How can you use open-ended and closed-ended interview questions to assess candidates?

Every HR personnel that calls a candidate for an interview on the basis of the screening expects them to be a great fit for the role. Interviews taken may lead to a positive or a negative path based on the interaction so it is key responsibility of an interviewer to create an environment for a candidate to express their thoughts, opinions, experiences or ideas in a comfortable manner. Open and close ended questions always helps an interviewee to share their input on the asked questions.

Open-ended questions are so important when helping assess a candidate allowing candidates to open up more on their experience without limiting their answers. These questions usually start with "How", "Why", "What", "When", "Tell me". Allowing for detailed answers from candidates and for them to showcase themselves. As the recruiter you gain a better understanding of their experiences and what they are after. Close-ended questions limit the responses you get from a candidate as they normally lead to "Yes" or "No" answers and then you are stuck asking more questions to get a better assessment of their skills and experience. These questions start with "Do", "Have" or "Are". They can be useful but its always best to use open-ended questions.

Open-ended questions encourage expansive responses using "how," "why," or "what," fostering detailed, diverse answers that reveal creativity and problem-solving skills. In contrast, closed-ended questions limit responses to predefined options like "yes" or "no," verifying specific information efficiently but restricting depth compared to open-ended queries.

Open-ended questions encourage candidates to share detailed insights, showcasing problem-solving and communication skills, while closed-ended questions provide specific information, helping assess knowledge and suitability for the role. Combining both types offers a comprehensive evaluation of candidates.

Open-ended interview questions allow candidates to provide detailed responses, revealing insights into their thought processes, problem-solving abilities, and communication skills. Examples include "Can you describe a challenging situation you faced at work and how you handled it?" Closed-ended questions, on the other hand, are useful for obtaining specific information, often requiring a concise response. For instance, "Do you possess experience with a specific software tool?" Combining both types ensures a comprehensive evaluation of candidates during the interview process.

One of the first things I learnt in recruitment was how important knowing when and how to change between open and closed questions. Open questions give the respondent an opportunity to reply in detail rather than just 'yes' or 'no' this is specifically important when identifying what candidates are looking for but also to get to know your clients. Closed questions are good if you just want to know 'yes' or 'no' i.e. can you attend the interview tomorrow at 12:00PM? You need to identify when a closed question is appropriate, when gathering information always try and remember to keep your questions open, trust me, it'll help you long term once you get into this habit!

Open-ended questions prove effective in exploratory, behavioral, or situational interviews, delving into candidates' motivations, values, and actions. They reveal strengths, weaknesses, achievements, and cultural fit. Conversely, closed-ended questions are apt for screening, technical, or factual interviews, verifying qualifications and skills, filtering candidates, and aligning responses with set criteria or scores. The context and purpose of the interview determine the choice between these question types.

The timing and purpose of using open-ended and closed-ended questions are different. For instance, during candidate interviews: When I aim to establish a rapport, gather more information, and understand their perspectives, I would use open-ended questions. These help me delve deeper and gain insights. On the other hand, when I need specific details, validate information obtained earlier, or quantify previous data, I tend to use closed-ended questions. These are instrumental in confirming facts and obtaining precise details. Imagine the entire interview conversation as a funnel for gathering information—first, gathering enough information before filtering for the precise details we seek.

In a recruitment process, the type of questions you ask can make a significant difference. Closed-ended questions are great for assessing essential criteria, such as qualifications or skills. On the other hand, open-ended questions can help you evaluate a candidate's behavioral and situational capabilities. They allow for tangible examples to be considered when understanding a candidate's suitability for a role. So, whenever you're recruiting, it is crucial to use both closed-ended & open-ended questions to gain deeper insights into candidate suitability. Closed: "Do you have a valid drivers licence?" Open: "What process did you undertake when preparing for this interview?"

As perguntas abertas devem ser utilizadas quando precisamos saber qual situa??o mais desafiadora o candidato enfrentou em sua última experiência, o que ele fez e como aquela quest?o foi resolvida, por exemplo. Já as perguntas fechadas devem ser mais utilizadas para confirmar alguma quest?o, como por exemplo se ele terminou determinado curso ou se sua última experiência foi na última empresa descrita no currículo.

Crafting effective open-ended questions involves aligning them with job requirements, utilizing frameworks like STAR or CAR, and probing for specific examples while avoiding bias or ambiguity. Employ a rubric for fair evaluation. Closed-ended questions require clear options, avoiding biases and complexities, while balancing positive and negative queries. Employ a scoring system for assessment. Understanding what's measured and avoiding biases ensures question effectiveness in evaluating candidates.

Designing open-ended questions involves framing queries that encourage detailed and subjective responses. Start questions with words like "how," "what," "why," or "describe" to prompt expansive answers. For instance: "How do you feel about our new team structure?" "What challenges did you face during the project?" When designing closed-ended questions, aim for specific answers or limited choices. Use words like "is," "are," "do," or "did," and provide options or ask for a yes/no response. Examples include: "Did you attend the training session?" "Is the new software user-friendly?" "Do you prefer option A or option B?"

Tanto as perguntas abertas quanto fechadas precisam ser elaboradas de acordo com o perfil da vaga e o que cada gestor espera dos candidatos, tanto nas quest?es técnicas quanto comportamentais, por isso é fundamental para nós, recrutadores coletarmos o máximo de informa??es que pudermos durante o alinhamento inicial feito com os gestores quando a vaga é solicitada para conseguirmos elaborar o tipo de pergunta a ser utilizado de forma assertiva.

In interview assessments, a blend of open-ended and closed-ended questions proves instrumental in gaining a comprehensive understanding of candidates. Open-ended queries delve into a candidate's analytical and communication skills, prompting detailed responses on experiences and challenges. Simultaneously, starting with closed-ended questions establishes foundational details and verifies qualifications, ensuring alignment with job requirements. This balanced approach enables a thorough evaluation, allowing interviewers to make well-informed decisions about a candidate's suitability for the role.

Acredito que o planejamento antes, durante e depois cada processo seletivo é o melhor para analisar o equilíbrio entre perguntas abertas e fechadas, se o recrutador n?o estiver alcan?ando seus objetivos com rela??o a determinada vaga, a falta de equilíbrio entre perguntas abertas e fechadas pode ser um dos motivos, ent?o é hora de ver qual tipo de pergunta está faltando ou sendo feita em excesso e mudar a estratégia na próxima entrevista.

A mix of open-ended and closed-ended questions during interviews is crucial for a thorough candidate assessment. Open-ended questions probe candidates' analytical and communication skills, encouraging detailed insights into their experiences and challenges. Conversely, starting with closed-ended questions verifies qualifications and establishes foundational details, ensuring alignment with job requirements. This balanced approach facilitates a comprehensive evaluation, enabling interviewers to make informed decisions regarding a candidate's suitability for the role.

Employing a combination of open-ended and closed-ended interview questions is an effective way to evaluate candidates thoroughly. Candidates are encouraged to give thorough answers to open-ended questions, which reveal information about their communication abilities and mental processes. Conversely, closed-ended questions allow for a speedy assessment of particular skills or knowledge. To make your questioning more effective, craft open-ended questions that will elicit thoughtful answers and emphasize behavioral scenarios. Make sure your closed-ended questions are precise and directly related to the most important job requirements to improve them.

Improving open-ended questions involves: Clarity and Precision: Craft questions that are clear and concise to avoid confusion. Depth and Detail: Encourage elaboration by asking more specific or probing questions. Avoiding Leading Language: Ensure questions are neutral and don't guide respondents toward a particular answer. Active Listening: Listen carefully to responses and ask follow-up questions based on the information shared. Practice: Continuously refine questions based on feedback and experience.

A melhor forma de melhorar tanto as perguntas abertas quanto fechadas é analisando se suas entrevistas est?o alcan?ando o objetivo de fechar as vagas em aberto com candidatos aderentes ao perfil solicitado tanto nas quest?es técnicas quanto comportamentais. Uma boa estratégia para realizar esta análise é através do feedback de gestores e candidatos além de nos mantermos sempre atualizados sobre nossa área de atua??o. Somente assim conseguimos analisar se durante a entrevista estamos fazendo as perguntas corretas ou se precisamos melhorar nesta quest?o.

As perguntas desempenham um papel crucial durante o processo de avalia??o de candidatos, mas é fundamental compreender quando, em que momento e por que devemos usá-las. Uma abordagem estratégica come?a ao identificar claramente a finalidade por trás do seu uso. Ao estabelecer a raz?o, podemos empregar uma combina??o estratégica de perguntas abertas e fechadas, as perguntas podem nos proporcionar insights valiosos. Esses s?o alguns dos diversos aspectos que podemos explorar: experiência profissional, motiva??o, resolu??o de conflitos, habilidades, conhecimento do setor/negócio, entre outros. Com perguntas pertinentes, temos um panorama abrangente que nos auxilia na identifica??o do candidato que dar "match" com a posi??o em quest?o.

Is very important to have experience in recruitment to be able to evaluate what kind of questions you use to can get the adequate answers to met your achievements. After several years with intensive recruitment, a skilled professional will be able to construct a based guide for their questions and also flexible enough to introduce other questions that he/she knows are going to be useful to get the candidate profile.

Whether it's an open or closed question, when asking, it's essential to pay attention not only to the question itself but also to your facial expressions, tone of voice, and body language. This ensures that the person being asked doesn't feel like they're being interrogated or that you're trying to manipulate information out of them.