types of questions
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What to
Ask
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Select your Questions in Advance
• Don’t just simply rely on a job description or resume to structure the interview
• You will get much better information if you carefully pre-select question
Icebreakers
Traditional QuestionsSituational Questions
Culture-fit QuestionsBehavioral Questions
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What to Ask: Icebreakers
• Used to build rapport and set candidates at ease before beginning the formal interview
• Examples:– Did you have any trouble finding our place?– Before we start, would you like a glass of
water?– Tell me about yourself
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What to Ask: Traditional Questions
• These are questions that allow you to gather information about a candidate and their experience
• Because these questions are asked often, many candidates will have answers prepared for them (can be used to help candidates feel at ease)
• Example:– What are your experiences that are related to this
position?
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What to Ask: Situational Questions
• Ask candidates what they would do in a specific situation relevant to the job at hand.
• Helps you understand a candidate’s thought process
• Examples:– How would you deal with an irate
customer?– How would you deal with stress on
the job?
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What to Ask: Culture-fit Questions
• These will help you select candidates who are motivated and suited to perform well in the unique environment of the organization
• Examples:– Describe the work environment or
culture in which you are most productive and happy
– What are the characteristics exhibited by the best boss you have ever had?
– What management style will bring forth your best work and efforts?
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What to Ask: Behavioral Questions
• Requires candidates to share a specific example from their past experience
• Each complete answer from a candidate should be in the form of SAR response– Situation, Action, Result
• Examples:– Tell me about a time you had to manage multiple tasks– Give an example of a goal you reached in the past, and
tell me how you achieved it
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Behavioral Based Interviewing
Because past behavior is the best predictor of future performance!
Look for answers which demonstrate that a particular positive behavior is long-standing
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Behavioral Based InterviewingOftentimes, you may find it necessary to follow up behavioral questions with probing, or mirror questions
• Probing Questions: Brief statements or words that urge an interviewee to continue or elaborate on a response EX: “Go on,” “What else?”
• Mirror Questions: Paraphrase an interviewee’s previous response to ensure clarification and elicit elaboration EX: “From what you said, it seems like….”
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Putting YOU in the hot seat• At the end of any interview, it is
important to ask the candidate if there are any questions they have for you, the interviewer
• Because of this, you want to make sure you are informed as possible about the position and the company
• If there are any questions you are unsure of, explain to the candidate that you will look into the question and get back to them with an answer
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Final Thoughts on Interview Questions
• Not all questions will be applicable to every situation• Choose questions that fit the position.• When interviewing multiple candidates for a position, it is
important to use the same criteria for evaluating each candidate so as to avoid legal problems. – The key is to be consistent and fair with all candidates (i.e., show no favoritism
or discrimination). – Use an interviewing guideline of core criteria/qualifications that is applicable
to all candidates for the position.
• Many of these questions do not have a “right” or “wrong” answer.
• After you have selected the questions that are appropriate to use, give some thought to the answers that make sense given your organization, culture and the priorities of the position.