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How to structure your one-way interview questions

Emily Wengert
Emily Wengert
  • Updated

In the hiring kickoff meeting as described in the how to get your team involved article, one of the main areas you'll to focus on is:

What questions should I ask?

Discuss the most important traits, skills, experience, etc. that you want a candidate to have.

Not only should this be incorporated into your job advertisements, but it will also form the basis for your interview questions.

If you’re struggling with where to begin, here are some prompts that can help you:

  • What skills and/or experience are critical in order to do the job?
  • What are important characteristics of someone who will be successful in this role?

Questions that help you assess how a candidate stacks up against this criteria are the ones that you’ll find to be most helpful at this stage of the hiring process.

It’s also important to take into account several best practices:

  • Avoid yes/no questions: These can be asked your job application as knockout questions instead
  • Don’t ask too many questions: On average, most customers ask 6 so we typically suggest a range of 4-7 depending on the role.

So, let’s look at an example scenario in which you want to ask 6 questions.

We’d suggest aligning your questions with these buckets:

  • What’s needed to do the job? (3 questions)
  • What are important characteristics of someone who will be successful in this role? (2 questions)
  • What motivates the person? (1 question)
    • Do they get the job?
    • Do they want the job?

This format will give you a well-rounded view on the candidate and how they address the most important aspects of the job.

Bonus: Behavioral interview questions tend to work very well in a one-way video interview format. These are questions that often start with “Tell me about a time when…” or “Give me an example of…” so you can empower a candidate to share examples of specific scenarios they’ve been in when they had to use particular skills.

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