A good interview = A conversation with a purpose
The way I see it, a job interview is a conversation with a purpose. Contrary to what you might think, the purpose of an interview is not to find out if the interviewers “like” a job applicant. Sure, it would be great to build a friendship with the candidate, especially if an interviewer ultimately works shoulder-to-shoulder with this individual for the next 20 years.
However, liking a job candidate is secondary to the main purpose of the job interview. The primary purpose of the interview is to find out if the candidate is a good match for the targeted jobs. How do you determine this? With a four-person, structured board interview process and a question protocol that encourages candidates to tell their stories.
I’ve participated in thousands of structured board interviews over the years. Additionally, I taught thousands of people how to be effective interviewers. Here are five types of questions NOT to ask in a job interview.
1. Don’t ask hypothetical or futuristic questions
Why not? Articulate job applicants can form impressive answers to what they might do in any given situation. What the interview board really wants to know is what the applicant actually did in the situation. You can’t learn the effect of their decisions unless you have them tell you about an experience and its outcome. Avoid asking, “Would you be able to handle working rotating shifts?” Instead, rephrase the question into a prompt, “Tell me about your experience working rotating shifts.”
2. Don’t ask Yes or No questions
Why not? Yes or No questions put the burden of the interview conversation on the interviewer versus on the candidate who should be doing more of the talking. Here’s an example of a Yes or No question: “Have you ever had a problem with a co-worker?” If applicants say yes, they might be branded as troublemakers. If applicants say no, they might be branded as liars. Either way, applicants are doomed! Instead, rephrase the question into a request: “Tell me about a time when you had a problem with a co-worker.”
3. Don’t ask vague questions or settle for vague responses
Why not? Vague responses don’t give a true representation of an applicant’s behavior and decisions. Don’t settle for answers that begin with “usually” or “sometimes.” When a candidate says usually or sometimes, stop them and ask them for a specific example. As an example, when a candidate says the way that I usually handle conflicts with my co-workers, is that I sit down and talk it out. Instead, rephrase the question and say, “Give me a specific example of what you had an issue with a co-worker. What did you do about it?”
4. Don’t ask for a job applicant’s opinion
Why not? A candidate’s opinion on any given topic isn’t nearly as important as the candidate’s experience. Avoid asking, “How do you feel about safety/quality, etc.?” Instead, rephrase the question, “Tell us about your safety record and your involvement in safety programs.”
5. Don’t ask leading questions
Why not? A leading question puts value-based demands on a candidate which may have nothing to do with their past behavior which they need to be allowed to describe. Also, consider the limitations of leading questions, for example, multiple-choice questions. Avoid asking, “When you were passed over for a promotion, did you go to your supervisor, union steward, or chaplain?” Candidates might think that one of these choices must be the best answer. Of course, maybe none of the answers are appropriate. Instead, rephrase the question into a request: “Tell me about a time when you were passed over for a promotion. What, if anything, did you do?”
Interview questions to ask
Knowing what not to ask in an interview is as important as knowing what you should ask. By not settling for vague candidate responses and avoiding hypothetical/futuristic, Yes or No, leading, and opinion questions, an interview board is more likely to gain valuable data about a candidate’s past history. Equipped with this information, the interviewers can determine whether or not the candidate is a good match for the organization.
Learn more
15dots offers expert-led Virtual Structured Board interview training sessions in which participants gain the confidence and learn the techniques to be effective interviewers. Contact us to register or to learn more.