Here's how you can maximize the impact of asking questions in an interview.

1. Prepare Thoughtful Questions: Understand the organization’s culture, values, and recent developments. Tailor your questions to reflect this knowledge. Focus on areas such as role expectations, team dynamics, and company goals. This shows your interest and initiative. 2. Listen Actively: Pay close attention to the interviewer’s responses. This demonstrates engagement and allows you to ask follow-up questions that can deepen the discussion. 3. Be Curious and Authentic: Show genuine curiosity about the role and the company. Authentic questions often lead to more meaningful exchanges and can reveal mutual fit. The key is to create a conversational atmosphere where both parties feel engaged and valued.

An interview is intended to determine the suitableness of a candidate for a position. Ask all candidates the same core questions. Five part questions are ludicrous and too often used. Simple, clear, and challenging questions are fair game. Tailor questions to the level and type of position. For higher level positions, use one diverse panel the entire interviewing process. Beware of biases. Common questions for candidates should answer these basics: is the candidate qualified, do their answers demonstrate needed capabilities & knowledge asserted in the resume, do they provide the desired skills, attitude, and potential to fill the position? Just to make it to the interview stage means they are on a short list. Treat them that way.

Some ways of asking questions are :- 1. Feedback on your communication. Asking “Yes” or “No” questions such as, “Was this discussion helpful?” (where the expected answer is ‘yes’) won’t help you gauge the impact of a meeting. Instead, ask people what struck them during the conversation to glean an array of useful information such as, “I was struck by the amount of work Victor invests in teeing up financial data and I will no longer take it for granted.” 2. Insights on meeting management. Let’s say you wanted to cover the process for budget priorities as well as a product launch. If most of the comments at the end are about the budget, it could mean: you over indexed on the budget and rushed through the product launch.

The first step is to make the candidate comfortable so that he/she can shed any inhibitions and perform at an optimum level during the interview. A sharp interviewer will get enough cues from the self-introduction part to carry the interview forward and almost make a decision on candidate selection. The more you make the candidate come out the more the impact gets maximised and more the chances of getting an appropriate fit.

Ao longo do tempo de trabalho a experiência adquirida as observa??es e percep??es s?o de que as perguntas e abordagem devem ser adaptadas de acordo com a vaga em quest?o e o perfil, nível de maturidade do candidato. Para todos os casos é crucial a comunica??o clara e sem ruídos, escuta ativa, perguntas abertas e perguntas fechadas de forma que o candidato possa sentir-se seguro e confortável para trazer as expectativas, os pontos positivos e adversidades, tal como demonstrar sua essência. Enquanto candidata minha percep??o é que vários formulários e tarefas a serem feitas antes de um bate papo s?o exaustivos e depende a vaga, gera muita desistência, ou seja na candidatura já está chato e cansativo, se contratado como será o trabalho ent?o.

Em suma, a escuta ativa se configura como uma ferramenta poderosa na busca pelo candidato ideal, permitindo ao entrevistador ir além das respostas superficiais e desvendar o verdadeiro potencial do indivíduo. Através dessa prática, é possível identificar candidatos que n?o apenas possuem as qualifica??es técnicas necessárias, mas também demonstram paix?o, resiliência, capacidade de aprendizado, excelentes habilidades interpessoais e alto potencial de crescimento. A escuta ativa transforma a entrevista em uma verdadeira sinfonia de informa??es, onde cada palavra, cada gesto e cada express?o revela a melodia única de cada candidato, guiando o entrevistador na escolha da pe?a perfeita para completar a orquestra da sua equipe.

Focus on the candidate's responses without interrupting. Use open-ended questions to encourage detailed answers and follow up for deeper insights. Pay attention to non-verbal cues and clarify uncertainties. Summarize their points to show understanding and encourage further dialogue. Active listening reveals more about the candidate's skills, experiences, and fit, making your questions more meaningful and the interview more effective.

One thing that I have found helpful in developing my active listening skills, is using phrases such as “I know you mentioned …”. This questions allows me to reiterate what they mentioned and then build my questions based of that. This also gives the candidate the chance to correct anything that I may have misunderstood.

Em todas as entrevistas realizadas sempre pe?o para o candidato (a) me dizer como foi para ele o momento, se tem alguma pergunta ou contribui??o, e pe?o para deixar-me um feedback para que eu possa melhorar profissionalmente. é muito comum os candidatos responderem que sentiram-se à-vontade e ouvidos, que todas as perguntas foram respondidas no decorrer do bate papo, que as trocas realizadas foram de grande valia para eles, e até que se sentiam mais preparados para próximas entrevistas. Ponto que mais se destacava nos feedbacks, a aten??o demonstrada a eles enquanto falavam, e o quanto sentiam que de fato n?o eram apenas mais um candidato ali e sim um profissional que estava sendo tratado com respeito, acolhimento, direcionamento.

I couldn't agree more with the importance of follow-up questions. As a public administrator in local government, I've found that asking questions like "What did you learn from that?" or "How did that experience shape your approach?" truly enriches the conversation. It shows genuine engagement and often uncovers deeper insights into a candidate’s abilities and work style, which are crucial for making informed hiring decisions.

Follow up questions are a great way to further engage in conversation with the candidate. This opens the door to remove the preset questions and just “go with the flow”. In interviews, I like it to be more of a conversation than an interrogation of the candidate.

Aprendi na forma??o de coaching que a arte de fazer perguntas é uma ferramenta poderosa. Desde ent?o comecei a aplicar como ferramenta em minha vida, logo no trabalho também. Fazer as perguntas na ordem correta, ajuda ao candidato também a ter melhor desempenho na entrevista superando a ansiedade do momento. Ponto de aten??o é n?o entrar em areas que n?o compete na entrevista, ou seja n?o se evasivo, da mesma forma cuidar para n?o fazer perguntas prolixas sem uma intencionalidade ou estratégia, a perguntas devem ser para extrair do candidato o seu potencial, as habilidades técnicas, comportamentos, assim como seu momento de vida pois pode ser um profissional excelente para outra fun??o, e o entrevistador deve fazer o direcionamento.

Extremamente assertivo é deixar o candidato perguntar sobre a empresa, sobre a fun??o, sobre o trabalho, sobre o dia a dia, sobre os benefícios, sobre plano de carreiras. Dessa forma o entrevistador terá a percep??o dos pontos que mais s?o valorizados por ele.

Assessing fit within a local government organization during the interview process is crucial. It's not just about finding someone with the right skills, but about ensuring they align with our community values, culture, and mission. A good fit fosters collaboration, enhances team dynamics, and ultimately leads to better service for our residents. It’s essential to evaluate how a candidate's personal and professional values mesh with the organization’s goals to build a cohesive and effective team. Ensuring this alignment helps us maintain a positive work environment and promotes long-term success and stability within our local government.

Reflect and adapt is something that I am learning to do more of. Not all candidates have the same background so knowing what to ask (that hasn’t already been discovered) can be a great way to discover more about the candidate. Some of my best questions have come from asking follow up questions based off the candidates initial responses. This is a great area to further enhance my skills.

Aprendi que nada é t?o bom que nunca possa melhorar, ao final de cada entrevista fa?o as anota??es quanto as percep??es da entrevista, quanto ao candidato sobre o feedback trago por ele para o momento da entrevista, tal como minha condu??o para as reflex?es e melhorias continuas. Gosto muito de buscar na internet aprender com os demais profissionais, observar o que eles tem como critério de analise e avalia??o, dos testes, das perguntas, sempre aprendo muito e levo para as entrevistas, claro compartilho com os demais colegas que est?o em processo, para que todos possamos evoluir juntos.

When you get it wrong and hire someone who isn’t the right fit for your organization, it’s essential to address the situation proactively and positively. First, recognize the issue early and have an open, honest conversation with the employee about your concerns and their experiences. Provide additional support and resources to help them align with the organization's values and expectations. If the fit still isn't right, work collaboratively to find a solution, which may include transitioning the employee to a role better suited to their strengths or, if necessary, parting ways amicably. By handling the situation with transparency and empathy, you can minimize disruption and maintain a positive work environment.

Focus on open ended questions that encourage detailed responses. Ask about the company's challenges, culture, and the role's expectations to show your interest and understanding. Tailor your questions to the interviewer's position for a more engaging conversation. This approach demonstrates your critical thinking and can leave a memorable impression.

Most of the interviews I conducted were constructive and filled with improvised questions, it is important for the interviewer to have a direction but to explore topics that may arise during the interview. Focus on the key points and explore the opportunities that arise during the dialogue. Success to all.

Encontrar o candidato ideal exige mais do que métodos tradicionais. é preciso mapear as competências essenciais (hard & soft skills e alinhamento cultural), ampliar as fontes de busca (internas, externas e inovadoras) e utilizar ferramentas inovadoras (softwares, gamifica??o e IA). A avalia??o deve ser abrangente (currículo, entrevistas, testes e referências) e a experiência do candidato, positiva (comunica??o clara, feedback e agilidade).