During my early days in recruitment, I discovered an effective technique while interviewing job applicants. I noticed that most candidates tended to give brief, often one-word responses to questions, rarely expanding on their answers. This observation led me to experiment with open-ended questions, which require interviewees to formulate their thoughts and respond in complete sentences.
This approach yielded positive results. As candidates began to speak more, their comfort level visibly increased. They expressed themselves more clearly and eloquently, using full sentences. This shift made the interview process smoother and more beneficial for both parties involved.
Intriguingly, the more I encouraged candidates with follow-up questions, the more they opened up. Once they started talking, they often found it hard to stop. In fact, they became so at ease sharing their experiences and thoughts that I frequently faced the challenge of politely interrupting them to keep the interview within the scheduled time frame.
This method not only improved the quality of information gathered, but also created a more relaxed and productive interview environment.
Why You Should Ask Open-Ended Questions
Open-ended questions are those that prompt respondents to give comprehensive and detailed answers instead of just a straightforward “yes” or “no.” These types of questions encourage individuals to share more about their background, skills, experiences and value, leading to deeper and more nuanced insights.
On the other hand, closed-ended questions limit responses to a specific range of choices, often resulting in concise and definitive answers.
Both interviewers and interviewees benefit from the use of open-ended questions in interviews. For interviewers, these questions can reveal unexpected insights and enhance their understanding of the candidate’s viewpoints and experiences. For interviewees, open-ended questions offer a chance to articulate their thoughts fully and showcase their expertise and value.
The advantages of open-ended questions include fostering engagement, encouraging in-depth responses and enabling the exploration of intricate topics. By promoting a more conversational and exploratory dialogue, open-ended questions can lead to richer discussions and more meaningful connections between interviewers and job candidates.
How To Reframe Close-Ended Questions
These commonly asked job interview questions are intended to elicit brief, one-word responses and leave little opportunity for further elaboration. To conduct an effective interview, these questions should be reframed by the hiring professional to encourage dialogue and allow for more in-depth insights.
1. “Describe yourself in one word.”
This question prompts candidates to summarize their identity or professional persona in a single word. A candidate might choose to emphasize a key strength related to the position, such as “dedicated,” “analytical” or “innovative,” but this response doesn’t offer an explanation as to why they are using this descriptor.
For an open-ended response, interviewers should instead ask: “Describe yourself in one word, and explain why that word perfectly encapsulates who you are.”
2. “What is your greatest strength? What is your greatest weakness?”
Once again, candidates will share a single word that signifies their most significant skill or attribute, such as “leadership,” “creativity” or “resilience.” Similarly, when discussing their weakness, they’ll respond with one word that indicates an area for growth, such as “perfectionism” or “impatience.” However, the question leaves zero room for context.
To avoid a close-ended response, it is better to ask: “What is your greatest strength or weakness, and why?”
3. “Are you a team player?”
This question prompts a straightforward “yes” or “no” answer here and fails to assess the candidate’s preference for collaboration.
The hiring manager, human resources professional or interviewer should instead ask: “Can you describe your preferred collaboration style and provide an example of how it has worked effectively in a team setting?” This encourages candidates to reflect on their flexibility and adaptability within team dynamics.
4. “Do you handle stress well?”
Candidates may respond with a simple “yes” or “no,” but the question falls short in exploring the job seeker’s strategies for managing stress in the workplace.
Instead, ask: “Can you describe a time when you faced a stressful situation at work and how you managed it?”
5. “What motivates you?”
An interviewee might choose to respond with a single word like “family,” “success” or “growth.” However, the phrasing does not encourage the candidate to reflect on their motivations and articulate how these factors impact their work.
A better way to state the question is: “Can you share what drives you in your work and how that motivation influences your performance?”
Open-ended questions extend beyond mere one-word responses by prompting candidates to show self-awareness and effective communication skills. When interviewees are encouraged to elaborate, they provide context, demonstrate their ability to express complex ideas and present specific examples that highlight their value to the team.
By asking candidates to explain their choices, interviewers gain a more profound understanding of the candidate’s professional identity, their awareness of their strengths and how they view their professional worth. This explanation enables candidates to select words that are strategically aligned with the requirements of the job.
Source: Forbes
