How to Interview Applicants Using a List of Open-Ended Questions | Don Munro | Skillshare

How to Interview Applicants Using a List of Open-Ended Questions

Don Munro, International Training Consultant

How to Interview Applicants Using a List of Open-Ended Questions

Don Munro, International Training Consultant

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11 Lessons (55m)
    • 1. 1 Introduction To Course On Library Of Open Ended Interviewer Questions 1

      2:30
    • 2. 2 Benefits Of Using Open Ended Questions During Interviews 4

      11:28
    • 3. 3 The Vitally Important Sequence Of Interviews Questions 5

      5:26
    • 4. 4 Identifying Learning Experience And Education Using Open Ended Questions 6

      7:03
    • 5. 5 Questions To Analyse Work History During Interviews 7

      2:39
    • 6. 6 Introduction To Questions Focusing On Job Relevant Knowledge 8

      4:43
    • 7. 7 Identifying Job Relevant Knowledge Through Questions 9

      4:48
    • 8. 8 Identifying The Individual Attributes Of The Candidate For The Position 10

      4:17
    • 9. 9 Analysing The Applicant's Perception Of The Position And Realism Of Goals 11

      2:34
    • 10. 10 The Importance Of Reference Checking 2

      5:45
    • 11. 11 Open Ended Interview Questions To Check References 3

      3:37
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About This Class

This course will give you examples of the different types of effective open-ended questions that you can use during interviews, to gather the most relevant information that you require from the applicant, in order to fill the position with the best possible candidate for the job.  Hiring the best candidate allows you to increase the overall productivity of your team and company, therefore it is vital that you use these behavioral interviewing techniques to effectively interview applicants. With Don's help, you will learn how to phrase your questions, how to encourage comprehensive answers from applicants and how best to answer questions the applicant might ask, without giving evaluative feedback.

This course is for interviewers and those who work in Human Resources - from beginners to advanced levels. Don will take you through a library of open-ended interview questions and explain the reasons why you need to ask open-ended questions in order to productively and efficiently interview applicants.  The library of questions is available to download as part of the project associated with this course.  

Meet Your Teacher

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Don Munro

International Training Consultant

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Good day!  My name is Don. 

I offer this opportunity to work with you and to share my knowledge, international experience and skills with you.  Visit my website to learn more and read my blogs http://www.skills4business.co.za or like me on Facebook @Skills4Business.

I am from South Africa, however I have also trained in many southern African countries, including Swaziland and Namibia.  My international training experience includes a couple of years in the United Kingdom and time spent in America, training some of America’s top companies, including IBM, then Pan American Airlines, the New York Times newspaper, Cheseborough Ponds and the largest privately owned bank in the Southern States, The Atlanta Bank of Florida, where I trained their senior ex... See full profile

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Transcripts

1. 1 Introduction To Course On Library Of Open Ended Interviewer Questions 1: Greetings. My name is Dan. And this is an interviewing Program. That was the difference. The emphasis on this program is on the open ended questions, which will enable you to identify both strengths and weaknesses in the job applicant. At the end of the program, you will have a library of questions, open-ended questions, which you can freely use, adapt to suit your own style of questioning. In addition, I've put emphasis on the sequencing of these questions or very, very important reasons. A target population. Well, if you've never interviewed before, then this is ideal for you. You won't have to unlearn the bad habits. And it's also an ideal program for those people who know they are effective and that they are good interview. This is important because you are able to identify the particular skills. And in the early years of the interview, well, you are successful and therefore you can reinforce it and make sure that you continue to do it. If however, as we often find with very experienced managers and interviewers, compounds, they started to just neglect some of the basics. And those basics are often very, very important. That it might just pick up and identify Amenorrhea where maybe relapsing a little bit. So the target population is very, very broad. In addition to the questioning and the sequencing, I have also included this in this program. Critical pitfalls to avoid in an interview. Doesn't matter how good your questioning techniques are, doesn't matter how good the sequencing is. If you are committing one or more of these five pitfalls, you are going to end up with a problem child working for your company. I'm also spent a lot of time in this program towards the end on actual reference checking, okay, get CVs, et cetera. I'm sure that you'll get derived a lot from it. And I'm sure that you're also going to enjoy it. 2. 2 Benefits Of Using Open Ended Questions During Interviews 4: Write this down again. Before we go into the program, I'd like to offer a couple of questions of you. Why have you chosen this program? What skills are you going to bring to the interviewing program? Describe one thing you must want to achieve out of this program. What is one major perceived area where you feel you need improvement? How do you sequence your interviewing? What reservations do you have about that? Describe a really good or really bad incident that you've had during an interview. So these are some of the questions that one can look at during the interviewing program. And I hope that spot rate of interest here. At times I will be looking down at my notes. Just mark any effective trainer will be using his or her brain is guide. The Tyner who walks into the training room without a trial as God, is actually portraying a message to you that delegate that he or she is okay, and you aren't effective trainer is one who actually says, let me see where we are in our training program. Let me see if I've left out anything. And that's why I am purposely gate to look down to make sure I don't leave that a really good question. Okay? Interviewing the introduction is a key part of your productivity formula. Just as a blue collar worker in a bakery, we'll be looking at his or her raw materials in order to produce a quality product. If the raw material is not good, he or she only has one option is to reject the product. And it's the same with white-collar. Your raw material, your human being, no machinery, etc. This critically, critically important in terms of the output. When you receive a guy or you employ somebody who's not quite right for the job that you have a feeling he might make it or you might not. That's about as risky as taking a chance with an AIG which smells a bit off but not quite off. And you're going to try and beat it around to make your tank it doesn't work, the risk is too high. So from a productivity point of view, the raw material, the human being that comes into your department, whether you are employing somebody or you are promoting somebody, came the following. Interviewing techniques still apply. When we interview, we are interviewing against what we call the aptitude of the individual. When we talk about aptitude, we're looking at three critical criteria. The interest of the individual, the ability of the individual, and the personality of the individual. All three must be present in a correct ratio in order to satisfy the aptitude required for the job. For somebody to have tremendous interest in the job, the personality is lacking. You'd be very unwise to employ that person. You're looking for the correct amount of interest, ability, and personality. We're gonna come back to this and we're going to talk more about the aptitude of the individuals as we go through the program itself. But before we go into the program, I would like to discuss five pitfalls. There are many more that I've identified from my own observations. Five pitfalls that are most common and also cause severe problems in interviewing program. The first one is the amount of talking that you the interview do as to how much talking that the job applicant, that's what is your ideal ratio? 15%. The interviewer, eighty-five percent, the job applicant. Let me repeat that. 15% in interview where 85%, the African. I second pitfall. Leading questions. Currently on the BBC TV channels. There is appropriately or it's an actual an advert where we see a well-dressed young man chemical him upstairs into a building for an interview. And he sits down evident check. And the interviewer says, you know what this company is looking for. Ideally is somebody with a lot of initiative, a self-starter, somebody who doesn't need to be led. And lo and behold, the beaming smile on this job applicants face, as he says, isn't that interesting? My manager strength is my initiative. Now this is the danger of leading questions. Keep your questions open, but do not have leading questions at any stage during the interview. They prepared list of questions that are in the United States. Good few years ago, a petroleum company decided that they would centralize the recruitment practice. And what they did. Is they drew up a large two, three-page question a with false or true, where you simply ticked in the columns. And these were sent out, distributed from a central point. They were filled in by various job applicants. Returned to a central point would through a computer, and the computer would then spit out that this applicant accept, this applicant reject. Well, it was a disaster. I could have saved them a lot of money, a lot of time. Because what they could have done is simply spin a coin high into the air. It's hints you employ. If it's tails you reject. You've got the same amount of charge. To do this from your productivity formula, isn't very higher risk in that company. Too many questions at the same time is a common bulk and it's one that really irritates me because it's unnecessary to say to a person, what skills have you got? You have, for example, are you good at interviewing? And then what about searching for limitations? But what do you what do you interview this person against? Tell me a valid now what sort of a question isms and Jeff list. If you listen to your interviews on TV, listen to many of the interviews in your company. And listen to them. Listen to somebody interviewing a sports captain. Listen to a celebrity being interviewed. And you will find that this interviewer in variably has this huge footfall. I'm not asking one question and the shuffling up, listening to the response. And then based on that response form you're dating and the other question, too many questions at the same time is a weakness. Throughout the interview of the time you'd meet the applicant until the time you greeted and say goodbye to him. You must remain non-immune value to the interview. You say to somebody who says something that you agree with. This fantastic, I agree with that. You're going to get more of that. Likewise for somebody to say, oh, yeah, our battled a bit with mathematics. And you say really what he's going to say, no, I'm only joking or yes, but I took extra listens and now my mess is stunningly good. You've got to remind money value and I will spend more time later on, particularly towards the end of the interview, where you are purchasing up and saying goodbye to the individual. Finally, in this little introduction, before we move into our questions, our interviewers are born. Know your TOP tennis player for not born top chemist by the head of tremendous interest in the game early on, either through a parent or a sibling or brother or sister who bike to hit a tennis ball around it. A lot of interest. And they hit the ball fairly well. There had the ability, personality of course, were killed us back and range from anything from fairly unpleasant to only pleasant. Your top tennis players to have worked very, very hard learning skills. Practicing those skills. Tennis players and interviewers or not more. They identify skills, they learn and practice their skills and fill they become efficient in there. And then when our really proficient in them, they carry on practicing there. That's why I say at the beginning in the introduction, this program is also, I'm IO or you, the effect of interviewer. You're able to identify, that is areas which cause you to be effective so that you can continue to do them. In the next part of this program, we are going to look at the actual questioning techniques. 3. 3 The Vitally Important Sequence Of Interviews Questions 5: Right, as mentioned earlier, while questioning techniques are critical, then need to follow a certain sequence. Y. Well, as any industrial psychologists will tell you, your best predictor for the future is parsed. Your best predictor for future behavior in a work situation is past behavior. If in the past a person showed a lot of initiative in his previous job is more likely to show an initiative in his future jump. And this also applies to weaknesses. In the sequencing. We will start historically, we will go back to the school days, their college days, their university days. And we will move from those days through their work history until today. Now what is important about the sequence is that we need to actually tell the job applicant why. Because the person who has the agenda controls the meeting. The person who has the agenda controls the meeting. So by telling him what you are going to be doing, you are controlling the meeting, it is your agenda. You would say to him, I'm going to be asking you some questions about your education background, your likes and dislikes, the type of teachers that you most related to. Our being able to spend some time on your work history. The people let you gotta low-Earth the type of tasks or assignments you are given which you really enjoy and those that frustrated you. Then we are going to look at your job relevant knowledge as it applies to this position. After that, we will look at your individual strengths and weaknesses as you perceive them. And then we will move to this position itself that you've applied for. And let's talk a little bit about your perception of the position. At that time. We'll also spend a bit of time on your goals, your career aspiration. After that. I will then give you the opportunity to ask any questions that you might have or concerns that you might have about the company or the position that you've applied for. Now it's very, very important at this stage to realize that if he or she asks a question at this stage, you were only answered after you have understood why the person has asked me. For example, the person says, well, how many nights away from home is the sales job going to require? Before we answer that, we would say, well, how many days away from home would you be comfortable? If somebody says, look, how much overtime is involved in this job? Well, how much over time would you be satisfied with? Two lovely English words? What would you be comfortable? What would satisfy you? That ask challenging questions like, how many hours can you work? This is a job applicant. You will say, Well, you know, I can work with whatever the company requires. Governor, what would you be comfortable with? What would satisfy you? Very, very important in this stage is to ask both factual questions as well, as well as value questions. I think is new to a lot of people doing into the factual probes. How many sales calls per day in your previous job? What type of work most annoyed you? What type of person gives you the greatest pleasure interacting with? How did you go about preparing for a sales presentation? Actual value, actual value. It's tying back to the aptitude, the interest, the ability of the abilities of the actual personality is often value. We need them all in order to arrive at the correct, accurate attitude that the person has for the job. We will then spend time after that on reference checking. And yeah, I'm going to also talk a bit about CVs, curriculum liter. How, how important are they? Where do they fit into the whole scheme? In the interview? 4. 4 Identifying Learning Experience And Education Using Open Ended Questions 6: Enter the library of open-ended question. Possibly the most important part of an interview is your ability to ask an open-ended question one at a time? No leading question. As mentioned in the sequence, you'll stuart, asking open-ended questions in terms of the persons learning experiences, his schooling, college or university, for example. And now, here are the questions that you can copy and adapt to suit your own star. John, let's start with the courses that you got the most atom. What did you enjoy most about school? What causes gave you the most difficulty? Now I'm asking a limitation question here deliberately because when you ask a lot of particularly early on, a lot of open-ended positive questions like, what courses did you get the most out of? What did you like most about school? The person gets on a high. He thinks, oh, this is an easy interview. Any law tells you all about the good things, the things that bring us great joy and happiness. He is now starting to control the intervene for you must bring him back to earth. And we do that by searching for a limitation. Such as, what did you like least about school, which causes gave you the most difficulty and care, and suddenly you are bringing it back under your control. Again. There might be times particularly searching for the mutations, where the question is perceived by the job applicant has being sensitive. Now when this happens, the most important thing you must do is not interrupt yourself. Ask the question. For example, describe an incident with your teacher which really anoint you an app C2. Now you could feel the person is actually feeling a little bit worried about this is immersion. You just have what is called the pregnant pause. And you allow that pause to continue until he or she, the job applicant, feels compelled to unseen. And they then start to pour out their hearts as to some bad experiences they might have had. But you need to clear this out. Where there is a sensitive feeling they're involved. Use the pores. There are other times where. People will speak in general terms. Rather than ask another open question, simply press for specifics. Describe your best teacher. And he says, This guy was absolutely great guy. Everybody got along well with him. And he said, When you say great guy, what do you mean? When you say everybody got on with him? Give me a specific situation. You need the facts. And describe your best teacher. What kind of person was your worst teacher? What special technique or techniques would you use if you were a teacher back at that school? How do you think school contributed to your overall development? Given nearing the end of school? What do your work plans for the future? This is an important question at this stage with newer towards the indigo schooling, et cetera. What do your work plans, your career aspirations? Because we're going to ask it later on, even at this, their perception of the present job, what career aspiration do you have in our company? And we're going to see there's a tie back with what they were, their aspirations were at the time that they were at school or finishing college. If they are great disparities. Why? We're looking for patterns. Tell me about the ways you spent your holidays while at school. Tell me about your extra curricular activities. Important questions you want to know. What's the guy an individual was the a team person that he spent his time reading in the library. It is spent his time best swimming OUT, playing rugby with his friends, a team sport. What determines your choice of major? Why did you choose that particular college, school or university? Why did he choose a particularly University? And these are the questions that one would ask in order to identify the learning experiences. The next stage of the questioning technique would be their work history itself. What have they done in previous jobs? Some mode of disco fresh out of university or college. That's fine. Many of them, the majority of them would have done some work during their studies. And we could ask him about that work that they did this Nowak job. Now let's look at some good questions to ask when discussing work history of the job applicant. 5. 5 Questions To Analyse Work History During Interviews 7: Alright, first question. How did you get your job with XYZ company? Describe the company as a place to work. What would you have rather than more of in your last job? What aspect what aspects of your last job did you least like? If you couldn't make one suggestion to management in your previous job, what would it be? They tell me that the best and the worst. What do you feel you gain from your association with your previous company? And you think your previous manager would describe you? What was the most difficult part of your previous job? What are some of the things about which you and your previous manager was totally disagreed on. In what ways has your previous job prepared you for your future? Describe an upsetting experience that you experienced in your previous job. Sally, what position would you like to hold in five years time? What were some of the major problems you encountered in your previous job? How did you solve now? How do you feel about the progress that you've made with your previous employer? 6. 6 Introduction To Questions Focusing On Job Relevant Knowledge 8: Right, so we've looked at open-ended questions for the learning experiences, as well as the work history. What we are looking at now is the JOB relevant knowledge. With one. How would you define management? How would you define leadership? What are some of the approaches you adopt when taking disciplinary action? How do you make decisions about how much time to spend on a particular task? Describe your approach to planning. What techniques do you use in preparing for and giving group presentations? What part of the training process do you feel most comfortable with? What part of the interviewing process you feel most comfortable? We are you at your best, Millie, interviewing? What part of the management process to feel less comfortable with. Describe a situation where you've worked with which you are particularly proud of the result. Describe it incidentally found most frustrating. When you making a first call on a new account. What kind of preparation do you like to do before you train a new employee? What type of preparation do you like to do? What row? Do you feel a personal relationship with the customer plays in your selling price is. Now moving out of roles is an important question for a salesperson. Often I tell you about how important it is to establish this great relationship and to be friendly with them, et cetera. So this type of question, What role do you feel a personal relationship with the customer planets and you're selling is important. Because often the only thing that truth people talk about the customer and the vendor is is the rugby on Saturday. Whereas effect I only have one thing to talk about and that is business. Something that is profitable to both parties. How do you decide when to let go of a sale that is not developing as it should. How do you decide when to let go? When conducting a disciplinary inquiry? When it is going nowhere. How do you make use of other resources in your company? In special situations? That's a lovely question. How do you make use of other resources in your own company? In certain situations? What role has prospecting played in your previous selling effort? Wardrobe has advertising played in your selling? What part has effective time management played in your previous selling efforts? At these are all ideal, open-ended questions. As positive, as well as searching for limitations. When looking at JOB relevant knowledge. 7. 7 Identifying Job Relevant Knowledge Through Questions 9: How do you make decisions about how much time to spend on various tasks. Where you could be asked about how much time do you spend on planning with a sales call, or color code, or planning for an interview, or planning to design a new quality control check. How do you make decisions about how much time to spend on such and such a task? John, describe your approach to planning. Doesn't describe your approach to introducing what techniques to use in preparing for and giving a presentation work part of the sales process, do you feel the most comfortable with? What part of interviewing Do you feel most comfortable with? We have you at your best. What part of the interview process do you feel least comfortable with? James? What part of management? You feel least comfortable with? Describe at a current you've worked with where you are particularly proud of your success. Describe a training program that you ran. Well, you were so excited at the end with the feedback you got. Describe it incident that you've found especially frustrating when you're making a first colon a client, what kind of preparation do you like to do? When you're going into an interview with a Java? What type of presentation or preparation do you like to do? What? Ro, Do you feel a personal relationship with a customer plays in the sales process? And this is an important program if you interviewing sales people. This is a republic question for the following reason. And a lot of people feel it is very important to have a very, very good, let's call it a social or personal relationship with a customer. But often they forget that the only thing that they and the customer have to talk about is product, sales and profitability are often they've become such good friends that actually forget the objectives. And both, both companies. Batman, What do you rolled? You feel a personal relationship with the customer plays in the Senate is a good question to ask of a salesperson. How do you decide when to let go of a situation? When x not developing as it should be. How do you decide when to concentrate your efforts elsewhere? How do you make use of other resources in your company? In a specific situation? What rho has to actually interviewing played in your previous successes. How important is reference checking? You? 8. 8 Identifying The Individual Attributes Of The Candidate For The Position 10: You've had a look at the work history. And we look at the educational background. We've looked at the job relevant knowledge. And what we're gonna do now is focus our questions on the individual attributes that the job applicant feels he or she is bringing to the journal as they see the strengths and weaknesses. For example, John, what is the most typical thing you've ever done? Jane? What do you feel has been your greatest accomplishment? What has been your greatest disappointment in life? And often, again, moving out of rho, this is a sensitive question. Please learn to keep quiet, host and wait for either him or her to continue. It might be a sad occasion, but it's fun. Let's get it out of the way. What has been your greatest appointment? It could be a factual thing or it could be a value. And so what are you pick p, The things that upset you must. John, what is your standard? Will you on_success semi? What do people most often criticize you for? An interesting question. What do you most often criticize yourself? Oh, what factors in your past have contributed to your success? What vector is in the past have acted as handicaps in your development? In general, James, how would you describe yourself? In which areas would you like to deliver to yourself? What are you long-range goals and objectives. Brac has checked as that time deck with the schooling they aspirations when they were finishing school or loss. And if not, why not? It's rebecca, find out what are your long-range goals and objectives. These, Remember that this question and the answer might well impact on the next set of questions are going to be asking, which is the prescription of the physician that they've applied for? What are what are their goals and aspirations in New York company? What are you long-range goals and explanation. What kind of situations might you feel? Super nervous? Names, what do you regard to B? You add standing quantities and some of your shortcomings. What kind of people upset you must really. And the master latin. 9. 9 Analysing The Applicant's Perception Of The Position And Realism Of Goals 11: The fifth and final section is the job applicants perception of the position and his realism of goals. Now this is very important stage in the process that we are following the law sequence that we are following. Because we need to know what his perception is before we tell him what's the job actually is, is to make sure that there is definite tie. The type of questions that I found very, very useful. John, what are some of the things that have attracted you to our company? What is the attracted you to this particular job? What reservations do you have about the straw? What do you think John should be the principal qualifications for this particular position? What do you think you're going to like most about this job? And a list about it. What do you think will be the most difficult part of the job? And as a technical training in which ways can accompany help, you know, what are some of the things in a job that are very important to you? What do you think is likely to make the difference between success and failure in this particular position. You've hired John, how do you visualize your future in this company? What are the types of positions are you currently seeking or considering outside of this company? How does this position compared with others? You may now be considering how you feel this job, Mike McLean, with your long-term plans for career growth. 10. 10 The Importance Of Reference Checking 2: Right, we've completed the five areas or in terms of the sequence required in an interview, started with the history and looking right up to the present and the future. We would now immediately go and review the applicant, but we would make absolutely sure being non evaluative at the end of the interview, that we do not leave him meeting, that he has been accepted into the job. What he needs to leave feeling is that he has been listened to and he's been understood, but not dead. He's been accepted. If he says to you at the end of the interview, look, I've enjoyed my interview. Your company Sounds good, et cetera. I really would like to work for you. How do you feel? My future stance? Yeah, while words and use them if you feel free. Say to John. John. It's been very interesting talking to you. I'm going to take into account everything you have said. And I'm going to compare it with the job requirements. However, it's an early stage of the interviewing process. I need to see other people as well. R will be contacting you in the future. Thank you very much. Now if he goes on and says, what do you think I have a chance? Then go to the broken record ten lemon say Look John, I won't take into account what you've said. I've enjoyed chatting to you. It is early in the process and I need to consider an interview. Other people as well. Are WorldCom back to you and then leave it at that. Thank you, John and goodbye. Right. After that. We then move in. We quickly evaluate them against the job requirements. And then we move into an area, often to the detriment of so many companies. The reference checking. Now, it's all very well to say R, but this guy bought a whole lot of references with him. Art copy. Him, will not present or give you a reference if it is a bad one from a previous employer or whoever. There are two types of references. The one is the from the previous employer, or school or varsity, and then the other one is from a church organization or a charitable organization. Now these two have different objectives. The reference check that you're getting from previous employers is to do with the guys. Workability. The ones you are getting from the church organizations and charitable organizations, their objective is to help this person to get on his or her feet. You helped find him a job that they can support themselves and others. Too, objectives, they are very contradictory. So we only accept the references that apply to the job itself. Now, the best reference check is the telephone, or maybe on a, on a computer. The same rule applies when you find somebody to do a reference check. The 15% 85 percent. Make sure that you do not also leading questions. Ask one question at a time and do listen because it's a telephone. You're not going to see the person. So you are listening both factually and value your value wise. You are listening to what they are saying and you are visualizing how they are saying it, listening for that, and remain non evaluate cliff throughout the reference check. I would like to just talk briefly about a personal experience. I had interviewed somebody here and my words, they aptitude fitted the job beautifully. It really did. I'm very, very impressed. And this person had left a job here and gone overseas to work in Australia. A long way away from here. Anyway, I had to make this telephone call. I thought to myself, This is going to cost a lot of money. But let me do it. This guy. So good, I'm wasting my time. I made the phone call, I got through to the suite, our company, and that Bible verse, mostly human resources director as well as this job applicant, and both been convicted of fraud. They'd both been sentenced. We present the job applicant had been released early with a one-way ticket back to my sunny country. Needless to say, I rejected him. So it was not an expensive telephone call. Personal experience. Make that call. 11. 11 Open Ended Interview Questions To Check References 3: When you reference checking errors, examples of some of the questions, you are welcome to adapt for your own use. Thanks very much for taking my call Mrs. or Mr. silencer. I'd like to just touch on Zhang's work history and it's personal experiences with you. For example, can you tell me what were his major strengths and what are his key areas of responsibility in the gel? How would you describe his main weakness? Described a situation where you feel he really did excel. Tell me about his leadership qualities. A situation where you feel he failed to achieve. Now think of as his time utilization. Describe he's selling techniques or to describe his training always management techniques. How much progress do you feel he made in your company? Which key areas of the job you feel he needs a lot of require improvement. Which areas of the job to do to most disagree on. Okay. Thank you. Now, I'd like to just spend a bit of time on his personal or individual attributes as you see them. What do you feel upsets him the most? And it gives him greatest job satisfaction. In general. How would you describe it? How did you feel she could develop further? And to snuggle up her outstanding qualities in your opinion. And finally, is major shortcomings. Thank you very much, Mr. Science. So I really do appreciate it. You've been a great help to me. And I hope one day I can provide the same service to you as you've provided to me. Thank you very much. And so we end the conversation with a positive reinforcement. Because the time might come with event in need their help again, or they are going to call you or your help and you would oblige because there have been so good to you. And with that, I thank you very much for your time that you've put in working with me through the interviewing program. I've enjoyed putting it together. And I do hope you enjoy adapting it to suit your own needs and that you get the greater satisfaction as I did also out of interviewing people for better or for worse, your company is the one that will benefit. Thank you and good luck.