Team player interview questions and

answers
Use these sample team player interview questions to
identify potential hires who demonstrate a team spirit and
collaborate well with coworkers and managers.

10 good team player interview questions

1) Describe a group project you worked on. What was

your role and what did you achieve?
2) Describe a time you had to gather input from
employees outside your team. How did you approach
them, and how did you ensure you’d get information
on time?
3) Tell me about a time you had to work with a
colleague you didn’t get along with.
4) Has your team ever failed to reach a goal? If so, what
went wrong, and what did you learn from that
experience?
5) What would you do if your team didn’t want to
implement your idea?
6) What’s your preferred way of working on a group
project: each member works on an assigned task
independently, or the entire team meets and works
together? Why?
7) How would you onboard a new team member?
8) What’s the best way to give credit to an employee for
their good work?
9) What work habits promote team spirit? (e.g., regular
meetings, cross-departmental projects, team-bonding
activities)
10) How would you approach a disengaged
employee who tanks the team’s productivity?

1. Describe a group project you worked on. What was your

role and what did you achieve?
This question helps evaluate a candidate’s past
experience in collaborating with others and their ability to
contribute effectively to a team project.

Sample answer:

“In my previous role, I participated in a cross-functional

team project to launch a new product. My role involved
conducting market research, analyzing customer
feedback, and coordinating with the product development
team. Through effective collaboration and utilizing each
team member’s expertise, we successfully launched the
product, exceeding sales targets by 20% in the first
quarter.”

2. Describe a time you had to gather input from employees

outside your team. How did you approach them, and how
did you ensure you’d get information on time?

This question assesses a candidate’s ability to engage

with colleagues from different teams, seek their input, and
effectively manage communication to accomplish project
goals.

Sample answer:

“In a recent project, I needed input from the engineering

team to develop a new feature. I approached them by
scheduling a meeting to discuss the project’s objectives
and the information I needed. To ensure timely responses,
I provided a clear timeline and emphasized the importance
of their input. By maintaining open communication
channels and following up on deadlines, I received the
necessary information on time, enabling the successful
completion of the project.”

3. Tell me about a time you had to work with a colleague

you didn’t get along with.

This question explores a candidate’s ability to handle

challenging interpersonal dynamics and find effective
ways to collaborate despite differences.

Sample answer:

“In a previous role, I had to work closely with a colleague

with whom I initially had conflicting personalities. To
overcome this challenge, I made an effort to understand
their perspective and find common ground. We scheduled
regular check-ins to discuss project updates, shared our
ideas openly, and actively sought areas where our skills
complemented each other. Over time, our working
relationship improved, and we were able to deliver
successful outcomes together.”

4. Has your team ever failed to reach a goal? If so, what

went wrong, and what did you learn from that experience?

This question assesses a candidate’s ability to reflect on

past failures, identify areas for improvement, and
demonstrate a growth mindset.

Sample answer:

“Yes, in a previous project, our team faced challenges that

resulted in not meeting our goal within the given
timeframe. Upon reflection, we identified poor
communication as a key factor. We realized that we
needed to establish clearer lines of communication, set
realistic expectations, and improve our coordination. This
experience taught me the importance of proactive
communication, regular progress assessments, and swift
problem-solving to avoid similar setbacks in the future.”

5. What would you do if your team didn’t want to

implement your idea?

This question evaluates a candidate’s flexibility,

adaptability, and ability to navigate disagreements while
maintaining a collaborative approach.

Sample answer:

“If my team didn’t want to implement my idea, I would first

seek to understand their concerns and perspectives. I
believe in open dialogue and active listening to identify
potential obstacles and find common ground. I would
present a compelling case for my idea, considering their
feedback and incorporating any necessary adjustments.
Ultimately, if the team consensus leaned against my idea,
I would respect their decision and focus on finding
alternative solutions that align with our collective goals.”

6. What’s your preferred way of working on a group

project: each member works on an assigned task
independently, or the entire team meets and works
together? Why?

This question examines a candidate’s preference for

collaboration styles and their ability to adapt to different
team dynamics.

Sample answer:

“I believe that a combination of both approaches is

valuable, depending on the project’s requirements. In the
initial stages, it’s beneficial for each team member to
work independently on their assigned tasks to leverage
their expertise and generate diverse ideas. However, as
the project progresses, collaborative team meetings are
essential to share progress, brainstorm collectively, and
ensure alignment. This approach maximizes individual
contributions while fostering a cohesive team
environment.”

7. How would you onboard a new team member?

This question assesses a candidate’s ability to integrate

new members into a team, promote effective
communication, and facilitate a smooth transition.

Sample answer:

“When onboarding a new team member, I would start by

providing a warm welcome, introducing them to each
team member, and providing an overview of our projects
and processes. I would ensure they have access to
relevant documentation, schedule one-on-one meetings
with team members to establish connections, and pair
them with a mentor to facilitate their learning and
integration. Regular check-ins and open communication
channels would be maintained to address any questions or
concerns they may have.”

8. What’s the best way to give credit to an employee for

their good work?

This question explores a candidate’s ability to recognize

and appreciate team members’ contributions, fostering a
positive work environment.

Sample answer:

“I believe in openly acknowledging and celebrating team

members’ achievements. When a colleague performs
exceptionally well, I would publicly recognize their efforts
during team meetings, share their accomplishments with
higher management, and express gratitude for their
contributions. Additionally, I encourage team members to
appreciate each other’s work through peer recognition
programs or informal expressions of gratitude. Creating a
culture of recognition and appreciation strengthens
teamwork and motivates individuals to strive for
excellence.”

9. What work habits promote team spirit? (e.g., regular

meetings, cross-departmental projects, team-bonding
activities)

This question assesses a candidate’s understanding of

work habits that foster a positive team environment and
their ability to contribute to building team spirit.

Sample answer:

“Several work habits promote team spirit, such as

conducting regular team meetings to share updates, align
goals, and encourage open communication. Cross-
departmental projects provide opportunities for
collaboration and knowledge sharing, fostering a sense of
unity across the organization. Team-bonding activities,
whether virtual or in-person, can strengthen relationships
and create a positive work atmosphere. Additionally,
establishing clear channels for feedback and empowering
team members to contribute their ideas can enhance team
spirit and engagement.”

10. How would you approach a disengaged employee who

tanks the team’s productivity?

This question evaluates a candidate’s ability to address

and resolve conflicts within a team, promoting
productivity and cohesion.

Sample answer:

“When dealing with a disengaged team member, I would

approach them with empathy and seek to understand the
underlying reasons for their disengagement. I would
schedule a one-on-one conversation to listen to their
concerns and provide support. By addressing their needs,
discussing any challenges they might be facing, and
exploring potential solutions together, I aim to re-engage
them and help them rediscover their motivation.
Additionally, I would encourage open and honest
communication within the team, fostering a culture of
feedback and continuous improvement.”

Why assess teamwork in interviews

Teamwork skills are key in all positions. Some employees

might work on their own occasionally (e.g. a developer
who debugs a program), but the results of their work
impact their entire team.

Good team players:

 Resolve issues before they escalate

 Nurture healthy work environments
 Understand each person’s unique strengths
 Accept feedback and try to improve their work

Depending on the company and the position, teamwork

might mean something different. Teamwork is when:

 Senior-level candidates are able to handle conflicts

and motivate their team members.
 Entry-level candidates work with experienced
coworkers to learn their roles.
 Remote team members prioritize good verbal and
written communication to work with their teams.
 HR professionals organize company activities to build
team spirit.

How to identify team players in interviews

 1) Candidates’ past experiences will give you a good
idea of how they behave on a team. What’s their role
in group projects? How do they share information and
express their ideas? How do they react during
conflicts?
2) Look for people who own their accomplishments and
also acknowledge their coworkers’ contributions. Ask
candidates to describe what they achieved through
teamwork.
3) Employees with solid communication skills are more
efficient in team environments. They’re likely to avoid
sending multiple back-and-forth emails to explain or
arrange something.
4) Entry-level candidates might struggle with providing
examples of teamwork skills in a professional setting.
College work, internships or extracurricular activities
can also show you how candidates behave on a team.
5) It’s a good sign if potential hires want to learn more
about their future team. Questions about the
structure of the department show that candidates
want to picture themselves as part of the team.

Red flags

 Using “I” a lot. Do your candidates start every

sentence with “I,” even when they’re describing a
team project? This might be a sign that they prefer
working independently, instead of a group setting.
 Generic answers. Most candidates will claim they’re
good team players. But, if they can’t support their
argument with real examples, they might be simply
trying to say the right thing, without being honest.
 Arrogant attitude. Bossy behavior is a red flag for
 teamwork. “Know-it-all” employees don’t value other
people’s opinions and ideas and usually don’t take
criticism well.
 Putting the blame on others. Candidates who bad-
mouth prior employers and coworkers are less likely
to form healthy work relationships. Good
collaboration is based on compromise and mutual
respect.
 Trust issues. People who want to double-check
everyone’s work tank the team’s productivity, as they
slow down all processes. Senior managers, in
particular, who don’t trust their team members and
don’t let them take any initiative risk damaging the
team’s synergy.