Every job requires teamwork skills, but figuring to how well someone works with others is nearly impossible by reading a resume, cover letter or LinkedIn profile. An interviewer needs to be able to find out each candidate’s ability to function within a team.

Ideally, a candidate has experience both working on a successful team and leading one. The best questions ask a candidate about their track record, how they handled interpersonal conflict and adversity in a team setting.

Here are a 3 example questions to probe for teamwork skills:

“What was the biggest team project you were ever a part of, and how did it turn out?”

After asking this initial question, follow up by finding out how the team was organized, what the goals were and if those goals were achieved. Ideally, you should be able to determine if the candidate worked in a team environment similar to the one they would be working in at your company. Also, determine the pace in which the candidate’s team was required to work at, and stress level they were under.

This question is geared to find out facts about a person’s track record that cannot be conveyed through a resume or cover letter, and responses will allow you to more accurately predict how each candidate would function at your company.

“Tell me about a time you strongly disagreed with your team, but still had to follow directions or guidelines.”

This question is designed to determine a candidate’s ability to work with others, and possibly lead teams of their own. Listen for a response that shows a candidate is goal-oriented and willing to put their own ego aside for the greater good. A good response also includes how a candidate made their difference of opinion known and if a compromise was reached. If a candidate starts alluding to a loss of enthusiasm for the project or ‘going their own way,’ it may be a warning sign that they do not work well with others.

“Have you ever led a team, and how did that go?”

Even if interviews are being conducted to fill a non-leadership role, asking about a candidate’s track record as a leader or involvement with various projects can still provide valuable information about their character and work habits. An ideal answer to this question includes a list of responsibilities and at least one significant accomplishment.

A good leader also knows how to resolve differences of opinion between team members. The ideal candidate should be able to lay out their conflict resolution process that ends in an objective compromise.

Finally, a good leader should know how to handle employees who break the rules. A good candidate should be able to describe how they took sensible and measured disciplinary actions against rule breakers.

At Cornerstone, we know that a good team is built from good employees, and our job is to provide your company with their optimum mix of personnel. Feel free to contact us regarding any of your staffing needs.