spot, shifting from their prepared stories to raw problem-solving.

Instead of asking leading questions that corner an interviewee, use open-ended prompts starting with 'how,' 'what,' or 'why.' This encourages expansive answers and genuine information gathering, whereas closed questions allow for simple, uninformative deflections, achieving no learning.

Citing Oprah Winfrey, Rubenstein argues the key to great interviewing is not having the best questions but being a great listener. True listening allows the interviewer to pivot and follow up on unexpected answers, turning a rigid Q&A into a genuine conversation that uncovers far deeper insights than a prepared script ever could.

When a recruiter or hiring manager reaches out, your first discovery question should be, "What was it about my profile that led you to want to book time with me?" Their answer reveals the specific problem they think you can solve, allowing you to immediately focus your narrative on their highest-priority need.

Instead of guessing a nominating committee's priorities, ask them directly. A powerful question is, "What was it about my background that made you want to interview me?" Their answer provides a cheat sheet to their key criteria, allowing you to tailor your responses to what they truly value.

Don't start an interview on the back foot by reciting your resume. Immediately reframe the conversation by asking what about your background excited them. This forces them to reveal their needs and shifts the dynamic to a consultation, not an interrogation.

When an interviewer asks if you have questions, turn it back on them by asking, “What’s a question I should have asked you?” or “What do you wish you had known when interviewing?” This tactic demonstrates deep curiosity, a desire to understand the role's true challenges, and makes a memorable impression.

To assess a candidate's true character and values, move beyond standard interview questions. Use unexpected, personal prompts like "What's something your parents taught you?" or "What was your first job?" These questions reveal foundational lessons, resilience, and personal drive, which are hard to gauge otherwise.

Instead of generic interview questions, ask what truly motivates a candidate and what they'd do for a hobby if money weren't an issue. The way they describe these passions reveals their energy, personality, and core drivers far more effectively than rehearsed answers about work experience.