The Power of Open vs. Closed-Ended Questions

The Question as the Central Tool of the Interview

In a selection interview, questions are the interviewer's central tool.

The questioning strategy used is the secret to staying in control of the process and uncovering the necessary performance evidence.

Although the concept of open-ended and closed-ended questions may seem basic, mastering their practical application is crucial to effective communication, especially in the formal context of an interview.

In essence, there are two fundamental types of questions: open-ended and closed-ended.

Closed-Ended Questions: Definition and Types

A closed-ended question is one that, grammatically, can be answered satisfactorily with a few words, often simply "yes" or "no." They are typical of interrogations. There are several subtypes:

Of Identification: they seek a specific piece of information: who, when, where, which.

For example: "Where do you live?", "What was your last salary?".

Selection: They offer the candidate a choice between limited alternatives.

For example: "Would you prefer an administrative position or a sales position?".

Definitive (Yes/No): These are the most common and direct.

For example: "Do you have any other activity outside of work?".

The Risk of Closed-Ended Questions: Loss of Control

Although closed-ended questions have legitimate uses (such as confirming a piece of information or summarizing information), their overuse in an interview is problematic.

The main drawback is who controls the conversation: when a closed-ended question is asked, it is up to the respondent to decide how much additional information he or she is willing to share, beyond "yes" or "no."

In a social conversation this doesn't matter, but in a formal interview, where the candidate may be nervous or defensive, a closed-ended question invites a short answer.

The interviewer loses control of the depth of information.

Open-Ended Questions: Defining the Depth Tool

In contrast, an open-ended question is designed precisely to "open up" the candidate, elicit more information and encourage the person to talk.

These questions require the candidate to elaborate his or her response in one or more sentences.

They usually begin with specific key words that invite development: What, How, Which, When, Where, Why and Who.

The Habit Trap: Why Do We Ask Closed-Ended Questions?

Although interviewers often believe they are asking open-ended questions, the reality is that the habit of asking closed-ended questions is deeply ingrained.

This is often because the interviewer already has a possible answer in his or her mind and, instead of asking to discover the candidate's answer, asks the question to test whether his or her own assumption is correct.

For example, instead of asking "What do you think of X?" (open-ended), the interviewer thinks "Surely X is good" and asks "Do you think X is good?" (closed-ended).

This "thinking that leaks" into the question is a very inefficient way of obtaining genuine information.

Strategic Application: Open to Explore, Closed to Confirm

In the context of a selection interview, the secret is knowing when to use each type.

Open-ended questions should be the main tool during the body of the interview; they are the ones that allow you to motivate the candidate to communicate freely and get them to talk about the areas that really matter (their habits, values and experiences).

Closed questions should be reserved for specific moments, such as the beginning (for factual data) or the closing, to confirm the understanding of the information or to summarize what has been said.

In the evidence-gathering phase, open-ended questions should dominate.

Summary

Questions are the interviewer's fundamental tool. Mastering their practical application is crucial to controlling the process and uncovering the necessary performance evidence.

Closed-ended questions can be answered with "yes" or "no". Their risk is that the candidate controls the amount of information shared, ceding control to the interviewee.

Open-ended questions are designed to "open up" the candidate and elicit more information. They should be used to explore, while closed-ended questions are reserved for confirming data.