Conducting a good interview is an art form. Within a relatively short period, you need to gather enough of the right type of information to determine whether a candidate is the best fit for a given position. And with so many interview preparation resources available online, it’s easy for candidates to come over-prepared with canned responses to those all-too-common interview questions.
Research has shown that carefully selecting interview questions and determining acceptable answers ahead of time greatly increases your chances of success. So what are the “right” questions to ask?
To get a better understanding of the candidate’s skills and experience as well as their conversational skills, problem-solving skills, and ability to think quickly, you’ll have to go beyond the expected and ask questions that will allow you to judge their suitability for the position.
Here are Seven Rules for crafting interview questions that result in great hires
1. Start with Job Analysis
Before crafting interview questions, thoroughly understand the job requirements and responsibilities. Conduct a job analysis to identify the key skills, competencies, and qualifications needed for the role.
2. Use Behavioral Interviewing
Behavioral interview questions are designed to elicit past examples of behavior that demonstrate a candidate’s abilities and suitability for the role. Ask questions that begin with phrases like “Tell me about a time when…” or “Give me an example of…” to encourage candidates to provide specific, real-world examples.
3. Focus on Core Competencies
Identify the core competencies required for the position, such as problem-solving, teamwork, leadership, or technical skills. Create questions that assess these competencies directly. For example, if teamwork is crucial, ask candidates to describe a challenging team project they worked on.
4. Ensure Consistency
Maintain consistency in your interview process. Use the same set of questions for all candidates applying for the same position. This helps in comparing candidates objectively.
5. Open-Ended Questions
Ask open-ended questions that require candidates to provide detailed responses. Avoid yes/no questions, as they don’t provide much insight. Encourage candidates to share their thought processes and experiences.
6. Probe for Depth
Don’t settle for surface-level answers. After candidates respond to your initial question, probe further to get a deeper understanding. Ask follow-up questions like “Can you provide more details?” or “What was the outcome of that situation?”
7. Assess Cultural Fit
Consider the organization’s culture and values when formulating questions. Ask about a candidate’s values, work preferences, and how they align with the company’s culture. For example, “Can you describe a work environment where you feel most productive and why?”
Remember that interviews are a two-way street. Encourage candidates to ask questions about the company, team, and role to ensure they are a good fit as well. By following these rules, you can create interview questions that yield valuable insights and help you make great hires.
