Interview questioning skills

Generally speaking, we think that the interview is a painful time for candidates, but in fact, the interview also puts a lot of HR under pressure. After all, it is not easy to get to know a person quickly in just one hour and judge whether he is suitable for the post, whether the business department is satisfied and whether he can adapt to the corporate culture. Therefore, in order to improve the success rate of talent selection in the interview process, asking the right questions becomes the key.

If you don't ask good interview questions, you will find that you still don't know the candidate well after talking for so long, and even the candidate doesn't want to talk to you. So how to design interview questions and ask questions to make the interview go on smoothly?

There are three steps in designing interview questions.

The first step

Sort out the interview dimensions, make clear the definition of the interview dimensions and the typical behaviors that the interview dimensions need candidates to show.

Step 2

Analyze the key events of the position to be recruited and form the questions. For example, the dimensions of interviewing human resource managers include "analytical ability" and "persuasive ability". Dealing with problem employees frequently is a high-frequency event in the work content of human resources managers, so "dealing with problem employees" is regarded as the key event in the interview.

Step 3

According to the requirements of behavioral interview, design questions for candidates. Consider the STAR factor and fully explore the information behind it, such as "what was the situation at that time?" Your mission? What measures have you taken? What is the result? " Wait. In this way, a complete interview topic is formed with the previous questions.

Before designing interview questions, HR can also invite candidates to make an evaluation, and design more targeted questions according to the evaluation results. E-recruitment management platform is connected to the test provided by DDI, the most professional evaluation company in the world. Four types of talent evaluation meet the needs of various positions, and the evaluation is initiated based on the candidates' resumes. In the evaluation report, some corresponding interview questions will be provided for reference, so that HR can have a deeper understanding of the candidates' abilities and characteristics through targeted questions.

suggested interview questions in the leadership assessment report

1 interview questioning skills

closed-ended questioning

This is a question that can be answered concretely. This kind of problem is simple, routine and involves a small scope. Closed questions are often asked about the following situations: work experience: including past job positions, achievements, work achievements, personal income, job satisfaction and reasons for transfer.

open-ended questions

In the face of such questions, candidates should not answer with "yes" or "no", but should explain. For example, "How do you work under pressure?" This is an open-ended question, which requires the candidates to answer in detail. This method is better than closed-ended questions, which ensures that candidates can speak and HR can listen. These questions usually begin like this: "I want to know …", "Can you tell me something about …?"

asking questions about past achievements

asking questions about past achievements or behaviors is based on the premise that past actions can predict future behaviors, and through such questions, it can be expected to be at least as good or as bad as the past. These questions are essentially open-ended, but focus on specific examples of past behavior. Usually ask, "Tell me about yourself in ..." "Give me an example of .... "wait.

negative coordination questions

in an interview, HR may be attracted to a candidate who has done well in a certain field and believe that he will do equally well in all fields. That's not the case. When there is a halo on the candidate's head and the noise of the office typewriter is replaced by the singing of angels, it's time to control yourself and find the candidate's weakness. When HR finds himself overly impressed, try asking, "That's very admirable. Is there ever a time when things are not done very well? " Or simply ask, "Now, can you give an example of something you are not so proud of?"

negative confirmation

when seeking and discovering negative factors, you may be happy that you remain objective and continue the interview, or your answers are terrible enough to be the basis for negative confirmation. If it goes well, it can help you avoid hiring inappropriate people. On the other hand, you may find that the negative situation mentioned by the candidate is a one-off behavior, which is nothing to worry about.

rhetorical questions

rhetorical questions can help HR control the conversation calmly, no matter how talkative the candidate is. For example, when a candidate starts to shake out all kinds of experiences, he can be interrupted by rhetorical questions and enter other topics.

semi-correct rhetorical question

This way of asking questions can screen out the yes-men, the unqualified candidates, the weirdos who completely refuse to provide information, and the people who are capable but completely unwilling to speak. This kind of question is to make a statement that is only partially correct and ask whether the candidate agrees. For example, "I always think that customer service can only be provided after paying the bill, don't you think so?" This example of semi-correct rhetorical question always produces attractive answers.

guided questions

in a guided conversation, one party asks a specific question and the other party can only give a specific answer. HR asks, and the candidate answers. This kind of question is mainly used to ask for some intentions of candidates and needs some affirmative answers. For example, HR may explain: "We are a fast-growing company, always under pressure, often meeting deadlines and meeting increasing customer demand." Then ask, "How do you cope with stress?" The candidate knows that to keep the opportunity, he must answer in some way, and then he does it. But this kind of question can only be used when the candidate already has faith or achievements in a specific field. In addition, leading questions should not be used at the beginning of the interview or mixed with some complicated semi-correct rhetorical questions.

case analysis question

HR provides a case to the candidate, asking the candidate to analyze and judge the case, and then measuring the candidate's thinking, analysis and problem-solving ability, etc.

ask questions in layers

if a good question is not well expressed, it will lose its penetrating power and give you incomplete or misleading information, while asking questions in layers can find out complete and multi-faceted answers. For example, after asking candidates to describe the projects they have done before, they can immediately ask, "What did you learn from that project?" This is a good layering skill, which can give HR more time to judge and observe.