In today’s competitive talent market, the difference between hiring an average candidate and securing a truly exceptional one often lies in the interview itself. Yet, many hiring heads still fall into the trap of relying on closed or leading questions that reveal little more than rehearsed answers. To truly gauge a candidate’s potential, a shift in approach is required, one that prioritises open questions, probing follow-ups, and active listening.
Open Questions: Unlocking the Candidate’s Story
Open questions are invitations rather than tests. Instead of asking, “Do you have experience managing a team?” which demands only a yes or no, ask, “Can you tell me about a time you led a team through a challenging project?” Open questions encourage candidates to reflect, narrate, and demonstrate their skills and behaviours in context. They provide insight into not just what a candidate has done, but how they approach challenges, make decisions, and interact with others.
The Power of Probing
As a candidate shares their experiences, the interviewer's role is to dig deeper. Probing questions such as “What was your thought process in that situation?” or “How did you overcome the obstacles you faced?” help uncover depth, consistency, and authenticity. They allow hiring heads to move beyond surface-level answers and identify genuine capability, cultural fit, and potential for growth.
The Pitfalls of Closed and Leading Questions
Closed questions, while sometimes necessary for clarification, can be limiting. They often result in brief, rehearsed answers that tell you little about the candidate’s suitability. Leading questions, meanwhile, can bias responses and reduce the opportunity for candidates to demonstrate their own perspective. Asking, “You handled that project well, didn’t you?” risks eliciting agreement rather than revealing true insight.
Listen Actively, Then Assess Relevance
Perhaps the most crucial aspect of effective interviewing is listening. Hiring heads must not only hear the answers but evaluate them against the requirements of the role. Is the candidate demonstrating skills, mindset, and behaviours that align with the opportunity on offer? Irrelevant or off-target answers are as telling as strong, relevant ones - they indicate where gaps or misalignments may exist.
Conclusion
The most successful interviews are conversations, not interrogations. By using open questions, following up with thoughtful probes, and listening attentively, hiring heads can uncover the candidate’s true potential. Avoiding closed or leading questions ensures that the assessment remains objective, meaningful, and ultimately more predictive of future performance. Remember, an interview is not just about what the candidate says, it’s about what their answers reveal about their fit for your organisation.
