Let`s say after interviewing a few candidates, it becomes clear that one of the interview questions is a dud (confusing to the candidates or doesn`t get to the information you want to get). What is best - keep asking it "as is" to be consistent across candidates, or change the question to another question that will get the information I need, more effectively? I want to do the latter, and then evaluate the candidates while keeping the change in mind, because I want to hire most effectively, but others are hesitant because it may give later candidates an advantage. 

tlhausmann's picture
Licensee BadgeTraining Badge

Call the question, which behavior is more likely to get your firm a better candidate?  By retaining a bad question your group may be losing a great candidate thinking "why would I work for them?"

Even worse yet, by being "fair", is there a higher chance your group would hire candidate who is not a good fit?

Set the bar high.

Did you use the Manager Tools Interviewing Interview Creation Tool?

Are you using the Interview Results Capture Meeting?

SuzanneB's picture

Give up the question. there's no good reason to keep asking a bad question. 

NFPmanager's picture

Thanks guys, confirms my instinct. I am happy to report I did use the Manager Tools interview creation tool and as many of the relevant podcasts as I could (including the one you link to)!