Top 20 Engineering Interview Questions

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The engineering industry is as competitive as ever for top talent due to recent explosive growth. In fact, the United States Bureau of Labor Statistics predicts nearly 140,000 new engineering jobs to be available by 2026. This exponential growth and competitive market means preparing for key engineering interview questions is crucial, whether you are an industry veteran or a student seeking their first job. As part of Blue Signal’s white-glove service, we assist engineering candidates with preparing for their interviews. Our engineering recruiters provide insight into the hiring company, practice potential interview questions, and debrief with candidates after each interview. In order to best understand how to prepare for engineering interview questions, we must first examine the different types of interview questions and why hiring managers ask them.

Types of Engineering Interview Questions

Preparation is key to ensure candidates make a favorable impression on everyone they meet during the interview process. According to a survey from Glassdoor, 88% of hiring managers say that an informed candidate is what they are looking for when interviewing. Taking the initiative to learn and practice responses to potential engineering interview questions will set you apart from other candidates. Hiring managers leverage a myriad of interview questions to gain a comprehensive understanding of the candidate. Each type of interview question has its own purpose and will reveal something specific about the candidate. Ultimately, the interview questions seek to measure the candidate’s skill set and abilities as well as their cultural fit within the current team.

Image of two women seated in chairs at a table - one is leaning in and listening while the other speaks during an interview

Situational Interview Questions

Situational interview questions are based on specific scenarios that could conceivably await someone in the new role. They seek to focus on a given hypothetical situation and how the candidate would handle it. Situational engineering interview questions can be difficult, as a candidate is required to think on the spot. Likely, this is a skill the interviewer may be testing them on. Answering these questions well can prove that an engineering candidate is willing to take the lead, ask for help, stay calm under pressure, and/or make positive choices. Overall, they prove the candidate can overcome any situation they will be faced with in the job.

Competency-Based Interview Questions

Competency-based interview questions are used by interviewers to assess specific attributes, knowledge, and behaviors. For example, a hiring manager looking to understand more about a candidate’s behaviors may ask about different ways in which they used their analytical ability to solve a problem. Alternatively, if it is decision making that the interviewer is looking to assess, they may ask candidates to provide information about how they built strong professional rapport with colleagues to make informed decisions. While these interview questions may often seem to be situational, competency-based questions are far less likely to be hypothetical. This enables candidates to draw directly on real-life examples and be focused on specific competencies rather than a general approach.

Behavioral Interview Questions

Behavioral interview questions are asked to elicit information from candidates on how they would likely handle any range of real-world challenges based on previous, similar circumstances. Whereas situational engineering interview questions decipher how engineering candidates would approach certain scenarios, and competency-based questions prove they have the skills required for the role, behavioral questions determine if candidates possess the desired character traits the hiring manager is looking for. Such interview questions tend to be based on the principle that a candidate’s past behavior is the best predictor of their future behavior. These questions can touch on such aspects such as candidates’ ability to work as part of a team, client-facing skills, adaptability, time management skills, and more.

Top 20 Engineering Interview Questions

1. What is the most challenging engineering project you dealt with? How did you ensure it was a success?

2. Describe a written technical report or presentation you had to complete.

3. What steps do you take to keep your engineering skills current?

4. Why did you choose to study [engineering branch]?

5. Tell me about a time you failed (or succeeded) with [skill]. How did you react?

6. How do you deal with difficult coworkers/clients?

7. Which part of engineering is your favorite? What about your least favorite?

8. Which of your traits make you a stronger engineer? Do any of your traits hold you back?

9. What has been your biggest engineering success?

10. Can you tell me about your best manager and why you thought they were great?

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11. Describe a time you demonstrated leadership skills at work.

12. Describe a time you used problem-solving skills to figure out a design problem.

13. Describe a time you had to work on a team, and something didn’t go well. What would you do differently?

14. Tell me about a time you got negative feedback on your work. How did you respond?

15. Have you identified and implemented any process improvements that led to cost reductions?

16. What software applications are you familiar with?

17. What programming languages do you prefer? Why do those appeal to you?

18. How would your friends (family, coworkers, professors) describe you?

19. Why are you interested in this role? Why are you interested in working at this company?

20. Where would you like to be in your career five years from now?

Tips and Best Practices for Answering Engineering Interview Questions

It can feel daunting to prepare for a laundry list of potential engineering interview questions. To help ease the anxiety around interview preparation, Blue Signal partnered with our very own Bo Scott to provide insight on how to best prepare for these engineering interview questions. Bo is a Senior Executive Recruiter who specializes in IT, Emerging Technology, IoT, Cloud, Technology Sales, Unified Communications, Telecommunications, and Wireless roles. Based on his experience and expertise in the field, Bo recommends keeping two important points in mind when crafting responses to engineering interview questions. These pieces of advice will help candidates perform well in an engineering interview, and hopefully lead to landing the role.

The first tip is to remember that the interviewer is asking questions specifically about yourself, rather than your team. We all understand it takes a team effort to reach business goals, however, it is vital that you quantify, individualize, and specify your unique contributions to those achievements. Engineers rarely work alone, but they will bring their own strengths and weaknesses into their new team. Engineering candidates must focus on sharing what they have done to bring success to a business, team, or project.

Secondly, Bo emphasizes the importance of answering the engineering interview question that is being asked, rather than providing the answer a candidate believes the interviewer is looking for. This can be a difficult distinction to make. For example, an engineering interview question asking about what you have done is not a chance to share what you think they should do, or what you would do differently. One way to ensure you are concisely and accurately answering the question at hand is to draw examples from your experience to tell a story about your accomplishments – and, if applicable, how those experiences prepared for this potential new role.

While it is likely most of these engineering interview questions will be asked throughout the hiring process, it’s important to be prepared to answer any question thrown your way. Assume these interview questions will also be tailored toward the role’s industry, and area of expertise. Whether on your own or partnering with a recruiter, preparing for the engineering interview questions discussed gives you a critical advantage in the hiring process.

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Why Do Bad Interviews Happen to Good Candidates?

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In the recruiting and staffing space, we’ve all seen perfect-on-paper candidates deliver bad interviews. Despite having the ideal qualifications and experience, their interview performance ranged anywhere from lackluster to downright terrible. However, interviews are not the tell-all of how candidates will perform in the role. It’s important to not judge a book by its cover – good candidates can give bad interviews, and bad candidates can give good interviews. Taking into consideration that the average cost of a bad hire is up to 30% of the employee’s first year compensation, it’s important to hire the right people – not just the ones that interview well. As a hiring manager, it’s crucial to recognize the signs of good candidates having bad interviews, and vice versa. Consider the following factors to understand why bad interviews happen to good candidates.

Bad Interviews Can Happen Because They’re Nervous

Interview nerves are common, whether it’s from public speaking anxiety or even pure excitement about the opportunity. Regardless of preparation, interview anxiety can make a candidate appear less confident – they may stumble over their words, speak too fast, fidget with their hands/hair, or appear disorganized. These things can lead to cause for concern from an interviewer’s perspective and result in a bad interview overall.

What To Do as the Interviewer

Ease the candidate’s nerves in the very beginning by assuring the interview will be more of an open conversation than a test. The more relaxed a candidate feels, the more likely they will give honest and clear answers. You can alleviate tension in the beginning of the interview by asking open-ended questions that make the candidate feel more comfortable, such as asking about themselves, how they heard about the role, or their interests outside of work. Breaking the ice with these questions will ease the candidates’ nerves and encourage them to be their authentic selves. Lastly, don’t make a snap judgement. Allow the interview to run its course and give the candidate time to open up and relax. Judge the interview holistically, rather than passing judgement based on the first three minutes.

Questions To Ask Candidates To Ease Nerves:

  • How would you describe yourself?
  • How did you hear about our company?
  • What do you like to do outside of work?
Graphic displaying questions to ask candidates to ease nerves in bad interviews

Their Interview Skills are Rusty

A stable job history is an important factor to consider during the hiring process to weed out job-hoppers. Committed job candidates can go anywhere between 2-10 years between interviews, almost guaranteeing rusty interviewing skills. Passive candidates may also be out of practice because they aren’t actively looking for a new role. Interviewing skills are like learning a new language, it takes practice and consistent refinement. Thus, those who haven’t interviewed in a while may find themselves re-learning the ropes.

What To Do as the Interviewer

Look at their employment history and recognize the time that has passed between the last time they interviewed; this could be their first time interviewing – virtually or in-person – since the pandemic. To gauge their interviewing hiatus, you could ask how their job search is going so far, how their 5-year plan has changed since the last time they interviewed, or how the scope of their current role has changed since they were hired.

Remember that interview nerves are expected, and may be amplified if they haven’t interviewed in a while. Interview nerves and out-of-practice interview skills are a lethal combination for bad interviews, even if the candidate is highly qualified for the role. On the same note, be wary of overly confident candidates – memorized responses that include fluff and exaggerated buzzwords may be an indicator of a serial interviewer. Be sure to dive deep into candidates’ answers and ask about specific accomplishments or tasks in their previous roles.

Questions To Ask Candidates To Gauge Their Interview Hiatus:

  • How long have you been at your current company?
  • What experiences have helped you prepare for this role?
  • How have your goals changed since the last time you were job searching?
Graphic displaying text that reads questions to ask candidates to guage their interview hiatus during bad interviews

Their Job Skillset Doesn’t Translate to Interviewing

The skillset required for interviewing can sometimes be very different than the skillset needed for the job. A standard interview process judges a candidate’s ability to sell themselves for the role, which requires excellent communication and people-facing skills. This could easily be exemplified for someone in management or sales roles. However, depending on the candidate’s field, this may not be their expertise. Those who are in engineering or IT roles may possess the technical skills for the role, but could have a hard time translating it during an interview since they may not interface with people regularly.

What To Do as the Interviewer

It’s important to recognize the difference between an interviewing skillset and the skillset required for the role. Take into consideration the candidate’s field and how communication skills are involved. Focus on the job requirement and tailor questions to highlight the candidate’s skills and experience in that area. For example, pose questions about the candidate’s background, relevant certifications or degrees, how they’ve utilized their skillet in previous roles, or specific projects they’ve worked on. Let the candidate sell themselves through explanation of skills, rather than their delivery of answers.

Questions To Ask Candidates To Understand Their Skillset:

  • What educational training have you had that has helped your career?
  • How have you used (X skill) in previous roles?
  • Do you prefer working independently or within a team?
Graphic displaying an interview with text overlaying reading questions to ask candidates to understand their skillset

They’re Being Asked the Wrong Questions

As the interviewer, you’re responsible for determining if the candidate is the right fit for the role by asking questions that speak to both their technical skills and personality. If the candidate isn’t engaged in the interview or is answering unclearly (and it can’t be attributed to the things mentioned above), it might be worth looking introspectively. Are the questions you’re asking the cause of these bad interviews?

What You Can Do as the Interviewer

If applicable, set up a pre-interview call with the candidate’s recruiter. This will allow you to gather details about the candidate you can specifically ask about during your interview. Next, review your interview questions. Do they specifically target the skills needed for the role? Are they relevant to this candidate’s experience? How do they assess the candidate’s cultural fit? Are they open-ended, allowing for a natural flow of conversation?

That being said, it’s always better to ditch the script once the interview is off and running. Allow the conversation to naturally spark new questions that’ll give you a deeper understanding of the candidate’s experience and skills. This will also give the candidate a better opportunity to showcase their achievements, work ethic, and personality the way they want to.

Questions To Ask Candidates To Encourage Thoughtful Responses

  • Instead of “Where do you see yourself in 5 years?” ask “What career goals are you hoping this job will fulfill for you?”
  • Instead of “What is a difficult situation you’ve overcome?” ask “What strategies do you use to diffuse difficult situations?”
  • Instead of “What is your greatest strength?” ask “Which attribute best qualifies you for this role and why?”
Graphic showing two forms of questions, with a background image of people shaking hands

Red Flags in Bad Interviews

If you notice any of the red flags below during an interview, it may be a sign that your candidate is a wolf in sheep’s clothing. Be wary of these signs and utilize them to determine if a candidate gave a bad interview from the reasons mentioned above, or if they truly aren’t the right fit.

Vague examples: If the candidate uses examples without quantifiable achievements, they may be all talk and no action.

Highlighting the negative: Highlighting the negative in previous roles or employers could be a warning sign that they are likely going to continue that behavior at your company.

Lack of goals: Having a lack of goals signifies a lack of motivation. If a candidate doesn’t have career or personal aspirations, they’re less likely to contribute to your company’s goals.

Defensive response and body language: Candidates that have defensive responses and body language during interviews are likely to have a problem with authority and criticism. Make sure that their work ethic will mesh well with your management style.

Self-centric answers: This is particularly important for candidates that will be working on teams. If a candidate only focuses on self-accomplishments and successes, their ego may become a problem. Recognize the difference between confidence and arrogance.

What You Can Do as a Hiring Manager to Mitigate Bad Interviews

The hiring process can reveal a lot about future employees, but it’s important to consider that great candidates can be shadowed by bad interviews. As a hiring authority, it’s vital to take into consideration the potential factors driving bad interviews – nerves, out-of-practice interview skills, non-transferable skillets, or monotonous interview questions. If you feel like the candidate could still be a fit after the first interview, set up another time to meet with them. As the hiring process progresses with a well-suited candidate, the factors listed above should vanish. However, if the bad interviews can’t be attributed to those factors, you need to be wary of the interview red flags that may indicate an avid job hopper. Set your potential candidates up for success by acknowledging these components and tailoring your interview process for optimal results.

If you need guidance on the interview process or additional resources for effective interviewing, reach out to Blue Signal. As your partner in the hiring process, our recruiting team is positioned to support both hiring managers and candidates through the process. With our help, quality candidates are guaranteed to shine through, without the headache of enduring bad interviews.