Types of Questions (Specific, Probing, Reflective)

The Anatomy of Open-ended Questions

Knowing that we should use open-ended questions is only the first step. The real mastery of interviewing lies in understanding the different types of open-ended questions and how to use them strategically to achieve different objectives.

The effectiveness of an interview depends largely on applying the right type of question at the right time.

An experienced interviewer will know when to look for specific facts, when he or she will need to elaborate on an answer, or when to use the candidate's own response to encourage further elaboration.

Specific Questions: Focusing on the Facts

Although open-ended questions are designed to elicit broad answers, a crucial subtype is the "specific question."

This question, while open-ended, is designed to elicit a very concrete, factual response.

For example, "How many people made up your team?" or "On what date did that project end?". They are excellent for establishing facts and clarifying data.

However, their overuse presents a risk: if the interviewer only asks specific questions, the conversation can become a quick "ping-pong" of question-short answer, and the interviewer may end the session feeling that he or she "couldn't get the candidate to talk," when in fact it was the type of question that limited the response.

Probing Questions: The Tool for Going Deeper

Probing questions are perhaps the most important tool in the interviewer's arsenal.

They are short questions that are used after the candidate has given an initial response, with the goal of "digging" deeper and obtaining greater detail.

Where an answer is superficial, a probing question seeks to understand the underlying context, reasons or details.

Simple examples of probing questions include, "What exactly did you mean by that?", "How many times did that happen?", or "Why was that important to you?".

They are essential to validate the evidence the candidate presents.

Reflective Questions: The Strategic Echo

Reflective questions are an advanced and very powerful probing technique. They consist of taking a key word or phrase that the candidate himself or herself has just used and returning it in the form of a question, usually with intonation only.

For example, if the candidate says, "It was a complicated process," the interviewer simply responds, "Complicated?"

This technique uses the candidate's own words, which is crucial. If the interviewer were to change the word (e.g., "You mean it was difficult?"), it would alter the candidate's frame of reference.

By using an accurate reflection, the candidate is encouraged to further delve into his or her own line of thinking, often revealing more detailed and genuine information.

Other Types of Open-Ended Questions (Hypothetical and Projective)

In addition to the above, there are other formats that, although less recommended in behavioral interviews, are useful to know:

Hypothetical Questions: ask the candidate to imagine a future scenario: "What would you do if you had to design...?".

They are usually unreliable because they invite theoretical answers, not actual past behavior.

Projective questions: They ask the candidate to give his or her opinion about what others think. For example, "What comments have you heard about the work climate in your previous job?".

They are based on the theory that it is easier for a person to express his or her own negative opinions by putting them in the mouths of others.

Summary

Mastering the interview lies in knowing how to apply the right type of open-ended question at the right time. This allows specific probing objectives to be achieved.

Specific" questions look for specific facts, but their excessive use makes the conversation a superficial "ping-pong". Probing" questions are vital for "digging" deeper.

Reflective" questions are an advanced technique. They take a key word from the candidate (e.g., "Complicated?") and return it, encouraging them to elaborate on their own line of thinking.