What types of questions should be asked when conducting interviews?

When conducting interviews, open-ended and performance-based questions are particularly effective because they encourage candidates to elaborate on their experiences and provide detailed insights into how they handle specific situations. Open-ended questions allow the interviewer to gauge a candidate's thought process and problem-solving abilities. These questions require the candidate to offer more than just a simple answer, revealing deeper knowledge and understanding.

Performance-based questions, on the other hand, focus on how the candidate has demonstrated specific skills in past roles. By asking candidates to describe their previous experiences in handling tasks or challenges, interviewers can assess their suitability for the position based on real-life examples. This approach not only helps in evaluating the candidate's qualifications but also assesses their fit within the company culture and values.

In comparison, yes or no questions, while useful for confirming basic information, do not provide a comprehensive view of a candidate's capabilities or thought processes. Similarly, behavioral and hypothetical questions can be beneficial, but they may not capture the practical aspects of how a candidate has actually performed in past circumstances. Technical and situational questions, although relevant in some contexts, may not always prompt the depth of response that open-ended and performance-based questions generate, which can provide a clearer, more holistic view of a candidate's competencies and potential contributions