How to Ask an Interview
Asking the right questions during an interview is crucial for both the interviewer and the interviewee. It not only helps the interviewer assess the candidate’s qualifications and fit for the position but also allows the candidate to gather valuable information about the company and the role. In this article, we will discuss how to ask effective interview questions that can make a significant difference in the hiring process.
1. Start with Open-Ended Questions
Open-ended questions are designed to encourage the interviewee to provide detailed answers, rather than just a simple “yes” or “no.” These questions can help you gain a deeper understanding of the candidate’s experiences, skills, and thought process. For example, instead of asking, “Do you have experience with project management?” consider asking, “Can you describe a challenging project you managed and how you overcame the obstacles?”
2. Focus on Behavioral Questions
Behavioral questions ask candidates to describe past experiences and demonstrate how they handled specific situations. These questions are particularly useful for assessing soft skills such as teamwork, problem-solving, and leadership. To ask a behavioral question, use the “STAR” method: Situation, Task, Action, and Result. For instance, “Can you tell me about a time when you had to work under a tight deadline? What was the situation, what was your task, what actions did you take, and what was the result?”
3. Be Specific and Relevant
When asking questions, be sure to tailor them to the specific role and company. This shows that you have done your research and are genuinely interested in the candidate’s qualifications. For example, if you are interviewing for a sales position, you might ask, “How do you approach cold calling and follow-up with potential clients?” This question is more relevant than a general question about sales experience.
4. Allow the Candidate to Speak
During the interview, it’s essential to give the candidate ample opportunity to answer your questions. Avoid interrupting or talking over them, as this can make the candidate feel uncomfortable and less likely to provide detailed responses. Give them time to think about their answers and provide enough space for them to elaborate on their experiences.
5. Follow Up with Clarifying Questions
If a candidate’s answer is unclear or vague, don’t hesitate to follow up with clarifying questions. This can help you gain a better understanding of their experiences and skills. For example, if a candidate mentions a particular project, you might ask, “What specifically did you accomplish in that project, and how did it contribute to the team’s success?”
6. Ask About the Candidate’s Questions
Towards the end of the interview, it’s a good practice to ask the candidate if they have any questions. This shows that you value their input and are interested in their perspective. It also gives them an opportunity to learn more about the role and company. Encourage them to ask questions that demonstrate their interest in the position and their willingness to learn.
In conclusion, asking the right questions during an interview is essential for a successful hiring process. By using open-ended questions, focusing on behavioral questions, being specific and relevant, allowing the candidate to speak, following up with clarifying questions, and asking about their questions, you can gain valuable insights into the candidate’s qualifications and fit for the role. Remember, the goal is to create a comfortable and engaging interview experience that benefits both parties.
