The main purpose of the interview is to get enough information to help you answer the question “should I hire this applicant”?  At least, it should give you enough information to take it to the next level.  In this entry, I want explore some types of questions that might be used during an interview.

The first question type is also the largest problem:  The Closed Ended Question.  Consider the question “Have you used ASP.net?”  The interviewee can easily respond with a short, yes or no answer.  You have very little information gained from such a question.  I see this question type used a lot with the same result, a short response that gives little information.

The open ended question is much better.  An open-ended question expects a broader answer, gives the applicant more room to talk.  For example, “Tell me about your experience using ASP.net.”  Use closed ended questions for items like “When can you start?”, “Can you be to work at 6 am?”  Use it for questions where you expect a yes or no answer.

Another question type to use is Past Performance Questions.  Past performance questions are great questions.  These questions are used to inquire about a persons past history. 

Remember to keep the questions open-ended.  For example, “Tell me about a time when you had to work to meet a project deadline”  How well a person has done in the past can give us a view to how well you will do in the future.  Ask these questions early in the interview.  People like to talk about their past.  It makes them feel comfortable.

Another type of question is the Negative balance question.  These questions focus on the negative.  Everyone has had experiences when things did not go right.  Ask these questions to allow you to gauge how the person reacted.  For example, “Tell me about a time when you missed a defect during testing.”  Or, “Tell me about a time when you missed a deadline.”

Be sure to dig further if you find something troubling or you would like more information.  To get confirmation, ask another question.  “Tell me about another time when this happened.”  It may be nothing to be concerned about.

When the interviewee seems reluctant to give information or doesn’t seem to want to talk, you can use a technique called the “half-reflexive” question.  Ask a question that is half-right and listen to the response.  “I think that when pressed for time it is ok to add new functionality without adding new unit tests.”  “What do you think?”  The interviewee has to respond.  It also helps to expose the folks who agree to everything you say.  Don’t overdo this one though or you may come off as disingenuous.

Another tip to get more detail is to say something back that the interviewee said.  This is called a Mirror question.   The purpose is to get them to reveal more details.  For instance: In talking about their experience with Ruby programming, the interviewee mentions that they used “Duck typing”.  You want to know more about their level of experience.  You might say “So, you’ve used duck typing?”  And, then wait for the response.  Listen carefully and build your questions upon their responses.

Be careful with leading questions.  Saying something like, “We work in a fast paced environment”, and then follow it with, “How do you handle stress on the job” may give little information.  You have lead with some information about what you expect and they have complied.  A better question would be something open-ended, without the lead in.  For example: “Tell me about a time where you felt stress on the job?”  Then follow up with “How did you handle it?” 

Reporters like to ask a variety of questions in order to prepare a story.  They ask Who, What, Why, Where, When, How.  This is called layering a question.  This allows you to explore all areas of the topic.  For example:

        Have you had defects get through to the client?  (Opps!  Closed question)

        Tell me about a defect that made it to the client? (Good.  Recovering with the open question)

        How did the situation arise? (how)

        Who was responsible? (who)

        What did you learn? (what)

        Why was this allowed to occur? (why)

        Where did the problem originate? (where)

Don’t accept the first answer to questions but probe further by asking who, what, why, where, when and how.

One simple way to layer is to stretch a question.  When an answer if given, ask: “Can you tell me more about…”  “Can you give me another example?” or “What did you learn from that experience?”

I hope I have given you something you can try in the next interview.  How well the interview goes depends on the information you get from the interviewee.  In your next interview, pay attention to the questions asked.  Consider the information you get back.  Adjust your technique for the next interview.  Then you are well on your way finding your next great hire.

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