Interviewing

4. Questioning

4.1 Different types of question can be used to reveal different kinds of information.

• Open questions which cannot be answered with a simple 'yes' or 'no' encourage candidates to talk.Good for exploring and gathering information.
• Probing questions (eg "Exactly what happened next?") aim to clarify what is meant by the answer to an open question.Good for checking details already known or given in response to an earlier question.
• Closed questions (eg "Would you be able to start next week?") are used to establish facts and clarify specific points.Good for finding out single facts or restricting a candidate who is rambling.
• Reflective questions (eg "Am I right in saying your work involves you in...?") repeat what the candidate said.Good for checking the accuracy of your understanding, summarising and leading to a close.
• Situational questions (eg "Suppose you were asked to do...?") pose alternative scenarios or viewpoints.Good for getting the candidate to consider different possibilities or ways of working.

4.2 Destructive interviewing techniques can mean that you lose good people you should have been able to recruit.

Destructive behaviour reflects badly on the interviewers and your company.

• Offensive remarks (eg "You weren't paid much in your last job").
• Personal remarks (eg "I like the colour of your jacket").
• Multiple questions (eg "When did you do that, why, what was the outco...?").Multiple questions can be used to test listening ability, concentration and intelligence, but often just lead to confusion.
• Unfocused behaviour is both unproductive and rude.For example yawning, gazing out of the window, writing letters, taking telephone calls or interrupting the interview to deal with 'more urgent' matters.