Hiring great engineers isn’t just about ticking boxes on a resume. In industries like manufacturing, where practical know-how, problem-solving, and collaboration are critical, hands-on skills often make the difference between a good hire and a great one.
In this post, we’ll share five powerful interview questions for engineers that help hiring managers identify candidates who truly have the hands-on experience to thrive in a technical environment. These questions go beyond standard resume screening and help uncover real-world capabilities, communication skills, and cultural fit.
Why you should choose the right questions to discover hands-on experience
In the manufacturing sector, engineers are often expected to bridge the gap between design and execution. Whether they’re troubleshooting machinery on the shop floor, working cross-functionally with production teams, or improving a production process, practical, real-world problem-solving is essential.
Traditional interviews tend to focus too much on theoretical knowledge or past job titles. But hands-on engineering talent shows up in how candidates talk about problem-solving, teamwork, and initiative.
Asking the right questions during the interview can surface those qualities.
Our top 5 recommended interview questions for engineers are:
- Tell me about a time you had to troubleshoot a production issue with limited resources. What steps did you take?
- Can you walk me through a project where you implemented a process improvement? What was the impact?
- How do you usually collaborate with cross-functional teams such as production, quality, or maintenance?
- Describe a hands-on task you regularly performed in your previous role. How did it tie into the overall success of the team?
Let’s look at these questions in more detail.
1. Tell me about a time you had to troubleshoot a production issue with limited resources. What steps did you take?
💡 What it reveals:
Critical thinking
Resourcefulness
Understanding of processes and systems
Why it matters: This question forces candidates to describe how they respond under pressure when there isn’t a clear roadmap. It helps you identify engineers who can think on their feet and adapt to changing environments—a must in fast-paced manufacturing.
Follow-up prompts:
Who did you involve in solving the issue?
What would you do differently today?
2. Can you walk me through a project where you implemented a process improvement? What was the impact?
💡 What it reveals:
Initiative
Analytical mindset
Ability to measure outcomes
Why it matters: Process improvement is key in engineering roles. Candidates who have identified inefficiencies and made measurable improvements are likely to bring value quickly.
Look for:
Clear understanding of the “before and after”
Use of data to justify changes
Stakeholder involvement
3. How do you usually collaborate with cross-functional teams such as production, quality, or maintenance?
What it reveals:
Communication skills
Ability to work in a team environment
Emotional intelligence
Why it matters: Engineers don’t work in silos. The ability to explain technical concepts to non-engineers and collaborate with different departments is often what separates top performers from average ones.
Red flags:
Vague or overly theoretical answers
Blaming others or showing poor team dynamics
4. Describe a hands-on task you regularly performed in your previous role. How did it tie into the overall success of the team?
💡 What it reveals:
Practical, day-to-day activities
Understanding of role impact
Willingness to be involved at all levels
Why it matters: You want engineers who are comfortable getting their hands dirty and understand how their work fits into the bigger picture. This question uncovers humility, work ethic, and alignment with team goals.
Pro tip: Compare their answer with the job ad you wrote. Does their experience reflect what your company truly needs?
5. What tools, machines, or software are you most confident working with, and how have you used them in real projects?
💡 What it reveals:
Technical proficiency
Confidence with specific tools and environments
Level of self-sufficiency
Why it matters: Specifics matter here. If a candidate says they’re familiar with CAD software or CNC machines, they should be able to give concrete examples of how they used them to solve a problem or complete a project.
Follow-up ideas:
Ask about learning curves or mistakes made
Ask them to explain something visually (whiteboard or paper)
How to Structure the Interview Questions for Engineers
To get the most out of these questions, it’s essential to use a structured and consistent evaluation method. Here are three best practices to guide your interview process:
Use a scorecard to rate answers on a 1–5 scale across key dimensions such as problem-solving ability, teamwork, and technical expertise. This creates a fair and comparable assessment across candidates.
Dig deeper with follow-up questions whenever a candidate gives a vague or generic answer. The goal is to uncover real-world thinking and experience.
Encourage storytelling rather than yes/no answers. Behavioral questions give candidates room to explain how they think, act, and learn—critical for identifying hands-on talent.
Watch this short video from our Co-Founder and Recruiting Lead, Luca Planert, where he shares how he creates a trusted environment in interviews that helps candidates open up and showcase their true hands-on experience.
Final Thoughts: Job interviews with engineers
In a market where great engineering talent is hard to find, smart interviewing is your edge. Resumes and certificates matter, but they don’t tell you how a candidate will perform on your shop floor, with your team, under real-world constraints.
These five interview questions help you uncover hands-on abilities that directly impact your team’s success. Whether you’re hiring in the U.S., Germany, or globally, these tips will help you avoid costly hiring mistakes and build a team that gets the job done.
