1. Closed issues
It is these issues that recruiters often abuse in interviews. You often could hear interviewers asking a closed-ended question such as: “Can you work under pressure?”
Answers to it are possible - only “yes” or “no” (and are there those who answer “no”?). Closed questions are used as an interrogative technique when it is necessary to establish the candidate’s obligations (for example, “Can you start work on Monday?”) Or when you need to refresh and confirm the information received earlier (for example, “Have you worked at Xerox for ten years?” ").
2. Open questions
Answering an open question, the applicant will not be able to limit himself to a monosyllabic statement, as in the first case. For example, “How do you manage to work under stress?” Is an open question that requires a detailed answer from the candidate.
Open-ended questions often start with “I am interested in hearing about ...”, “I am curious to find out ...”, “You could not share with me ...” and suggest that the interviewer listens carefully to the candidate’s story and draws conclusions from everything he’s heard.
3. Questions regarding past experience of the applicant
Questions related to the candidate’s past experience suggest that past actions in a particular situation can predict future behavior. And also the fact that from any person you can expect some manifestations at a new job, which he demonstrated earlier.
As a rule, they begin with “Tell me about the time when ...”, “Share your experience with me when ...”, “Give an example of something ...”. If you hear questions like this, then you are in a behavioral interview.
4. Questions regarding the negative experience of the applicant
If during the interview the candidate shows his strengths, the interviewer will look for weaknesses using questions of this kind: “This is very impressive. Have there ever been cases in your practice when something went not so well? ”Or,“ Can you give an example from this sphere that you are not very proud of? ”
If, nevertheless, the presence of negative aspects in the candidate’s work in the past place is revealed, the recruiter will try to find confirmation of how often such negative experience was encountered, whether he was an exception or a rule.
5. Repetition of the key phrases of the applicant
This subtle form of “sounding” the candidate is used in combination with the most effective tool - silence. The essence of this technique is to repeat or rephrase the candidate’s key statements, then shut up, nod and look at the person with interest.
This method allows you to choose the essence of the applicant's answers and learn more details. For example: “So, if you are two hours late for work, then the next day you will come to work two hours earlier to fill the gap,” then the recruiter is silent and awaits the candidate’s detailed answer to this statement.
6. Provocative issues
Interviewers often abuse provocative questions, as they allow them to “flex their muscles” in front of candidates. This style of questions makes the applicant make a difficult choice. For example: “What, in your opinion, is the lesser evil: theft or falsification?”.
However, there is a fine line between absurd and carefully considered thoughtful provocative questions. Most interviewers use this technique to examine the decision-making process of the person being interviewed and their thoughts.
It is these issues that recruiters often abuse in interviews. You often could hear interviewers asking a closed-ended question such as: “Can you work under pressure?”
Answers to it are possible - only “yes” or “no” (and are there those who answer “no”?). Closed questions are used as an interrogative technique when it is necessary to establish the candidate’s obligations (for example, “Can you start work on Monday?”) Or when you need to refresh and confirm the information received earlier (for example, “Have you worked at Xerox for ten years?” ").
2. Open questions
Answering an open question, the applicant will not be able to limit himself to a monosyllabic statement, as in the first case. For example, “How do you manage to work under stress?” Is an open question that requires a detailed answer from the candidate.
Open-ended questions often start with “I am interested in hearing about ...”, “I am curious to find out ...”, “You could not share with me ...” and suggest that the interviewer listens carefully to the candidate’s story and draws conclusions from everything he’s heard.
3. Questions regarding past experience of the applicant
Questions related to the candidate’s past experience suggest that past actions in a particular situation can predict future behavior. And also the fact that from any person you can expect some manifestations at a new job, which he demonstrated earlier.
As a rule, they begin with “Tell me about the time when ...”, “Share your experience with me when ...”, “Give an example of something ...”. If you hear questions like this, then you are in a behavioral interview.
4. Questions regarding the negative experience of the applicant
If during the interview the candidate shows his strengths, the interviewer will look for weaknesses using questions of this kind: “This is very impressive. Have there ever been cases in your practice when something went not so well? ”Or,“ Can you give an example from this sphere that you are not very proud of? ”
If, nevertheless, the presence of negative aspects in the candidate’s work in the past place is revealed, the recruiter will try to find confirmation of how often such negative experience was encountered, whether he was an exception or a rule.
5. Repetition of the key phrases of the applicant
This subtle form of “sounding” the candidate is used in combination with the most effective tool - silence. The essence of this technique is to repeat or rephrase the candidate’s key statements, then shut up, nod and look at the person with interest.
This method allows you to choose the essence of the applicant's answers and learn more details. For example: “So, if you are two hours late for work, then the next day you will come to work two hours earlier to fill the gap,” then the recruiter is silent and awaits the candidate’s detailed answer to this statement.
6. Provocative issues
Interviewers often abuse provocative questions, as they allow them to “flex their muscles” in front of candidates. This style of questions makes the applicant make a difficult choice. For example: “What, in your opinion, is the lesser evil: theft or falsification?”.
However, there is a fine line between absurd and carefully considered thoughtful provocative questions. Most interviewers use this technique to examine the decision-making process of the person being interviewed and their thoughts.
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