Go and No Go Questions
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The document outlines the importance of formulating appropriate interview questions to ensure effective candidate evaluation during the hiring process. It distinguishes between 'go' questions, which are fair and informative, and 'no-go' questions, which are often discriminatory or inappropriate. Additionally, it emphasizes utilizing a variety of question types, including behavioral and fact-and-feeling questions, to obtain a well-rounded perspective of the candidate's capabilities.
Go and No Go Questions
- 1. 1 | MTL: The Professional Development Programme Go and No Go Questions GO AND NO GO QUESTIONS Ask the right sort of questions MTL: The Professional Development Programme
- 2. 2 | MTL: The Professional Development Programme Go and No Go Questions Attribution: All images are from sources where a Creative Commons license exists for commercial use. All icons are on subscription from thenounproject. All clipart is from free sources. The MTL Professional Development Programme is copyright of Manage Train Learn. Go and No Go Questions Introduction: With the interview at the heart of the selection process, it is the questions you ask at interview that determine how successful the interview is likely to be. Poor questions, asked carelessly are likely to lead to poor answers and hence poor information about the candidate. However, when questions are fair, carefully thought out and sensibly put, they can provide you with all the information you need to make well-judged decisions.
- 3. 3 | MTL: The Professional Development Programme Go and No Go Questions 7 reasons for asking questions in interviews 1. INTERVIEW QUESTIONS https://pixabay.com/en/hand-finger-button-switch-start-944307/ There are 7 reasons for asking a question in a recruitment interview. They are: a. to show courtesy to the candidate b. to build rapport with the candidate and gain their confidence c. to gather information d. to find out what the candidate means e. to display simple interest in what the candidate is saying f. to keep the interview going, eg "...and then what happened?" g. to stay in control by observing the candidate.
- 4. 4 | MTL: The Professional Development Programme Go and No Go Questions 2. GO AND NO GO QUESTIONS https://pixabay.com/en/traffic-lights-red-light-traffic-535545/ Some interview questions are OK; some are not As an interviewer, you need to know which questions are "no-go" and which are "go". No-go questions include questions which are personal, patronising, assumptive (ie draw incorrect conclusions); leading; discriminatory, or put- downs. Go questions include questions which are used as starters; for information; rapport- builders; linkers; behavioural; summarising, paraphrasing and concluding. No-go questions may be unfair, rude and discriminatory. Go questions are always fair, genuine and non- discriminatory.
- 5. 5 | MTL: The Professional Development Programme Go and No Go Questions Don’t use killer questions unless they are justified 3. KILLER QUESTIONS https://pixabay.com/en/gunshot-muzzle-pistol-weapon-1632387/ Recruitment consultants, Office Angels, found that 75% of interviewers used a range of "killer" questions to find out how people react under extreme pressure. They include the "throw them" question such as a sudden request to "Tell me a joke“; the test question, eg "Name five members of the present Cabinet"; and the deflating question such as "What was the one question you didn't want me to ask?". Killer questions are no- go questions if they are unjustified by the job's person specification.
- 6. 6 | MTL: The Professional Development Programme Go and No Go Questions 4. STARTER QUESTIONS https://pixabay.com/en/athletic-field-ground-lane-lines-1867053/ Have a starter question for each prepared question Starter questions are questions you use to start off discussion about each requirement of the person specification. For example, if a job needs someone who can write good reports, a starter question might be: "How would you go about writing a report on a case of shoplifting?" Starter questions mean that you treat everyone equally, since everyone should get the same questions on each of the job criteria.
- 7. 7 | MTL: The Professional Development Programme Go and No Go Questions https://pixabay.com/en/brain-turn-on-education-read-book-770044/ Behavioural questions get people to recall the past 5. BEHAVIOURAL QUESTIONS Behavioural questions are based on the premise that the best indicator of future performance is past performance. Behavioural questions make 3 types of enquiry: key incidents from the past, eg "What was your most successful project?"; examples of behaviour from the past, eg "Tell me about a time when you had a really tight deadline. What did you do?"; hypothetical situations, eg "What would you do if you had a tight deadline that you knew you couldn't meet?"
- 8. 8 | MTL: The Professional Development Programme Go and No Go Questions 6. A ROUNDED PICTURE https://www.flickr.com/photos/akras/3865605466/ Ask interviewees about both successes and failures Counter-evidence questions are used in behavioural-type interviewing. They aim to balance what may be a one-sided picture of the candidate's abilities by asking the interviewee to talk about a bad experience after they have described a good one. "What was the most satisfying arrest you made as Security Officer?" Then, after the interviewee has replied in glowing terms: "Could you tell us about a time when things didn't go so well?"
- 9. 9 | MTL: The Professional Development Programme Go and No Go Questions Fact and feeling questions provide rounded information 7. FACT AND FEELING https://www.flickr.com/photos/47237198@N06/5111354361/ Fact and feeling questions used in sequence are not only a good combination of contrasts; they also double the amount of information you get from an interviewee. "What did you do at XYZ company?" (Factual question). "How do you feel about the time you spent there?" (Emotive question). "I was deputy manager for two years and manager for three." It was a very valuable experience but I didn't feel their culture was right for me. It was very bureaucratic and backward- looking. I like to get things done."
- 10. 10 | MTL: The Professional Development Programme Go and No Go Questions This has been a Slide Topic from Manage Train Learn AFinal Word The hallmark of a successful interviewer is having a full range of question types at his or her fingertips, knowing which to use when, and being able to put them in a way that elicits the information needed.