The Questions
1. Use Pre-Determined Questions:
Base questions on the hiring criteria. Ask all candidates the same set of pre-determined questions based on the knowledge, skills, and abilities required for the role. Follow-up questions and conversational engagement are welcome, provided they remain aligned with the original purpose.
2. Provide Questions in Advance:
Sharing interview questions ahead of time helps reduce anxiety and allows candidates to prepare thoughtful responses. This ensures the interview focuses on the candidate’s understanding of the role and qualifications, rather than their ability to think on the spot. For example, you could share the questions a week in advance, the evening before, or 30 minutes before the interview.
3. Incorporate Real-Life Scenarios:
Behavioral interview questions can be enhanced by providing real-life scenarios for candidates to consider before the interview. This allows for a practical evaluation of how they might approach challenges or tasks in the role. (See examples of behavioural interview questions). You can minimize the issue of applicants finding canned responses from the web by providing the scenarios 20 minutes before the interview.
4. Allow Notes:
Let candidates know they are welcome to refer to prepared notes during the interview. This fosters an environment where candidates can focus on demonstrating their competencies rather than managing nerves.
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