Hiring Strategies: Mastering the Interview Process Part 2 – Asking the Right Questions

In the first part of our series on mastering the interview process, we focused on setting the stage for a successful interview.

Now, let’s delve into the heart of the interview: asking the right questions. The questions you ask can make the difference between gaining valuable insights about a candidate and merely scratching the surface.

Open-Ended Questions

Open-ended questions allow candidates to provide detailed responses and showcase their communication skills. Examples include:

• “Can you tell me about a time when you faced a significant challenge at work?”
• “How do you approach problem-solving in your current role?”
• “What motivates you in your career?”

These questions encourage candidates to share specific examples and provide insights into their thought processes.

Behavioral Questions
Behavioral questions focus on how candidates have handled situations in the past, which can be indicative of future performance. Use the S.T.A.R. method (Situation, Task, Action, Result) to structure these questions:

• “Describe a situation where you had to work under pressure. What was the task, what action did you take, and what was the result?”
• “Tell me about a time when you had to resolve a conflict with a coworker. What was the situation, what did you do, and what was the outcome?”

Hypothetical Questions

Hypothetical questions can assess a candidate’s problem-solving skills and how they might handle future situations:

• “If you were faced with an upset customer, how would you handle the situation?”
• “How would you approach a project if you were given conflicting instructions from two different managers?”

Technical Questions

For roles requiring specific skills or knowledge, include technical questions relevant to the position:

• For a software developer: “Can you explain the difference between object-oriented and functional programming?”
• For a marketing specialist: “How would you measure the success of a social media campaign?”

Questions About Company Culture

To assess cultural fit, ask questions that reveal the candidate’s work style and values:

• “How would you describe your ideal work environment?”
• “What type of management style do you prefer?”
• “How do you like to receive feedback on your work?”

Questions to Avoid

Be aware of questions that could be considered discriminatory or inappropriate:

• Avoid questions about age, marital status, children, religion, or sexual orientation
• Don’t ask about health issues or disabilities unless directly related to job performance
• Steer clear of questions about race, national origin, or citizenship status

Instead, focus on questions directly related to the candidate’s ability to perform the job.

Handling Distractions

• Despite your best efforts, distractions can occur during an interview. Here’s how to handle them:
• If there’s an interruption, apologize to the candidate and address it quickly
• If you need to take an urgent call or message, explain the situation to the candidate
• Always bring the focus back to the interview as soon as possible

Remember, how you handle distractions can also give the candidate insight into your company’s culture.

Multiple Interviews

While a single interview can provide valuable insights, conducting multiple interviews often leads to a more comprehensive understanding of a candidate. Here’s why:

1. Different perspectives: Having multiple interviewers allows for diverse viewpoints on the candidate’s suitability.
2. Consistency check: Multiple interviews help verify if the candidate’s responses are consistent across different conversations.
3. Deeper exploration: Subsequent interviews can delve deeper into topics that were only briefly touched upon in the initial meeting.
4. Cultural fit assessment: Additional interviews provide more opportunities to evaluate how well the candidate aligns with your company culture.
5. Stress test: Multiple interviews can reveal how candidates perform under the pressure of repeated scrutiny.

When conducting multiple interviews, ensure each session has a distinct focus to avoid redundancy and maximize the value of the process.

Wrapping Up the Interview

As you conclude the interview, keep these best practices in mind:

1. Allow time for questions: Give the candidate an opportunity to ask about the role or company.
2. Outline next steps: Clearly communicate the timeline and process for further action.
3. Collect feedback: Ask the candidate about their interview experience.
4. Express gratitude: Thank the candidate for their time and interest in the position.
5. Provide contact information: Ensure the candidate knows how to reach you if they have follow-up questions.

By following these guidelines, you’ll create a positive impression and set the stage for smooth follow-up communications.

Remember, mastering the art of interviewing is an ongoing process. Regularly review and refine your techniques to ensure you’re identifying the best talent for your organization.

Join me next week for “The Selection Process: Balancing Skills, Experience, and Personality”

Be Audit-Secure!

Lisa Smith, SPHR, SCP

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Note: This blog post is for informational purposes only and should not be construed as legal advice. Always consult with a legal professional for advice specific to your situation.

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