This is one of the most common team player interview questions because it speaks to a candidate’s mindset. Do they see themselves as a lone wolf or as someone who could easily work in a group setting? There is some gray area here. Anyone who speaks in absolutes (they only work alone or only in a group) might be too inflexible to adapt as needed when projects and circumstances change. Look for the following:

• Acknowledgment that different projects/scenarios call for different approaches
• Willingness to adapt as needed
• Comfort in both solo and group settings

A candidate’s definition of great teamwork paints a picture of how they’d react if put into a team setting. It also assesses an interviewee’s core values. Are they looking for teammates who communicate well and inspire trust? Or is a “good” teammate one who takes the blame for mistakes and covers for the poor work ethic of others? Listen for:

• A definition that aligns with company values
• Keywords that indicate an understanding of how teamwork affects this specific job
• Signs of a solid culture add

Some interview questions about team player traits look at how a candidate would be as both a leader and a follower. This question asks about leadership qualities, but the answer also spells out how the interviewee would be as a team member who had to work under and collaborate with such a leader. Someone who thinks a leader should make all the decisions, for instance, might not be confident enough to share their own ideas. Key concepts to listen for:

• Clear concept of what a leader is and isn’t
• Balanced view of leadership, both as a leader and as a team member
• Thoughtful answer that displays confidence, empathy, integrity and confidence

With this question, the goal is to gauge how a candidate views teamwork. Those who struggle to come up with a few key advantages might have an overall more negative view of team dynamics. Answers that indicate a willingness to let others pick up the slack could also be problematic, but positive answers are a good sign the applicant is a team player. Key in on the following concepts:

• Positive point of view regarding teamwork
• Understanding of what it takes to collaborate
• Open-minded about working in groups instead of individually

Teamwork is a powerful tool, whether a company is building an empire or just preparing for an important presentation. But when one person doesn’t pull their weight, the result can be a rising tide of discontent and resentment. Asking candidates about their approach to team management and conflict resolution ensures you end up hiring the person best poised to maintain morale and productivity at optimal levels. Listen for:

• Conflict management skills
• Empathy for personal and professional hangups
• Problem-solving ability to get to the root of and find solutions for individual challenges

Convincing teammates that an idea is the best of the bunch can be difficult — especially when everyone else on the team is looking to make their mark. Asking candidates how they win over their colleagues could indicate everything from how confident they are in their ideas to whether they have leadership abilities and the trust of their teammates. Things to look for:

• Active listening skills, both during the interview and evident in the storytelling
• Persuasiveness in the face of doubt
• Understanding of diplomacy and compromise

Well-rounded interviewers sometimes include interview questions for team players that are less about behavior and more about hands-on experience with tools that facilitate communication and boost productivity. A candidate who talks at length about the pros and cons of popular platforms is better prepared to hit the ground running, and faster onboarding often means quicker progress overall. Be on the listen for:

• Familiarity with tools common to the company's industry or project
• Knowledge of types of communication and collaboration needed to reach goals
• Adaptability if they’ll need to use proprietary tools or customized versions

Effective teamwork often starts at the point of hire. Making new hires feel comfortable and welcome imparts confidence for that person to be their best, benefiting the team and the company. Does the candidate view themselves as a mentor to people joining the team? Do people have to earn respect or are they given it automatically? What to listen for:

• Respect for all teammates, new and senior
• Effective communication and teaching skills
• Strong representation of company culture

This interview question looks at team players from a leadership perspective, digging into whether a candidate inspires their team to work harder and generates motivation rather than achieving results through intimidation. Asking for details about situations and scenarios where these ideas were put into use also looks at practical application and real-world experience. Key concepts to look out for:

• Understanding of team dynamics and what motivates employees
• Strong communication skills
• Proactive nature and desire to take initiative

Teamwork is all about collaboration — either everyone succeeds, or everyone falls short of the mark. But that all-for-one attitude can cause issues when it’s time to take credit for the win. When answering this interview question, team players should acknowledge everybody’s contribution. Taking full ownership of the triumph could be considered a red flag. Some key concepts to look out for:

• Knows the importance of a positive work environment
• Values the contributions of every team member
• Is a leader but not an authoritarian