Interview questioning

Interview questioning is a skill that involves crafting and asking questions that elicit valuable information from candidates during a job interview. It's not just about what you ask, but how you ask it—your goal is to understand the candidate's experience, skills, and fit for the role and company culture. Effective interview questioning can reveal insights beyond rehearsed responses, allowing you to gauge critical thinking, problem-solving abilities, and behavioral traits.

The significance of mastering interview questioning cannot be overstated—it's the linchpin of a successful hiring process. In today's competitive job market, where talent is as precious as gold dust, knowing how to dig deep with your questions can help you uncover the real gems. It matters because the cost of a bad hire isn't just financial; it can ripple through your team's morale and productivity. So, sharpening your interview questioning skills isn't just about filling a position; it's about building the dream team that will drive your company forward.

Open-Ended Questions: The Gateway to Richer Insights

When you're sitting across from a candidate, your goal is to uncover the full spectrum of their experience and personality. Open-ended questions are your best friend here. They start with 'how,' 'what,' 'where,' 'when,' 'who,' or 'why' and invite the interviewee to share more than just a yes or no. Think of them as a key that unlocks a treasure trove of information. For example, "What challenges did you face in your last role, and how did you overcome them?" This not only reveals problem-solving skills but also gives insight into their resilience and creativity.

Behavioral Questions: The Time Machine

Behavioral questions are like hopping into a time machine; they transport the candidate back to past experiences so you can see patterns in their behavior. These questions often begin with "Tell me about a time when..." and they're gold for predicting future performance based on past actions. If you ask, "Can you describe a situation where you had to work under pressure?" you're not just learning about one stressful Thursday they survived; you're gauging their overall composure in the hot seat.

Situational Questions: The Crystal Ball

Situational questions are your crystal ball into how someone might tackle future scenarios. They present hypothetical situations and ask the candidate to explain how they would handle them. It's like giving someone a scene from a play and asking, "What's your move?" When you pose a question like, "How would you deal with a tight deadline and limited resources?" it's not just about strategy; it's about seeing their resourcefulness and prioritization skills come to life.

Technical Questions: The Skill Check

For roles that require specific technical skills or knowledge, technical questions are non-negotiable. They're like pop quizzes that can range from theoretical knowledge checks to practical problem-solving exercises. A question such as "Can you walk me through the process of troubleshooting a network issue?" serves two purposes: verifying that they know their stuff and understanding how methodically they approach problems.

Culture Fit Questions: The Vibe Check

Lastly, culture fit questions are all about the vibe check – ensuring someone will jive well with your team's ethos. These queries dig into values, work style preferences, and motivations. Asking something like "What's your ideal work environment?" helps paint a picture of whether they'll thrive or dive in your company culture.

Remember, interviewing is an art form where every question should serve as a brushstroke that contributes to the larger portrait of who this person is both professionally and personally. Keep it conversational, stay curious, and let those questions lead both of you down the path of discovery – it’s not just an interview; it’s an adventure in human understanding!

Imagine you're a detective in one of those classic whodunit mysteries. Your job is to figure out who the culprit is by piecing together clues and information. Each suspect has a story, and it's your task to unravel the truth from the fiction. Now, think of interview questioning in much the same way.

You're not just asking questions for the sake of filling silence; you're like that detective, seeking to uncover the candidate's true potential and fit for your team. Each question is like a flashlight beam in a dark room, revealing details that were previously hidden.

Let's say you ask, "Tell me about a time when you faced a significant challenge at work." This isn't just small talk; it's like examining fingerprints on a wine glass at the crime scene. You're looking for patterns – does this person rise to challenges? Do they crumble under pressure? Are they innovative problem-solvers or do they stick to the script?

The way candidates answer gives you more than just facts; it provides insight into their character, much like how our detective might catch a flicker of guilt or cunning in a suspect's eye. And when you probe further with follow-up questions, "How did you approach that challenge?" or "What was the outcome?", you're digging deeper, looking behind the bookshelf for hidden passages – discovering not just what they did, but how they think and what drives them.

Remember though, unlike our fictional detective who often interrogates with an air of suspicion, your role is to create an atmosphere of trust and openness. You want candidates to feel comfortable sharing their stories because each tale is a piece of the puzzle you're trying to solve.

So next time you're preparing for an interview session, channel your inner detective. Be curious, be attentive, and listen not just for the words but for the story they paint about each candidate. That way, when it comes time to decide who 'did it' – who gets the job – you'll have all the evidence you need to make an informed decision.

And just between us – don't forget your magnifying glass! (Metaphorically speaking, of course.)

Imagine you're sitting across from a candidate who's so polished, their resume might as well come with sunglasses. It's your job to see beyond the shine and figure out if they're the real deal. This is where your interview questioning skills become your superpower.

Let's dive into a couple of scenarios where you'll need to channel your inner detective through smart questioning.

Scenario 1: The Overachiever

You're interviewing Alex, whose resume reads like a superhero's to-do list: tripled sales at their last job, speaks five languages, and volunteers with three charities. Impressive? Absolutely. But you need to know how much of this is solo effort and how much is teamwork.

Here's where you ask behavioral questions that require specific examples: "Alex, can you walk me through a time when you faced a significant challenge in increasing sales? What was your strategy and how did you execute it?" This type of question forces Alex to give details that help you understand their actual role in those achievements.

Scenario 2: The Career Switcher

Meet Jordan, who's making a leap from marketing to project management. They've got the enthusiasm of a kid in a candy store but not much direct experience. You want to uncover transferable skills without making them feel like they're being interrogated by the career police.

Time for situational questions: "Jordan, imagine you're leading a project where the deadline is suddenly moved up. What steps would you take?" This lets Jordan demonstrate problem-solving and adaptability without having had the exact title before.

In both scenarios, your goal is to peel back layers with your questions gently but effectively—like peeling an onion without making anyone cry. You'll get past rehearsed answers and find out if candidates can walk their talk or if it's all just talk.

Remember, it’s not just about what they’ve done; it’s about how they think on their feet and fit into the puzzle that is your team. So go ahead, ask away – just maybe keep some tissues handy for that onion effect!

• Unlocking Candidate Potential: Think of interview questioning as your trusty keyring – it's packed with keys that can unlock the treasure trove of a candidate's potential. By asking the right questions, you get a sneak peek into their problem-solving abilities, creativity, and critical thinking skills. It's like being a detective in a mystery novel, where each question brings you closer to understanding the full story of who they are professionally.

• Cultural Fit Detective Work: Imagine you're putting together a puzzle – each piece is a team member, and they all need to fit together to create the perfect picture. That's where interview questioning comes in. It helps you figure out if the person sitting across from you will vibe with your team or if they'll be like that one puzzle piece that just won't fit no matter how hard you try. By exploring their values, work ethic, and interpersonal skills, you're doing some top-notch detective work to ensure they'll gel with your company culture.

• Reducing Costly Mis-Hires: Let's face it, hiring someone who doesn't work out can be as disappointing as biting into what you thought was a chocolate chip cookie only to find out it's raisin. Effective interview questioning is your recipe for success here. It helps sift through candidates more efficiently and reduces the chances of making an expensive mis-hire. By thoroughly vetting candidates through strategic questions, you're saving your company time and money – because nobody likes unexpected raisins.

• Bias in Questioning: One of the trickiest parts of crafting interview questions is keeping them free from bias. It's like trying to make a perfect pancake on your first try – it sounds simple, but there's an art to it. Bias can sneak into your questions through word choice or assumptions about the candidate. For instance, asking "How do you manage leading a team as a young woman?" assumes that age and gender impact leadership abilities, which could skew the interviewee's response and your perception of their skills.

• Balancing Open-Ended and Closed Questions: Imagine you're a chef deciding between a five-course meal or just serving appetizers – both have their place. Similarly, in interviews, you need to balance open-ended questions (the main course) that encourage detailed responses with closed questions (the appetizers) that yield concise information. Too many open-ended questions might turn the interview into an unstructured chat session, while too many closed ones might not give you enough insight into the candidate's abilities and thought processes.

• Stress Underperformance: Interviews can be as nerve-wracking as singing karaoke in front of strangers – not everyone's cup of tea. High-pressure situations can cause candidates to underperform, which means they might not showcase their true skills or personality. It's like judging someone’s driving skills while they’re navigating through a hailstorm; it’s hardly fair. Crafting questions that help candidates feel at ease can provide a more accurate picture of their potential on a typical day at the office.

Step 1: Prepare Your Questions

Before you even step into the interview room, you need to have your questions ready. Start by doing your homework on the company and the role. Craft questions that are open-ended and encourage detailed responses, such as "Can you tell me about a time when you had to overcome a significant challenge at work?" Avoid yes-or-no questions since they tend to shut down conversation rather than open it up.

Step 2: Establish Rapport

When the interview begins, start with light, conversational questions to put the candidate at ease. This isn't just about being nice; it's strategic. When people are relaxed, they're more likely to open up and provide more information. A simple "How was your journey here?" can set a friendly tone for the interview.

Step 3: Dive into Competency-Based Questions

Now that you've warmed up the conversation, move on to competency-based questions that relate directly to the job requirements. Ask for specific examples of past work experiences, like "Tell me about a project where you led a team. What was your approach, and what was the outcome?" These types of questions help you understand not just what candidates have done, but how they did it.

Step 4: Ask Situational Questions

To gauge how candidates might handle future scenarios, present them with hypothetical situations related to the job. For instance, "Imagine our company is facing [specific problem]; how would you address this issue?" This allows you to assess their problem-solving skills and creativity.

Step 5: Provide an Opportunity for Their Questions

Finally, give candidates a chance to ask their own questions. This is often where their true interests and concerns come out, giving you additional insights into whether they're a good fit for your team. It also shows that you value their perspective—a small but mighty way to end on a positive note.

Remember throughout your questioning to listen actively—nodding and maintaining eye contact—and take notes if necessary. It's not just about getting answers; it's about understanding the person behind those answers.

When you're gearing up to dive into the world of interview questioning, whether you're the interviewer or the interviewee, it's like preparing for a dance. You need to know the steps, sure, but it's the rhythm and flow that really make it a performance to remember. Here are some pro tips to help you glide through with finesse.

Tip 1: Craft Your Questions Like a Storyteller As an interviewer, think of your questions as chapters in a book. You want to lead your candidate through a narrative that reveals their experience, skills, and potential fit within your team. Start broad with open-ended questions that invite them to share their professional journey. Then, gradually zoom in on specific experiences or challenges they've faced. This approach not only keeps them engaged but also gives you a comprehensive view of their capabilities.

Tip 2: Listen for the Music Behind the Words Active listening is your secret weapon. Whether you're asking questions or responding to them, pay attention not just to what is said but how it's said. The tone, pace, and energy can tell you as much about a person as their words do. For instance, when someone speaks passionately about a project they led, that enthusiasm often translates into genuine engagement and leadership potential.

Tip 3: Avoid the Improvisation Pitfall While there's room for spontaneity in interviews, having a set list of questions can prevent you from missing key topics or getting sidetracked by an interesting tangent. It’s like jazz; even the best improvisers know the underlying chord progressions they need to return to. Prepare your core questions ahead of time but be ready to explore interesting avenues as they come up.

Tip 4: The Double-Edged Sword of 'Why' "Why" can be one of the most insightful questions in your arsenal because it peels back layers revealing reasoning and critical thinking skills. However, use it wisely. Asking "why" too often can come off as confrontational or make candidates feel like they're being interrogated rather than interviewed. Balance "why" with "how" and "what" to keep things conversational.

Tip 5: Remember the Mirror Technique This one’s for both sides of the interview table: mirroring language and communication style can build rapport quickly. If your conversation partner uses technical terms confidently, feel free to speak that language too! But if they’re more reserved or formal, adjust accordingly so they feel at ease – this isn’t about mimicry; it’s about creating a comfortable space for genuine dialogue.

By keeping these tips in mind and avoiding common pitfalls like over-reliance on scripted questions or failing to listen actively, you'll not only conduct more effective interviews but also present yourself as an insightful professional capable of meaningful conversation – whether you’re leading the interview dance or following along gracefully.

• Inversion Principle: Imagine you're a detective in a mystery novel, but instead of looking for whodunit, you're trying to uncover the perfect candidate for a job. The inversion principle is like starting with the end of the book – you begin by considering what could go wrong in an interview and then work backward to ensure it doesn't happen. By asking yourself, "What are the absolute deal-breakers for this role?" or "What qualities would make someone the wrong fit?" you can craft questions that help you avoid these pitfalls. This mental model encourages you to think about what success isn't before deciding what success is, helping you sidestep potential mis-hires by focusing your questions on revealing those critical red flags.

• Second-Order Thinking: When it comes to interviewing, it's easy to get caught up in first-order thinking – that's like just scratching the surface of a scratch card and hoping for a win. Second-order thinking pushes you to look beyond immediate answers and consider the consequences of an applicant's responses. For instance, if a candidate says they love working under pressure, second-order thinking prompts you to ask follow-up questions like "Can you give me an example of how you've handled a high-pressure situation in the past?" This helps uncover deeper insights into their experience and skills, ensuring that their initial answer isn't just a well-rehearsed line but is backed by real-world evidence.

• Socratic Questioning: Ever had a conversation that felt more like playing ping-pong with ideas? That's Socratic questioning at its best – it's all about digging deeper through thoughtful inquiry. In interviews, adopting this model means not just accepting answers at face value but probing further with questions like "Why do you believe that's important?" or "How did that experience shape your approach?" This technique helps clarify thoughts and assumptions, revealing more about candidates' reasoning processes and values. It ensures that your understanding of their qualifications and fit for the role goes beyond surface-level impressions to something much more substantial.

By integrating these mental models into your interview questioning strategy, you'll transform from just another interviewer into a veritable Sherlock Holmes of talent spotting – minus the deerstalker hat unless that's your thing!