Data Analyst interview questions for employers, with scorecard
US context, federal rules as of 30 Oct 2026.
Use these 12 data analyst interview questions for employers to interview a data analyst the same way every time. Ask all candidates the same questions, score each answer from 1 to 4 against the notes below, and decide on the total, not on first impressions. Pick 8 to 10 questions per interview.
At a glance
- Match the questions to your data analyst job description: one question per must-have.
- Score each criterion right after the interview, before you talk to other interviewers.
- Follow up with "What did you personally do?" to separate individual work from the team's.
Questions
| # | Question | A good answer shows | Red flags |
|---|---|---|---|
| 1 | A table has duplicate customer rows. How do you find and handle them? | Defines a key, counts duplicates, decides which row wins, documents it | Deletes rows without checking |
| 2 | Explain the difference between an inner join and a left join with an example. | Correct, with a case where it changes the result | Mixes them up |
| 3 | How would you find the top 10 customers by revenue last quarter? | Specifies the date range, grouping, ties and refunds | Ignores returns and definitions |
| 4 | Sales dropped 15 percent last week. How do you investigate? | Checks data first, then breaks down by segment, time and channel | Offers one cause with no check |
| 5 | How do you decide if a difference between two groups is meaningful? | Mentions sample size, variance, practical effect | "It is higher so it is better" |
| 6 | Describe an analysis that changed a decision. | Question, method, result, action taken | Report with no outcome |
| 7 | You find that two dashboards show different totals. What now? | Compares definitions and filters, traces to source, aligns owners | Picks one without checking |
| 8 | How do you check a dataset before analysis? | Missing values, ranges, duplicates, joins, reconciles totals | Starts charting at once |
| 9 | Tell me about a metric you helped define. | Clear definition, edge cases, owner | Vague wording |
| 10 | How would you present a finding to a non-technical manager? | Leads with answer, one or two visuals, caveats stated | Technical detail first |
| 11 | Tell me about a time your analysis was wrong. | Owns the error, corrects it, adds a check | Hides or minimises |
| 12 | Which tool would you use to automate a weekly report, and why? | Matches tool to team skills and reliability | Tool chosen for fashion |
Scorecard (1 to 4)
| Score | Meaning |
|---|---|
| 1 | Weak: no relevant example, or a red flag |
| 2 | Partial: general or hypothetical answer, little evidence |
| 3 | Good: a real, specific example that meets the standard |
| 4 | Strong: specific, repeated evidence and clear reasoning |
| Criterion | Questions | What a 4 looks like | Score |
|---|---|---|---|
| SQL and data handling | 1, 2, 3 | Describes joins, aggregation and checks correctly | |
| Analytical thinking | 4, 5, 6 | Starts from the question, checks assumptions | |
| Data quality | 7, 8 | Finds and reports problems before they reach decisions | |
| Communication | 9, 10, 11 | Turns findings into a clear recommendation | |
| Ownership | 12 | Follows through on impact of the analysis | |
| Total | / 20 |
Suggested rule: shortlist candidates whose average is 3 or higher with no criterion at 1. Change the rule before the first interview, not after.
Run it as a video interview on LiveRec
Open the candidate and choose Schedule interview, then choose Video and pick LiveRec video, which needs no link. After the call, open the interview and choose Submit feedback to give star ratings for Technical skills, Communication skills and Culture fit, a Decision and your comments; paste your scorecard result into the comments. Recorded LiveRec video interviews are deleted 90 days after the interview as standard, so tell candidates before you record. See Schedule an interview, private notes and feedback and recordings.
Fair interviewing
Ask only job-related questions, the same ones of every candidate. Keep questions about age, family plans, religion, disability or national origin out of the interview. See illegal interview questions.
Next step
Copy the scorecard into your interview scorecard template, then schedule the first interviews. For the method, read the structured interview guide.
Sources
- US OPM, Structured Interviews: https://www.opm.gov/policy-data-oversight/assessment-and-selection/structured-interviews/
- EEOC, Prohibited Employment Policies/Practices: https://www.eeoc.gov/prohibited-employment-policies-practices
- Uniform Guidelines on Employee Selection Procedures, 29 CFR Part 1607: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1607
This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.