Interview Questions
You and/or subject matter experts create interview questions in advance that are focused on skills and abilities needed to fill a position.
Interview Question Do’s and Don’ts
What kind of questions should I avoid asking during an interview?
Avoid asking questions related to protected class info:
- Do you have a spouse/partner?
- Making assurances about job security;
- Statements that employment will continue as long as the employee does a good job;
- Are you a U.S. citizen? (This can adversely impact national origin.)
- Do you have a visual, speech, or hearing disability?
- Do you have any health related issues?
- Are you planning to have a family? When?
- Have you ever filed a workers compensation insurance claim?
- How many days of work did you miss last year due to illness?
- In what off-the-job activities do you participate in?
- Would you have a problem working with/for a (female/male) (younger/older) coworker?
- Older applicants should not be asked about their ability to take instructions from younger supervisors.
- Where did you grow up?
- Do you have children? How old are they?
- What year did you graduate from high school? (This reveals age.)
- Religion-based questions
- How old are you?
At times interviewers may need to ask a candidate additional questions to help clarify a candidate’s response to a question. Panel members are allowed to ask follow-up questions if necessary. For instance:
- Initial answers are vague, ambiguous, evasive, or do not fully address the lead question.
- The candidate’s tone changes drastically or word choice becomes negative.
- The candidate seems to have difficulty forming an answer or takes extensive pauses.
Possible follow-up questions that can be asked:
- Can you give me an example?
- Please clarify what you mean by…
- Please give me more details about…
- Explain your role in detail?
- Tell me in detail what you did, the steps you took?
- Tell me more about the result?
- You explained to us the situation; tell us more about the action you took and the outcome.
- Did you consider other options at the time?
- How did you react to that situation?
- Tell me about the obstacles you faced in getting it done.
- Describe in sequence the steps you took to get to that point……
- Why do you think you reacted as you did?
- Were you satisfied with the outcome of your actions?
- What was going through your mind when you took that action?
- Looking back on the experience, how do you see things now?
Can I ask the candidate about gaps of employment?
Yes; you can ask about gaps in employment. However, ask all candidates same question about gaps in employment, if applicable. *Make sure to read candidates cover letter, resume or application for this information.
Can I ask all of the job candidates to complete a writing sample or critical thinking test/assessment?
Yes. You can also request candidates to complete this before you schedule interviews and base your interview selection off the responses.
How many questions should I ask my candidates during an interview?
Roughly 10-15 questions that address all areas you are looking for. Do not bog your candidate down in questions. Include questions about inclusivity, building relationships, collaboration and the applicants values. Look for skillsets, learning mindset and how they respond to change.
Accommodation Questions
Question panel asks during interview: “Can you perform the essential functions of the job with or without special accommodations?”
*Let the candidate tell you what they need, do not make assumptions or state assumptions. If candidate states “yes” they do need an accommodation, panel can ask, “What does that accommodation look like” if the candidate does not provide that information.
What if candidate includes health or accommodation information on resume?
Reach out to your HR representative and make them aware of this information.
Interview Question Generator
To create an interview template with recommended questions and an optional scoring rubric, click here for an interview question generator.
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follow this link to go back to the first header
Ability and Characteristic Assessments
Cognitive ability tests can assess how well a candidate adapts to new work environments, understands instructions, solves problems and learns new skills. They are best used in assessing candidates for complex jobs with complex training demands or jobs requiring particular cognitive abilities. Cognitive ability tests often include a combination of basic aptitude tests, such as those listed below, depending on the job’s required or desired capabilities.
Characteristic assessments can be used to identify and compare candidate strengths to technical and social competencies needed to make a candidate successful in a particular job. These assessments can be used to narrow the number of candidates to be interviewed and assist hiring managers in developing targeted interview questions.
Ability and Characteristic Assessments
Cognitive ability tests can be used to supplement behavioral interview questions, where a specific skill is not easily assessed in a conversational setting.
Time constraints can be applied to any cognitive ability or aptitude test as appropriate. These require few resources for administration and do not require skilled administrators. Costs of purchasing a cognitive test is typically less expensive than developing a customized test.
Examples of Aptitude Tests
Abstract Reasoning – evaluates a candidate’s ability to work out new concepts and abstract ideas and rely on the ability to see underlying logic in a pattern of symbols or shapes. These are useful where problem-solving and initiative are important or when dealing with complex data or performing non-routine tasks. These are also closely correlated with IQ tests.
Analytical Reasoning – evaluates a candidate’s ability to reach a logical conclusion or make a prediction based upon statements or specific information. These can be administered through auditory or visual methods depending on what is needed for a specific job.
Error Checking – evaluates a candidate’s ability to quickly identify errors and is usually timed.
In-tray or e-tray exercises – evaluates how well a candidate prioritizes tasks, typically provided in a work or business scenario where the candidate has been given a particular job role and a series of emails to which they are to respond. These can be used to assess time/task management, client focus, analytical skill, interpersonal skill, negotiation skill, and decision making ability.
Mechanical Reasoning – evaluates how well a candidate uses basic principles of mechanics, such as working with levers, pulleys, cogs and springs.
Numerical Reasoning – evaluates mathematical skills or how a candidate interprets and analyzes numerical data to reach a conclusion.
Spatial Awareness – evaluates how well a candidate recognizes patterns and can conceptually problem-solve using shapes, lines or space to achieve a goal.
Verbal Reasoning – evaluates how a candidate processes and analyzes written information and may ask the candidate to make a decision based upon the information provided.
Examples of commercially available cognitive ability tests include:
- Predictive Index Tests – are used to match a candidate’s ability to likely industry settings, such as nursing or criminal justice.
- Revelian Tests – are interactive testing solutions customized to meet unique business requirements. These tests focus on work preferences profile, values inventory/work reliability, and emotional intelligence.
- Wunderlic tests – are a form of IQ tests or General Mental Ability (GMA) tests.
Job Knowledge/Skill Tests
Job knowledge tests are typically exercises or questions to assess technical proficiency or expertise in specific knowledge areas at that point in time, but don’t take into account learning ability or adaptability. Job knowledge tests are inappropriate when on-the-job training will provide critical knowledge, but best used when candidates must already possess a body of knowledge prior to hiring.
After skills are identified, the interview questions should be developed based on those skills. The questions should be:
- Reflective of the job and tied to skills identified for this position
- Open-ended
- Clear and concise
- Free of jargon, acronyms, etc.
Examples of job knowledge and skills that are needed for the first day on the job for given position types are provided below.
Administrative Professionals
Administrative professional positions handle a wide variety of tasks and may require skills including: attention to detail, ability to summarize meetings and anticipate needs, verbal and written communication, organization, time management, resourcefulness, and adeptness to technology.
Job knowledge/skill exercises for administrative positions can include writing, typing, calendaring, data organization, note-taking, reading comprehension testing, and prioritization exercises where a candidate is given a request or scenario and a list of tasks to prioritize and add to as needed.
Skilled Trades
Skilled tradesmen and women are responsible for delivering a specific service requiring specific skills and education. These individuals may have regular interactions with their customers and may require skills including: aptitude for working with their hands, job task planning and organization, problem-solving, adaptability, basic computer skills, mathematics, and the ability to read and understand regulations.
Examples of skilled trade areas include: construction workers, heavy equipment operators, plumbers, electricians, appliance repair technicians, cooks, automotive service technicians, utility operators, and maintenance technicians.
Job skill tests for skilled trades would be dependent on the specific trade and vary widely from technical knowledge testing to physical ability testing. For example, candidates applying for a cook position may be tested in regard to food preparation and sanitation standards, but a construction worker may need to demonstrate the ability to carry a specified amount of weight across a specified distance.
Specialized Professionals
This type of position focuses on specialized technical skill, knowledge, ability, creativity, open-mindedness, communication skills, teamwork, patience, problem-solving, integrity, accountability, time management, and a customer service attitude. Because these position types vary widely, associated job knowledge tests should be selected by hiring managers or subsets of hiring managers for specialized areas.
Job knowledge tests for specialized positions would be dependent on the specific skill area and may test areas of knowledge such as: data structures and algorithms, coding, accounting basics, financial management or contract law. While free online testing exists for some areas job knowledge, commercial testing applications are also available.
Several resources for testing include:
- Data structures and algorithms for software developers: GeeksforGeeks, Hackerrank, Codechef, Careercup, LeetCode, InterviewBit, HackerEarth, etc.
- Accounting and Finance tests/quizzes: AccountingCoach, CorporateFinanceInstitute, TestDome: Automated Skill Testing
Direct Care Professionals
Direct care positions require people-centric skills as well as physical and character skills, such as empathy, self-awareness, listening, verbal communication, ability to maintain calm or de-escalate tense situations, patience, commitment, responsibility, adaptability, confidence, problem-solving, basic health care and hygiene standards, levels of physical strength, manual dexterity, endurance, and general awareness of safety and security. Direct care positions also often require experience with standard healthcare equipment and may also require report writing skills.
Job knowledge tests may include exercises where candidates demonstrate standard tasks, such as: proper equipment cleaning, patient grooming and hygiene, measurement of vital signs, first aid, and use of proper security, safety, and sanitation measures. Tests may also include case study exercises where candidates are asked to participate in a mock scenario and respond according to observations and changes in physical condition, behavior and emotional response, and create an associated summary report.
Facilitators and Managers
Facilitator and manager positions require skills and characteristics including emotional intelligence, listening, delegation, communication, collaboration, positivity, decisiveness, team building, adaptability, problem solving, process design, strategic planning, commitment to growth, and integrity. These positions also often require some level of specific technical knowledge depending on the role. Many of these skills can be vetted through behavioral structured interviews, but exercises can also be useful in evaluating these skills.
Some companies present candidates with a case study or project, related to the position, where the candidates will be asked to provide a solution. Candidates are given time to review provided materials and begin working through the problem, making educated assumptions and explaining their proposed recommendation. Candidates can demonstrate how they approach problems and deal with obscure information to solve a problem. A white board or other means to work through the problem is generally made available. Case study scenarios might focus on topics such as client management, problem-solving, customer service, or strategic planning.
Writing Assessments
Writing Assessments
Written Task Example
Question type: General
Example: Previously, employees were able to telework on Mondays and Fridays, but not on Tuesday, Wednesdays or Thursdays. Employees will now be allowed to telework any day except for Wednesdays. Compose an internal memo informing coworkers of this change in the office's telework policy.
Question type: Technical
Example: Assume the hiring manager you are working with has no experience with conducting job analysis and does not know why you might need to conduct one. Write an email to the hiring manager explaining what a job analysis is, how to conduct a job analysis, and why conducting a job analysis is important.
Prompted Essay Example
Question type: General
Example: Do you think telework has made it easier or harder to do your job and why?
Question type: Technical
Example: If somebody didn't know anything about job analysis, how would you explain it to them?