Interviewing Techniques & Evaluation Flashcards

What is the purpose of structured interviews?

Answer: To maintain consistency

Structured interviews involve asking all candidates the same set of predetermined questions in the same order, often with a standardized scoring system. This approach ensures fairness and reduces interviewer bias by providing a consistent basis for comparison across all applicants. Consistency allows for more objective evaluation and better prediction of job performance.

What is a behavioral interview question?

Answer: Tell me about a time you handled a difficult situation

Behavioral interview questions are designed to elicit information about a candidate's past experiences and how they behaved in specific situations. The premise is that past behavior is the best predictor of future performance. Questions starting with "Tell me about a time when..." or "Describe a situation where..." are classic examples, as they prompt detailed, real-world examples of skills in action.

What is an example of a competency-based interview question?

Answer: Tell me how you handled a challenging project

Competency-based interview questions assess a candidate's specific skills, knowledge, and abilities required for a role by asking them to describe past situations where they demonstrated those competencies. "Tell me how you handled a challenging project" directly probes problem-solving, project management, and resilience skills. This helps evaluate the practical application of abilities rather than just theoretical knowledge.

What is the STAR method?

Answer: Situation, Task, Action, Result

The STAR method is a structured approach used by candidates to answer behavioral interview questions effectively. It guides them to describe the **Situation** they faced, the **Task** they needed to accomplish, the **Action** they took, and the positive **Result** of their actions. This framework ensures comprehensive and relevant responses that demonstrate specific skills and experiences clearly.

Why is it important to ask open-ended questions in interviews?

Answer: They encourage detailed responses

Open-ended questions cannot be answered with a simple "yes" or "no" and require candidates to provide more elaborate explanations and insights. This allows interviewers to gain a deeper understanding of a candidate's thought processes, problem-solving skills, communication abilities, and experiences. Such detailed responses offer richer information for a more thorough and accurate evaluation.

What is the purpose of post-interview evaluation?

Answer: To decide who is the best fit

Post-interview evaluation involves reviewing and comparing all candidates' performance against the job requirements and established criteria after interviews are completed. This systematic process allows the hiring team to objectively discuss strengths and weaknesses, reconcile different perspectives, and ultimately make an informed decision about which candidate is the most qualified and best cultural fit for the role.

Why is it important to avoid biases in interviews?

Answer: To prevent discrimination

Unconscious biases can lead interviewers to make unfair judgments based on non-job-related factors like age, gender, race, or appearance, rather than a candidate's actual qualifications. Avoiding biases ensures that all candidates are evaluated solely on their merits and suitability for the role, promoting fair hiring practices and preventing illegal discrimination. This also helps organizations hire the best talent regardless of background.

What is an interview panel used for?

Answer: To evaluate candidates from different viewpoints

An interview panel typically consists of multiple interviewers, often from different departments or with varying expertise, who collectively assess a candidate. This approach allows for a more comprehensive evaluation as each panelist brings a unique perspective and set of questions, reducing individual bias and providing a well-rounded assessment of the candidate's skills, experience, and cultural fit. It leads to more robust hiring decisions.

What is a situational interview question?

Answer: How would you handle a conflict with a colleague?

A situational interview question presents a hypothetical scenario to assess how a candidate would react in a specific workplace situation. This type of question evaluates problem-solving skills, critical thinking, and behavioral competencies relevant to the job. It provides insight into a candidate's practical judgment and approach to real-world challenges.