9 Interview Questions To Spot Someone's Potential
Reading Time: 10 Minutes
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Finding a needle in a haystack is easy when you have a magnet.
This lesson is also true when hiring.
Talented people (the needles) are drawn to exceptional brands (the magnet).
But the thing is, it's not the perks or extras that make these companies so attractive. It's their clarity. They know precisely who will thrive in their culture.
They aren't just hiring for experience or skills but also for potential.
I remember my own interview process with Amazon clearly. At the time, it was unlike any other interview I'd been to.
The questions weren't just about what I'd done; they were super specific about uncovering what motivated me.
Rather than screening for a perfect CV, they were looking for signs:
→ How do you think?
→ How do you respond under pressure?
→ Do you have a fixed or growth mindset?
When Amazon hired me, I didn't have a flashy CV or years of leadership experience. What I did have was alignment with their values and their approach to growth.
Amazon was ahead of its time, and many companies now follow a similar approach. But it blows my mind that I still come across many businesses that don't value this.
Hiring for potential is certainly a long game, but it's one you need to play to stay ahead.
Now more than ever, as we move deeper into the age of Artificial Intelligence, the ability to spot the right talent before your competitors do is an essential skill.
This is precisely why we’re seeing a talent war emerge between tech giants like OpenAI and Meta. A talent war that costs hundreds of millions of dollars.
Don't sleep on this.
It's a common myth that a track record indicates future success. Context is so important, and much of this is dependent on the environment.
The best predictor of success isn't always what someone's done. Rather, it's how they think.
Thoughts drive behaviour. And behaviour is what drives culture.
Although I mainly worked across HR business partnering and strategy throughout my career, I've also been hands-on with hiring and talent acquisition. One thing I've always loved is designing interview questions with intention.
I always receive compliments on my questions. It's something I take seriously.
So, here are 9 of my favourite science-backed questions. I return to these again and again. They'll help you look beyond surface-level skills and spot real potential.
9 Interview Questions To Spot Someone’s Potential At Work
1. What's Something New You've Taught Yourself Recently, And Why?
This question may seem superficial, but it reveals a great deal about the person.
When someone teaches themselves something new, especially without being asked, it shows initiative.
They're not waiting for someone to lay the path for them. They've spotted a gap, picked a direction, and taken action. That's the kind of mindset that stays ahead in fast-moving environments.
Organisational Psychologist Adam Grant's book "Think Again" highlights how someone who teaches themselves sets a great example of a growth mindset.
A growth mindset is like gold.
And make sure you ask how they applied their new skills. People who put things into practice tend to be more adaptable and outcome-focused. They're not just collecting information for the sake of it.
→ Tip: Pay attention to the why in their answer. Was it out of curiosity? A need to solve a real problem? To improve how they work? The reason behind their answer often says more, as it reveals what drives them.
For example, someone who picked up a new skill to be more efficient at work already thinks at a high level.
So, this one isn't just about curiosity but also intentionality.
2. What Energises You Most During The Week?
When someone talks about what genuinely lights them up, you get a peek into their flow state.
'Flow' is that sweet spot where challenge meets skill, and work starts to feel less like a task and more like momentum.
Their response tells you:
→ where they're naturally engaged
→ where they find meaning and motivation
→ where they might quietly be performing at their best
For instance, if they light up when planning a team lunch or running a brainstorm, you might uncover a hidden facilitator (even if their job title doesn't say so).
People tend to thrive when their work aligns with their values and interests.
A global study using the Flow@Work Engagement Survey (with 39,000+ participants) found that willingness and commitment were strong predictors of performance.
So, it helps to know:
→ Where do they feel most alive?
→ What gives them momentum without draining them?
→ Where do they lose track of time (in a good way)?
If you listen closely, you'll catch hints about what this person is uniquely wired to contribute.
3. Name A Challenge You Genuinely Enjoyed Solving?
We all face challenges at work, but enjoying one says a lot about a person.
When someone finds joy in solving a complex problem, it reveals:
→ Resilience
→ Intrinsic motivation
→ A mindset focused on growth
According to Angus Fletcher, as cited in The Creativity Research Journal, creative thinkers tend to have stronger adaptability and problem-solving skills, which are essential for both the present and the future of work.
How someone thinks under pressure also reveals their strengths:
→ Do they analyse the situation?
→ Seek help or collaborate?
→ Improvise a brand-new approach?
What to listen for:
→ How do they handle friction?
→ Do they see obstacles as blocks or opportunities?
→ Do they stay curious even when things get uncomfortable?
Someone who finds joy in solving tricky problems has the exact type of energy the future of work demands.
4. Where Do You Feel Underused Right Now?
This question usually creates a pause… and that's the point.
It opens up a conversation about untapped strengths or unused skills.
→ Maybe passions they haven't had the time to pursue (yet).
→ Maybe there's something they didn't see value in.
→ Something they haven't been able to access resources for.
Their response provides an opportunity to spot hidden potential.
The Four Values Framework by Doris Schroeder highlights how contributing in ways that align with our strengths is deeply linked to feeling valued and valuable. These are essential ingredients for engagement.
When someone can identify where they feel underutilised, they demonstrate self-awareness and a desire for growth.
They're aware of their future potential.
Four Values Framework
The Four Values Framework by Doris Schroeder highlights how working with our strengths is deeply linked to feeling valuable.
5. What Feedback Has Helped You Grow The Most?
This question is a tricky one.
When someone can be vulnerable and name a piece of feedback that truly changed them, you get a glimpse into their:
→ Self-awareness
→ Emotional maturity
→ Openness to change
These are indicative of future potential.
A recent study in The Journal of Experimental Education shows this: people who are comfortable giving and receiving feedback are far more likely to grow.
It's easy to talk about development. It's harder to absorb critique, reflect on it, and make the changes.
What to listen for:
→ How did they handle discomfort?
→ Did they lean into the learning or shut it down?
→ What kind of growth did they pursue (emotional, strategic, technical)?
Bonus insight:
The type of feedback they found helpful also reveals what they value.
→ Was it blunt or empathetic?
→ Who gave the feedback? Was it a peer, a boss, a mentor?
These reveal key signs that someone is coachable.
6. How Do You Typically Respond When Things Feel Uncertain?
Uncertainty is the default setting at work in 2025.
So, when hiring, you're not necessarily looking for someone who has it all figured out but rather for how they show up when the path isn't clear.
When someone answers this question, you get an insight into their:
→ Adaptability
→ Decision-making under pressure
→ Emotional regulation
Do they freeze, overthink, or avoid making tough calls? Or do they get curious, ask better questions, and adapt as they go?
Their response also suggests how they approach complexity, both intellectually and emotionally.
Recent Neuroscience research (like this study published by Translationary Psychiatry) shows that emotional regulation is linked to better adaptability and decision-making.
Put simply, when someone can handle uncertainty at both the emotional and cognitive level, they're more likely to navigate it better.
What to listen for:
→ Do they reframe ambiguity as a challenge or a threat?
→ Do they take action or get stuck in indecision?
→ Do they seek context or wait for instructions?
People who respond with resourcefulness, ask thoughtful questions, seek missing info, and stay grounded tend to succeed in dynamic, fast-moving environments.
7. Who Do You Admire, And What Do They Do Differently From Others?
This question helps you understand what someone notices and values in other people.
Often, this reveals the type of person they aspire to become.
We usually admire qualities we want to develop. So their answer gives you a sense of:
→ What kind of person they respect.
→ What kind of behaviours stand out to them.
→ Where they might be trying to grow.
The second part, "What do they do differently?" helps clarify what matters to them and how they might present themselves.
Do they admire someone who:
→ Stays calm under pressure?
→ Asks intelligent questions?
→ Leads by listening and responding, not controlling?
Research published in Studies in Educational Evaluation also supports this: people's role models often shape how they think and their goals.
So, it offers valuable insight into their future potential.
8. What's One Thing You'd Love To Get Better At This Year?
This question reveals a great deal about someone's level of accountability for their growth.
You'll quickly see if they're:
→ Driving their own development.
→ Or waiting for someone else to push them forward.
A 2025 review on self-directed learning (published in Open Research Exeter) found that people who set their own learning goals are more likely to succeed in their careers.
Their answer might focus on the following:
→ Developing a technical skill
→ Communication or leadership
→ A personal habit or blind spot
It shows you:
→ Their Mindset: Do they believe they can improve, and are they doing something about it?
→ Their Direction: Are they thinking ahead or just coasting?
Plus, if you're a coach, mentor, or team lead, their answer provides a helpful starting point for future support or development.
9. When Was The Last Time You Changed Your Mind About Something Important?
This question is all about a growth mindset.
Being able to change your mind when faced with new information shows:
→ They have humility and self-awareness.
→ They're open to different perspectives.
→ That they don't get stuck in their way of thinking.
It takes maturity to say, "I was wrong, and that's fine," and to adjust course when something no longer makes sense.
What to pay attention to:
→ What triggered the change: Was it feedback? A lived experience? A new insight?
→ How did they respond: Did they get defensive or stay curious?
→ What did they do next: Did they act on the new insight or acknowledge it?
Research from The Journal of Positive Psychology (Mark R. Leary) calls this thinking Intellectual Humility, directly indicating someone's openness to change.
Rigid thinkers tend to struggle when things shift.
The people who thrive are the ones who can pivot.
It's easy to assess what someone has done.
Uncovering who they're becoming is harder (but arguably more valuable).
It's cliche, but the future belongs to those who prepare for it today. These nine questions help you go beyond surface-level skills and gain a genuine understanding of someone's mindset and potential.
Whether you're hiring, coaching, or building your team of superstars, keep these close to hand.
They'll help you spot the people who don't just fit where you are now but where you're going tomorrow.
What interview questions are in your hiring toolbox? Leave a comment below.
