MyClawn Screen › Interview questions
Interview questions to ask candidates, built from their resume
Generic question lists are everywhere. The better questions come from the person in front of you: what their resume claims, what it leaves out and what the job needs.
Probe claims with a specific
Pick a claim and ask for the detail. Resume says "scheduled 6 crews": Walk me through a normal Monday: how did you decide who went where when someone called in sick? Vague answers about a specific claim are informative; detailed ones usually mean they did it.
Ask about what is not shown
If a must-have is not on the resume, ask directly rather than assuming. Your resume does not mention QuickBooks. Have you used it, and for what? This is the single most useful kind of question for a screened-out-by-paper candidate.
Drop the job description and resumes here. Starter $49/mo · Pro $149/mo. Refund within 14 days if it misses.
Upload your filesAsk about gaps neutrally
A gap is a question, not a flaw. I see there is some time between your last two roles. Can you tell me about that period? Do not guess reasons and do not ask about family, health or age.
Check legally sensitive items in the interview
For things such as a driver's license or being able to work early starts, the resume may not say. Mark them "confirm in interview" and ask each candidate the same question.
What a screening gives you
For your top ten, MyClawn Screen writes five questions per finalist, based on what is on their resume and what was not shown or was flagged. They sit in the Interview questions sheet of the Excel file next to the evidence. You can edit or ignore them. See how it works or start a screening.
A short example
| On the resume | Question |
|---|---|
| "Managed scheduling for 6 field crews" | How did you handle a same-day cancellation across crews? |
| No mention of a required tool | Have you used it? For what, and how recently? |
| Three jobs under a year each | Tell me about what led you to move on from each role. |
| 14-month gap | What were you doing between these two roles? |
| Claims "customer service experience" | Describe a difficult customer and what you did. |
What to avoid
- Questions about age, family plans, health, religion, nationality or origin. They are not job requirements and can create legal risk.
- Trick questions. They test nerves, not skill.
- Different questions for different candidates on the same requirement. Ask the same core question of everyone so answers can be compared.
Take notes per answer against the same requirement list you used for screening. Afterwards the decision is easier to explain: who met which must-have, shown by what.
Where to start
Take the top ten from your shortlist and write the questions above for each. For a big pile, a screening does the first pass and drafts five questions per finalist for you to edit. Details are on how it works; price is on pricing.
General questions that work for most roles
Common lists from hiring sites group questions by type: behavioral ("tell me about a time when..."), situational ("what would you do if..."), motivation ("what drew you to this role?"), teamwork and self-awareness. They are a good base because the same question to every candidate makes answers comparable. Use two or three general ones, then spend most of the time on role-specific questions from the resume.
| Type | Example | What it tells you |
|---|---|---|
| Behavioral | Tell me about a time a schedule fell apart. What did you do? | How they act under pressure, with a real example |
| Situational | If two crews call in sick on a Monday, what is your first move? | How they reason about the actual job |
| Motivation | What made you apply for this role? | Interest and expectations |
| Teamwork | How do you handle a disagreement with a coworker? | Communication style |
From the resume: claims, gaps, missing must-haves
Probe a claim with a specific. "Scheduled 6 crews": Walk me through a normal Monday. How did you decide who went where when someone called in sick? Detailed answers usually mean they did it.
Ask directly about what is not shown. Your resume does not mention QuickBooks. Have you used it, and for what? Treat a gap as a question, not a flaw: I see some time between your last two roles. Can you tell me about that period? Do not ask about age, family, health, religion or origin.
| On the resume | Question |
|---|---|
| Three jobs under a year each | What led you to move on from each role? |
| No mention of a required tool | Have you used it? What for, and how recently? |
| Claims customer service experience | Describe a difficult customer and what you did. |
What a screening adds
For your top ten, MyClawn Screen writes five questions per finalist based on what is on their resume and what was not shown or was flagged. They sit in the Interview questions sheet next to the evidence. Edit or ignore them. Ask the same core questions of everyone, and write your notes against the same requirement list. Details: how it works or start a screening.
Questions
How many questions per candidate?
Five per finalist in our output.
Drop the job description and resumes here. Starter $49/mo · Pro $149/mo. Refund within 14 days if it misses.
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Sources (checked 2026-11-09): business.linkedin.com/hire/resources/interviewing-talent/interview-que · www.indeed.com/hire/c/info/best-interview-questions-to-ask-candidates