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Asking questions is a skillful communication tool.
Definitely is not a good decision to schedule interviews at the end of a work week. Everyone is tired and just ready to go home.
When the HR department prepares the questions to be asked in an interview is it viable to ask sensitive questions to test their personality characteristics?
I think at least five questions about the job and character is a good number to gather sufficient information with which to make a decision.
Asking the right questions at an interview is important for two reasons: First, when done correctly, the questions you ask confirm your qualifications as a candidate for the position. Second, you are interviewing the employer just as much as the employer is interviewing you. This is your opportunity to find out if this is an organization where you want to work.
HR first question is tell me about yourself.
In the Asking Questions part, the creating questions might be affective and arising out of clear the purpose and agenda, with the aim of eliciting the information required. Mostly important thing is the interviewer tone, words and the context. When asking questions always be brief, straight, and short to the point.
Asking questions in certain settings will determine what type of respond you will receive.
When you ask questions to your candidates, you will be at right place and time early. It is important for a job applicant. It is convenience and good for both of you then you both have time to prepare for interview.
The way you ask your questions will have a significant effect on the answers you’re given. They will be affected by the context, the words you use and your tone.
An example will help make sense of this - Imagine that you ask a senior colleague about a complex issue on her way to a meeting, for which she is already late. Do you think that she’ll give the same answer as if you asked her the same question when she’s winding down at the end of the week?
How can you make a wise decision about where and when to ask someone your questions?
Do you have many or only a few (perhaps one) questions to ask?
This is a simple point - if you only have one quick question to ask then obviously it won’t be necessary to organise a formal interview. Just seek an appropriate moment to ask your question.
If, however, you have a series of related questions then this will probably need a fixed period of time when you won’t be interrupted.
Does your question require a considered or spontaneous answer?
Some questions will require your respondent to think carefully; perhaps you are asking her to make a judgement or evaluate some piece of information. On the other hand, sometimes you will want a spontaneous answer, one that hasn’t been thought about for too long.
Of course, you have to be careful with questions of the latter sort - are you being fair to your respondent in not giving them time to think?
Does your respondent have time available for an extended conversation or would they appreciate a very brief conversation?
If you have got halfway through a series of questions with a candidate when you notice them looking at their watch and displaying an increasing desire to be somewhere else, then such a situation does not bode well for the quality of the answers that you’ll get!
Is the answer to your question likely to be of a sensitive or confidential nature?
An extreme example of this would be ‘What do you think of Joe’s chance of promotion?’, just as Joe was standing next to you. Do you think that the answer might be affected by Joe’s presence?
What is your relationship with the respondent?
Are you asking a question of a friend, your boss, a stranger or a subordinate? Each is likely to answer your question differently. Your friend might well try to think what answer would help you. An older, more senior colleague might shape her answer so as to give you advice or she might dismiss the question with a cursory answer. A subordinate might want to please you or be worried about how their answer might affect them.
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