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For making proper decisions about the candidate, it is also important for the interviewer to be prepared about the questions to be asked to the candidate. In almost all interviews, there are certain types of questions which are asked. There are about 7-8 types of questions asked : open questions, closed questions, behavioural questions, leading questions, etc.
Questions like “tell us about yourself” which are raised in the starting of the interview are called open questions. The candidate is free to talk as much as he/she wants to about themselves with respect to profession. The power of the candidate must be kept in mind while answering such questions.
When the interviewee can only answer in “yes” or “no”, the questions are called as closed questions. These questions only provide information related to professional work, or facts and figures. The candidate should first be sure that he/she has understood the questions and if not, must ask for a clearer view.
The imaginary questions can be used to evaluate the thinking capabilities of the candidate. For answering such questions, the candidate must have the exact data and knowledge about the matter.
There is a requirement of answering rationally the questions which are leading. The interviewer may raise questions like “this positions requires hard work and may even create tension for you, can you take all this?”. The candidate may answer in terms of “yes” or “no” on the basis of his/her prior incidents.
The questions which may judge upon the future behaviour of the candidate in the presence of the past experiences are called as behavioural questions. The answer to such questions should be that how can a few of the skills of the candidate which had been raised in the past may become useful for the interviewer.
Certain questions relating to the personal life of the candidate should be particularly avoided by the interviewers. These questions do become useful for selecting the candidates in certain fields, but its substitute is that the candidate should be evaluated on these ideas by keeping him/her under indirect observation.
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Types Of Questions Asked During Interviews
For making proper decisions about the candidate, it is also important for the interviewer to be prepared about the questions to be asked to the candidate. In almost all interviews, there are certain types of questions which are asked. There are about 7-8 types of questions asked : open questions, closed questions, behavioural questions, leading questions, etc.
Questions like “tell us about yourself” which are raised in the starting of the interview are called open questions. The candidate is free to talk as much as he/she wants to about themselves with respect to profession. The power of the candidate must be kept in mind while answering such questions.
When the interviewee can only answer in “yes” or “no”, the questions are called as closed questions. These questions only provide information related to professional work, or facts and figures. The candidate should first be sure that he/she has understood the questions and if not, must ask for a clearer view.
The imaginary questions can be used to evaluate the thinking capabilities of the candidate. For answering such questions, the candidate must have the exact data and knowledge about the matter.
There is a requirement of answering rationally the questions which are leading. The interviewer may raise questions like “this positions requires hard work and may even create tension for you, can you take all this?”. The candidate may answer in terms of “yes” or “no” on the basis of his/her prior incidents.
The questions which may judge upon the future behaviour of the candidate in the presence of the past experiences are called as behavioural questions. The answer to such questions should be that how can a few of the skills of the candidate which had been raised in the past may become useful for the interviewer.
Certain questions relating to the personal life of the candidate should be particularly avoided by the interviewers. These questions do become useful for selecting the candidates in certain fields, but its substitute is that the candidate should be evaluated on these ideas by keeping him/her under indirect observation.
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