What Are Good Follow Up Questions After an Interview

How to Critique Interview Questions

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Recruiters have a responsibility to ask relevant questions during every stage of the interview process. This is one of the reasons why recruiters must be familiar with job duties and tasks even before they schedule the first preliminary interview. Critiquing interview questions means assessing whether the question will elicit information that's helpful in the hiring process and information that gives the recruiter or hiring manager confidence in determining the candidate's suitability concerning functional expertise, professional traits and organizational fit.

Look for appropriate icebreaker questions to put the candidate at ease in the first few moments of the interview. For example, if you ask "I see we attended the same university. Do you go to any of the football games?" you might make the candidate more comfortable in discussing your alma mater. Avoid trite questions about the weather or the traffic and try to come up with something more creative.

Ask whether each question will elicit information about a candidate's work skills or functional expertise. For example, if you ask the candidate what he thinks about how technology improves his employer's ability to process orders, that probably won't tell you how the candidate uses technology in his own job duties. Instead, ask "Tell me what software applications you're proficient with and how you use them to improve your efficiency."

Eliminate questions that skirt close to the line of unlawful or illegal inquiries, such as questions about age, marital status, sexual orientation or other non-job-related factors.

Revise closed-ended questions into open-ended questions to elicit more complete responses from candidate. Closed-ended questions can be responded to with a one- or two-word answers, such as "yes" or "no." On the other hand, open-ended questions force the candidate to give well-thought-out responses. An example of a closed-ended question is "Do you like performing all of your job duties?" To make this an open-ended question, ask instead "Tell me what you enjoy the most about your job, and why."

Incorporate behavioral questions and situational questions into your job interviews. Behavioral interview questions enable you to assess how skillful the candidate is with resolving workplace issues that involve leadership and communication. Situational interview questions require the candidate to describe a work process or technical skill. Use a combination of both behavioral and situational interview questions for a well-rounded view of the candidate's qualifications.

Assess the candidate's questions. When you conclude an interview with "Do you have any questions for me?" you're inviting the candidate to demonstrate her knowledge of the company, its products or services. The candidate's questions can be just as insightful as the candidate's answers to the recruiter's questions. They illustrate the candidate's level of interest in the job and indicate whether the candidate did any research about the job or the company.

References

Writer Bio

Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. Her work appears in "The Multi-Generational Workforce in the Health Care Industry," and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Ruth resides in the nation's capital, Washington, D.C.

What Are Good Follow Up Questions After an Interview

Source: https://work.chron.com/critique-interview-questions-10734.html

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