How to Ask Great Interview Questions
Asking the right questions during an interview is crucial for both the interviewer and the interviewee. It not only helps the interviewer assess the candidate’s qualifications and fit for the role but also provides the candidate with valuable insights into the company culture and job expectations. However, crafting effective interview questions can be challenging. In this article, we will discuss how to ask great interview questions that yield meaningful insights and contribute to a successful hiring process.
1. Start with Open-Ended Questions
Open-ended questions are those that cannot be answered with a simple “yes” or “no.” These types of questions encourage candidates to share their thoughts, experiences, and perspectives, providing a more comprehensive understanding of their skills and qualifications. For example, instead of asking, “Do you have experience in project management?” consider asking, “Can you describe a challenging project you managed and how you overcame the obstacles?”
2. Focus on Behavioral Questions
Behavioral questions are designed to assess how a candidate has handled situations in the past. These questions can reveal valuable information about a candidate’s problem-solving skills, teamwork abilities, and work ethic. To ask a behavioral question effectively, use the “STAR” method (Situation, Task, Action, Result). For instance, instead of asking, “What are your strengths?” ask, “Can you tell me about a time when you demonstrated a significant strength of yours?”
3. Be Specific and Relevant
When crafting interview questions, it’s essential to be specific and relevant to the job you are hiring for. Tailor your questions to the candidate’s background, industry, and the specific skills required for the role. This will help you gain insights into how well the candidate’s experience aligns with the job requirements. For example, if you’re hiring for a marketing position, you might ask, “How have you used data analytics to inform marketing strategies in your previous roles?”
4. Encourage Candidate Engagement
Engaging candidates by asking thoughtful questions can make them feel more comfortable and confident during the interview. This can lead to more meaningful conversations and a better understanding of both the candidate and the company. To encourage candidate engagement, ask questions that allow them to share their passions, interests, and career goals. For instance, “What excites you about the possibility of working at our company?”
5. Avoid Leading Questions
Leading questions are those that suggest a particular answer or perspective. These types of questions can bias the candidate’s responses and may not provide an accurate representation of their abilities or experiences. To avoid leading questions, be mindful of your word choice and avoid phrasing that implies a desired outcome. For example, instead of asking, “Don’t you think our company culture is great?” ask, “What are your thoughts on our company culture?”
6. Allow for Follow-Up Questions
Encourage candidates to ask questions during the interview. This not only demonstrates their interest in the role but also provides you with an opportunity to assess their thought process and decision-making skills. Follow-up questions can also help clarify any misunderstandings or concerns the candidate may have. Be prepared to answer these questions honestly and thoughtfully.
In conclusion, asking great interview questions is a skill that can be developed and refined over time. By following these guidelines, you can create a more effective and insightful interview process that benefits both you and the candidates. Remember, the goal is to find the best fit for your team and ensure a successful hiring outcome.
