Great Questions To Ask An Interviewee

The type of interview you are conducting shapes the questions you ask. Structured interviews require preparation and precision, but they are the best way to predict job performance (CQ Net). If you conduct structured interviews, you’ll have a list of competencies to inform your questions and some that are standard across the organization.

Unstructured interviews are improvisational; interviewers can ask whatever they want, and the questions don’t have to be directly related to the job description. They are not prepared or approved in advance, increasing the possibility that the interviewer will ask bad interview questions.

Types of Interview Questions

The main objective of an employment interview is to evaluate a candidate’s suitability for a role. Different questions collect distinctive information that can help or hurt your evaluation.

Slightly rewording a question can lead to an alternate answer — this is why understanding question types and being intentional with your language is very important. There are three main types of questions to ask an interviewee.

Illegal Questions To Avoid Asking

There are bad questions (irrelevant or overused) that go against best practices, and there are illegal ones. While the laws around interviewing may differ depending on where you are, there are several things you should never ask about to prevent opportunities for bias.

Even if you’re asking a personal question innocently to build rapport, it can land your organization in a lawsuit. Remember: you are trying to gather information directly related to the job, not trying to get to know the candidate.

It is illegal to ask a candidate about any of the following topics:

Strategic Interview Questions To Ask Candidates

Strategic questions keep in mind your hiring objectives and are well-aligned with your overall interview strategy. Any type of question can be strategic, but most often, they are open-ended. They can be a good way to determine a candidate’s ability to perform the role, and determine what the candidate is best at. They are also used to assess alignment with organizational values and goals.

Structured questions are highly strategic. The questions are prepared in advance to ensure they are aligned with the hiring objectives and job description, and the interviewer follows an interview guide so they ask them in the correct order.

If you were hiring for a dental assistant position at a busy clinic, a strategic question might be, “what would you do if you had to juggle helping multiple patients at once?”

Unique Questions To Ask Candidates

Unique questions offer candidates the chance to demonstrate their ability to think outside the box, which is highly relevant for some jobs, but completely irrelevant for others. Ask these with an abundance of caution, as they can have the capacity to make candidates question the professionalism of the interviewer and the organization they represent.

Asking a unique or quirky question is not a recommended practice because it can unnecessarily invite implicit bias. Even Laszlo Bock, the former senior vice president of people operations at Google, even admitted that far-fetched brain teasers are pointless because they aren’t predictive (The Atlantic).

If you ask a unique question, it should be relevant to the job or organization.

For example, it would make sense to ask a unique question if you were hiring for a role where the successful candidate needs to be creative. If you were hiring for an art director role, the unique question could be, “if you were a color, what color would you be and why?”

First-Round Interview Questions

If someone is in a first-round interview, it means their application or resume met the minimum job requirements. First-round questions allow you to get a basic understanding of the candidate’s skills and experience and confirm if they have the qualifications necessary to perform the role.

First-round questions can also help the hiring team identify candidates who have the potential to make it to the shortlist right away.

Knockout questions make good first-round inquiries because they are the most efficient way to find qualified candidates to advance in a large pool of applicants.

Say you’re recruiting for a position that requires someone to be an advanced Microsoft Excel user. You need a question that will help establish the candidate’s skill level. If you weren’t planning on doing a skills test, you might ask, “can you explain what a pivot table is and touch on a few ways you may use pivot tables in this role?”

Second-Round Interview Questions

After the first interview, you know the candidate can fulfill the job's basic requirements and learn a little about their skills and experience. Second-round questions are much more involved and help the hiring manager discover which candidates stand out.

Second-round questions go deeper to differentiate between candidates with similar knowledge, skills, and abilities. These will give you an idea of how the candidate applies their skills and greater insight into their personality, strengths, and weaknesses.

Generally speaking, it’s ideal to make the second interview a panel interview and assign each interviewer a question or two to cover different competencies.

If you’re hiring for a position where the person needs to be able to work independently and manage their workload, you might ask, “how do you stay organized?” A probing question might be, “can you give me a recent example of when you used your organization skills?”