Asking closed questions during an interview limits the depth and breadth of information you can gather from a candidate, potentially hindering your ability to accurately assess their suitability for a role. Here's a breakdown of the disadvantages:
Limitations in Information Gathering
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Superficial Answers: Closed questions typically elicit brief, factual responses like "yes," "no," or a single word. This prevents the candidate from elaborating on their experiences, skills, and thought processes. As noted by the reference concerning surveys, closed questions "prevent respondents from going in-depth with their answers." This applies equally to interviews.
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Restricted Insights: You miss out on valuable insights into the candidate's personality, problem-solving abilities, and communication style. Closed questions don't encourage candidates to share anecdotes, examples, or opinions.
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Lack of Context: Without detailed explanations, it's difficult to understand why a candidate holds a particular view or how they approached a specific situation. This lack of context makes it challenging to assess their competence and potential fit within the company culture.
Reduced Candidate Engagement
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Passive Participation: Closed questions make the candidate a passive participant in the interview process. They simply respond to questions rather than actively engaging in a conversation.
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Missed Opportunities for Rapport: Building rapport is essential for creating a comfortable and open interview environment. Closed questions hinder the development of a genuine connection between the interviewer and the candidate.
Inaccurate Assessment
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Difficulty in Gauging Skills: Assessing soft skills, such as leadership, teamwork, and creativity, becomes significantly harder with closed questions. These skills are best demonstrated through detailed examples and stories, which closed questions don't readily allow.
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Limited Understanding of Experience: It's challenging to accurately evaluate a candidate's past experiences and achievements without allowing them to elaborate on their contributions and challenges faced.
Example Scenario
Imagine you ask a candidate, "Are you proficient in Microsoft Excel?" A "yes" answer doesn't tell you how proficient they are. Do they know advanced formulas? Can they create pivot tables? An open question like "Describe a time when you used Microsoft Excel to solve a complex problem" would provide much richer information.
Alternative: Using Open Questions
To overcome these disadvantages, prioritize asking open-ended questions that encourage candidates to share their thoughts, experiences, and perspectives. Examples include:
- "Tell me about a time you failed and what you learned from it."
- "Describe your approach to problem-solving."
- "Why are you interested in this position?"
By focusing on open questions, you can gather more comprehensive information, foster greater candidate engagement, and ultimately make more informed hiring decisions.
