As a hiring manager, it is really important to select the right candidates for your opportunity. Effective interviewing is not just about asking questions; it’s about asking the right questions.
Before we dive into crafting interview questions, let’s discuss three major types of interview questions: hypothetical, opinion-based, and empirical.
Hypothetical questions ask an individual what they would do in a given situation. For example, “If you were a member of this team what projects would you initiate?” Opinion-based interview questions ask a candidate to express their views on a topic. For example, “Why do you think people quit their job?”
Hypothetical and opinion-based questions can certainly be helpful in getting to know a candidate in a socia setting. But, empirical questions are far more effective in an interview!
What Are Empirical Questions?
An empirical question is one that is answered with real-world observations and experiences. In an interview, these questions ask candidates to reflect on their past experiences and behavior. For example, “How have your communication skills helped you in your career this far?”
Focussing on empirical questions gives you the best chance of finding a great fit for your team. This type of question allows interviewers to assess a candidate’s actual skill set, behaviors, and outcomes from past experiences. With concrete and verifiable evidence from a candidate’s past, hiring managers can better predict future job success.
What Should You Be Asking About in an Interview?
A lot of interview training is focussed on behavioral interviewing. But, behavioral questions are just one of the sub-types of empirical questions. There are also performance-based questions, competency questions, and evidence of skill questions.
Behavioral questions focus on how a candidate handled a situation in the past. For example, “Can you describe a time when you had to solve a difficult problem at work?”
Performance-based questions ask about specific results or achievements. For example, “What is an example of a project where you exceeded expectations?”
Competency questions assess key skills and competencies relevant to the role. For example, “What is your level of expertise in drafting press releases?”
Evidence of skill questions require candidates to provide concrete proof of their abilities. For example, “Can you provide examples of how you improved team productivity in your last job?”
Now that we know what types of questions to ask, here are some tips for crafting great interview questions:
1. Great interviews start with thoughtful preparation.
This is as important for hiring managers as it is for interviewees. Even the best interviewers have trouble scanning a resume and coming up with questions on the fly.
Take some time to look over a candidates resume to determine what else you want or need to know about them. It’s also important to consider the role, its responsibilities, and the company’s goals.
Prepare a list of questions ahead of time. This ensures you get the information you’re looking for and maximizes the time you have with a candidate.
2. Focus on Empirical Questions
As we’ve discussed, empirical questions form the backbone of an effective interview. They allow you to examine concrete examples of a candidate’s actions and accomplishments. With this valuable information, you can determine an applicant’s potential and fit within your team.
Tip: Pay attention to the way a candidate reflects on their past experiences. This can help you determine if they are adaptable and have a growth mindset.
3. Look for Demonstrated Behavioral Examples™ **
Your goal when interviewing is to gather as many Demonstrated Behavioral Examples™ (or DBE’s™) as you can.
A DBE™ is simply something that someone has done. Questions that elicit DBE’s™ allow candidates to showcase their actual actions and responses to past situations. These are far more insightful than asking about opinions or hypothetical scenarios.
4. Keep Questions Simple and Easy to Answer
Job interviews can be stressful for applicants. Asking simple questions can help put a candidate at ease and allow them to answer questions confidently. The best questions are easy to answer because they encourage candidates to discuss their past experiences openly.
Avoid overly complex and ambiguous questions. If a question confuses an applicant, they won’t be able to give a good answer. Similarly, avoid lengthy multi-part questions. When interviewers ask multiple questions at once candidates often miss a part or parts of the question
It’s easier to start simple. You can always ask a follow-up question.
5. Be Polite
Being polite during interviews is a small gesture that can significantly impact the candidate’s experience. Say “please” when asking a question and “thank you” when they finish their response.
Questions should be asked and not demanded. Using “would you…” or “could you…” along with “please” makes a big difference to interviewees.
These simple acts of politeness create a respectful and comfortable environment, encouraging candidates to share more openly and honestly.
Asking the right interview questions is a vital skill. By following this guide, you can create an environment where candidates feel comfortable sharing their most relevant experiences.
Having the right information helps you make a hiring decision that sets you and your new hire up for long-term success.
**Demonstrated Behavioral Examples™ (DBE’s™) is a term coined by HireBrain to describe the most valuable information you can learn about a candidate. A DBE™ is evidence that someone has a particular skill, ability, or knowledge.
