You’ve likely experienced many types of prompts or questions amidst a job interview, or asked them yourself. According to the principle, should uncover an applicant’s actual identity and personality and help figure out whether he or she would be a decent fit for the position. Honestly, the responses to these questions are not that telling.
As indicated by Richard Davis, a partner and a management psychologist at RHR International LLP, getting a good read on somebody is about the follow up discussion. But still most managers acknowledge the first answer and proceed onward to the next question.
“I would say, leading and conducting interviews throughout the previous 12 years, I have discovered that it is on account of the first response to one of the questions that is just imperceptibly accommodating and may even be irrelevant,” Davis writes in Harvard Business Review. “Yet most questioners mostly recognize what they listen (great or terrible) and, without asking any follows ups, move to the next topic on their list.”
The thing about follow-up questions is that it obliges you to give careful consideration to the candidate’s answers so you can trust on them. At the same time the result is worth the payoff, Davis composes. The follow-up inquiry is the thing that will reveal what you’re trying to know.
On the off chance that you’re still worried about asking a follow-up question, Davis presents three separate sorts of questions you can ask:
- Repeat the initially asked questions and just change them a little bit. In the event that the candidate deflects the question or doesn’t provide for you the answer you’re searching for, try utilizing an expression like “Let me ask you this in an alternate way”. That gives the candidate another chance, while in the meantime it gives room to the likelihood that the first question wasn’t clear enough. Simply be careful about overusing the same expression and switch it up with comparative choices.
- Associate their response to something they said previously. Say something like, “Goodness that is similar to what you said before about…” not just does that help you improve understanding of the applicant but it additionally demonstrates that you are giving careful consideration. Once more, be careful about using this too much; you would prefer not to make it feel like an interrogation.
- Get some information about the ramifications of an answer. If the applicant says that his greatest weakness is consistently a perfectionist, ask how that plays out in the work environment.
The specific questions you ask aren’t necessary as long as you’re forwarding a meaningful discussion that uncovers a hopeful personality. It’s about going past the first question to transform a stock answer into something more critical.
“Thinking of an extraordinary list of questions is just the initial step in conducting an interview,” Davis composes. “It’s the follow up questions that will truly let you know who you’re dealing with”.