Interview questions like ‘How many Windows are in New York City?’ have gained notoriety in recent years. These types of hypothetical questions aim to assess an applicant's capacity for logical problem-solving and thinking on their feet. But how do the people answering the questions feel about them? Yoh’s recent survey suggests that interviewees prefer more conventional questions such as ‘What do you think makes you a good candidate for this job?’

That’s good intel for hiring managers looking to make the most of limited interview time. But it raises a few interesting questions around the interview process. Should you ask applicants the questions they want to be asked? How can interviewers strike a balance between predictable and unconventional interview questions? What methods can be used to identify the goals and purpose behind each interview question?

Our goal is to help hiring managers answer all of those questions to lead a successful interview. Let's explore practical interview protocols that hiring managers can use to attract and retain top talent for their organization.

1. Build a Set of Established Questions

While hiring managers can be tempted to ‘ditch the script’ when preparing questions, working from a set of established questions has significant advantages.

The first advantage is that aligned questions can provide a basis for consistent comparisons across applicants – and job roles. If one candidate is asked ‘What’s your greatest weakness?’ and another is asked ‘Tell me about the time you made a mistake?’ it creates a gap in evaluation that can influence decision making.

The second advantage is bias removal from interviews. Although it's very challenging to eliminate bias from an individual, interviews can be structured in ways that reduce the ability of biased minds to influence judgment.

2. Understand the Goal of Each Question

Understanding the purpose behind each question is key. After all, asking the wrong questions can be a waste of time and effort for both parties.

The right balance of pointed questions will help interviewers evaluate all angles of an applicant’s compatibility. While interviewers might be drawn to solely focus on experience and skillsets, asking questions that assess a candidate’s cultural fit and behavioral traits can be just as important.

Download our eBook to learn how to develop interview protocols that get to the heart of your interview goals!

3. Share Broad Details in Advance with the Candidate

Sharing broad interview details in advance helps candidates prepare and present themselves effectively. Plus, it shows transparency and respect, which can boost their confidence and trust in your hiring process.

While we don't recommend disclosing exact questions upfront, as scripted answers can often result, we do encourage sharing general topics beforehand to ease candidates' minds.

4. Ask Tough Follow-Up Questions

A common refrain in interviewing is that ‘the second answer is the real answer.’

There’s value in hearing a response a person prepared ahead of time. It shows where they’re focused and demonstrates their preparation for the interview. But hearing how they answer follow-up questions can reveal a lot about their deeper perspectives and their ability to think on their feet.

Seeking MORE ADVICE TO LEAD A BETTER INTERVIEW?

A better interview is fundamental to a meaningful hiring process. It serves as the cornerstone of recruiting solid applicants and retaining better workers. Although, leading a successful interview is harder than ever. Advances in technology, shifting work environments, and evolving applicant expectations means companies have to adapt their interviews to land the best talent in a competitive market.

Download our eBook here to reveal valuable insights for hiring managers seeking to refine their interview protocols and questions so they’re better aligned with applicants’ needs and expectations.