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One of the first steps in crafting good interview questions is knowing what you are looking for in a candidate and, of course, this is different for every company and every position. To illustrate how to craft great questions, we’ll assume one of the strengths we want to assess is the candidate’s problem-solving ability. Use the following three framing techniques for your questions:
Open-ended questions that ask candidates to describe an experience allows them to reflect on their achievements. Any interviewee worth their salt should have prepared some decent stories to respond to these kinds of questions. These questions should always be followed with a “why” or “tell me more”. For example:
Spectrum questions offer a range of possible “right answers” that require candidates to dig a little deeper when responding about themselves. The purpose of spectrum questions is to get to know the person behind the resume. For example:
Whether a role-playing scenario, a technical test, or just a discussion to crack through the formality of the interview and see how the candidate performs under pressure, test questions allow you to evaluate how the candidate actually performs instead of how they say they will perform.
Interviewing is a “Christmas Task”. It doesn’t come around very often but it’s important when it does – you don’t want to forget what you learned the last time you did it. Take some time to craft your ideal interview questions and keep them on file to use again and again. That way, even when there is a candidate pool of just one for a specific role, you’ll have your experience interviewing for this position to fall back on to see if there is a fit.
Bellrock is a process benchmarking and change management firm based in Vancouver, Canada. If you enjoyed this article, consider sharing it with your networks.