Interviewing Guide: Guidelines for Developing Interviewing Questions
cases, where interviewers feel the need to decide whether a particular
question is a good one or not - there is no easy answer. However, there
are a few standards to use that will help guide your decision. Make
certain the question does not violate EEO laws, you find it interesting,
and are likely to obtain valuable information from it. If the question
meets these standards, then ask the question. Otherwise, do not. Avoid
asking questions that have the potential of being considered illegal or
on your tone of voice and facial expressions (communication cues), those
around you can interpret the question as a good, average, or poor
question. Furthermore, the way a question is phrased and its temporal
placement can have a considerable impact.
overly influenced by what you were asked as a candidate for a position,
when deciding on what questions to ask. Formulate your own questions that
will help you seek the information you need to fill the position
away from asking questions regarding topics that you may have limited
knowledge of. Such questions will enable you to determine whether the
applicant can formulate his/her answer in an easy, understandable way.
information can be gained about a candidate from an experience or interest
the candidate has even though it is seemingly quite remote from the job
for which the candidate is interviewing.
acceptable to vary your interviews slightly. Discuss something new with
each applicant. Not only are you more likely to listen to something new,
you are also less likely to get rehearsed answers. You are more likely to
conduct an effective interview if you try to learn about the particular
candidate in front of you rather than asking only prepared questions.
However, it is extremely important that the same general format is
followed and the same general question content is asked of all applicants.
In all likelihood, you will be asking a good, acceptable
question if you've answered "yes" to each of the above