The Question Funnel

Introduction: The Structure of Inquiry

Competency-based interviewing requires a structure of questioning that allows for logical and systematic probing. This structure is known as the "Question Funnel".

The concept is so named because the shape of the conversation mimics a funnel: it begins with very broad questions at the top and, as the interviewer probes, the questions become progressively more focused and narrower, leading the candidate toward the specific detail being sought.

It is important to understand that a complete recruitment interview does not consist of a single funnel, but a series of funnels.

Each funnel is used to investigate and collect evidence on a specific criterion from the Person Specification.

Step 1: Define the "Evidence Target" (The Bottom of the Funnel)

Before the first question in a funnel can be asked, the interviewer must be absolutely clear about what he or she is looking for. This is the "evidence target."

This target is not random; it is drawn directly from the Person Specification.

The target will be one of the essential or desirable criteria that have been prioritized for the role.

For example, an evidence objective might be "ability to make decisions under pressure".

The entire funnel of questions that follows will be constructed for the sole purpose of collecting evidence (positive or negative) about that specific competency.

Step 2: The Opening Question (The Mouth of the Funnel)

Once the target is known, the "opening question" is designed. This is the broad question that starts the funnel.

Its purpose is to get the candidate to start talking about a general topic or experience where the evidence we are looking for can potentially be found.

The way this question is posed (the "pitch") is crucial, as it determines the entry point to the conversation.

For example, for the "decisions under pressure" objective, a bad question would be "Do you make good decisions under pressure?" (closed and leading), while a good opening question would be "Tell me about a situation in your last job that was particularly stressful" (open and behavioral).

Step 3: The Descent (Probing and Clarifying)

This is where the interviewer's skill lies.

Once the candidate begins to speak in response to the opening question, the interviewer must actively listen and use follow-up questions to guide the conversation down the funnel.

These questions should not be pre-written, but should be reactive to what the candidate says.

Probing, reflective and probing questions are used to encourage the candidate to elaborate and go deeper.

As you move down, the questions become more specific and focused, always remaining open-ended questions.

Step 4: The End of the Funnel (Confirmation and Closing)

The funnel concludes when the "tip" or "crux" of the issue is reached.

At this point, the interviewer has already collected sufficient evidence,