I've got several open positions and I'm following the MT advice on interviewing for them.  One thing that I probably missed is whether or not all interviews should ask the candidate the same questions.

It seems like it would generally be a good idea, and I'd like to confirm if this is what MT advises.

Thanks for any comments!

mattpalmer's picture

The MT advice is that all interviewers should ask the same questions.  The rationale is that it allows interviewers to probe in their own ways, and glean further insight into the candidate's thought processes, and then the different interviewers can compare their information in the yes/no decision meeting.

Personally, I don't have everyone ask the same questions -- yes, I don't follow the MT guidance universally.  I believe there's enough areas of a candidate you want to cover that going over the same ground multiple times is a waste.  What I *do* do, however, is carefully plan which interviewers will cover which areas of the candidate's suitability (different technical areas, cultural "fit", team dynamics, etc), and their yes/no call has to be backed up by specific evidence of the candidate's fitness in that area.  I know it isn't the MT guidance, but I've never worn a suit to an interview, either, and I've not had any trouble getting jobs.  (grin)

duplicate_account_MarkAus's picture

I use a standard set of behavioural questions across all candidates for a particular role.   This comes out of what skills, traits, characteristics and abilities I need for the role.  

I believe you need this to make "like for like" comparisons (as best as you can) - which I believe is also MT guidance.   For me, there's nothing worse than trying to make decisions without a common set of decision criteria.

I think of my set questions as a "map".  I inevitably get off track through follow up questions (or even just having a quick laugh about something with the candidate) but I know I can just glance down at my notes and know what I need to get to next.   The "map" also functions as a quasi-agenda : 10 questions in an hour means roughly 6 minutes per topic, as an example.   Having questions jotted down keeps the interview on track.

(Unlike Matt, I always wear a suit.  I actually love good suits and would wear them all day if I could - unfortunately they're overkill for the day to day in my line of work!)




campbellronald7's picture

It depend on whom you are interviewing and what type of candidate you are interviewing and related to which field the candidate is from. Some times when the candidate is from an experienced background then you need to ask him the questions about his past experience and later there are some questions that are genuine in nature that you need to ask a candidate about it so they aren’t same but mandatory in nature