Types of interview questions
Y E S O R N O Q U E S T I O N S need to be used sparingly because they give such
limited information from the applicant. For example, “Have you ever used Microsoft
Word?”
D I R E C T Q U E S T I O N S are used to obtain very specific information. They are
valuable for obtaining indepth information or for asking follow-up questions on topics
brought up by a candidate’s other responses. For example, “What computer courses have
you taken?”
A L T E R N A T E C H O I C E Q U E S T I O N S give the applicant two or more equally
desirable or undesirable options. For example, “Do you prefer establishing your own work
priorities or having them assigned to you?
O P E N - E N D E D Q U E S T I O N S encourage applicants to express ideas and
information they feel are important. Background information relevant to the position is
explored related to experience, education, training, achievements, etc.. Probing specific
skill areas, as opposed to a broad-brush approach to questioning, generally produces better
information on which to make fine distinctions among qualified applicants. For example,
rather than “Tell us about the jobs you’ve held”, the committee might ask “Tell us about
your experience writing and negotiating contracts.”
S I T U A T I O N A L Q U E S T I O N S provide a technique to evaluate the applicant’s
ability to solve job-related problems or situations that may actually occur on the job. They
are used to assess an applicant’s ability to recognize important aspects of situations or
problems, analyze them and provide reasonable options or workable solutions. For
example, “You have called a major briefing in your organizational unit to propose the
implementation of a new program. As soon as the proposal is disclosed, the session turns
into a free-for-all. Describe some possible actions you might take to regain control of the
meeting.”
W I L L I N G N E S S Q U E S T I O N S establish whether an applicant is aware of the
conditions of employment and is willing to accept them. Willingness to travel is an
example, shift work another, willingness to work in a fast-paced environment, willingness
to work extra hours. This is a way to reinforce the more prominent conditions of
employment even if the applicant read them in the job announcement.
J O B I N T E R E S T Q U E S T I O N S are useful to ask to establish which aspects of their
jobs applicants particularly enjoyed; or which activities they avoided or were least
interested in performing. Other questions of this type include, “Why did you choose this
line of work?”, “What do you think you can contribute?” If several applicants have
comparable experience, a selection factor may be the level of interest and motivation to do
the work.