Open-ended interview questions require thoughtfulness from the applicant and force him to express his opinion, to reveal his attitude to a particular phenomenon. For example, the candidate may be asked to evaluate his past experience in application to a new situation, in a new position.
Open-ended questions for the interview candidate:
Tell us how you dealt with work under time pressure?
The reasons why you chose our company?
What would you like to tell about yourself?
Tell us how you managed chinese student data package to improve production performance at your previous company?
What meaning do you put into the words "ideal job"?
Can you describe a time when you helped cut costs at a previous job?
Closed questions for interview candidates
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Name the strengths and weaknesses of your character.
What methods do you have to minimize mistakes and failures?
What is the biggest challenge you have faced at work?
What benefits do you expect from the new position?
What do you think needs to change in the way our company operates to reach a higher level?
What do you think is holding back the development of our industry as a whole?
The information content of the answers to such questions is very high. To reduce the degree of tension, open questions should be mixed with simple closed ones.
"Pitfalls" for the HR specialist: when the question is not formulated specifically, the answer may go into an unnecessary plane. The HR specialist must hold the thread of the conversation in his hands.
Hypothetical Interview Questions
Questions that ask the applicant to solve an imaginary problem or a non-standard situation look like this:
If you were starting our company from scratch, where would you start?
What would you do if you were entrusted with a project that did not meet your goals and ambitions?
If you noticed a decline in motivation among employees, what would you do to improve the situation?
Imagine what your industry will be like in five years. What do you think we need to prepare for?
If you were in charge of production, how would you improve labor efficiency?
If you started your career over again, what would you change?
Who would you like to see as your mentor in your new position and why?
If you were the head of the HR department, which candidate would you choose for the vacant position?
What would you do to improve communication in our company?
What would you do if you noticed a deterioration in the moral climate in your team?
How would you spend your generous investment in employee training?
Closed questions for interview candidates
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Such questions are not asked out of curiosity. They are very useful if they concern real production problems and difficult situations.
The "pitfalls" of such a survey: too much importance is attached to the answers. In this case, it is not the details that are important, but the candidate's approach to solving the assigned tasks of increased complexity. The ability to overcome difficulties, especially unforeseen ones, is what is important.