Tool: Question Analysis and Revision

ILRME504: Effective Hiring and Interviewing

Cornell University ILR School

Tool: Question Analysis and Revision

Prepare for the Interview

Use this tool to analyze existing interview questions and revise them for the best balance between informational value, legality, and interviewee reaction.

Instructions:

Use the criteria and guidelines below to complete the table that follows. Repeat the steps listed for each question you wish to analyze. If you have a large number of questions, create additional copies of the table before beginning.

Step 1: Add an existing question in the left column of the table.

Step 2: Analyze the question with respect to each of three criteria, and make notes in the center column of the table.

Use the guidelines to determine how well the question meets each criterion.
Begin your notes with a summary assessment of GOOD, FAIR, or POOR for each criterion.

Step 3: Add a revised question to the right column of the table.

Guidelines for Assessing a Question

Information Value

Craft questions to elicit a response that will help confirm or refute a candidate’s prior claims about experience or KSAOs.
Choose questions that allowyou to discriminate among candidates in terms of:

Organizational and job fit
Degree of experience
Strength of character
Long-term viability in your organization

Legality

Do not include language that refers toa protected class, and know what classes are protected where youdo business. In the United States in 2016, these classes include age, citizenship, disability, family status, genetic information, national origin, pregnancy, race, religion, skin color, and veteran status.
Avoid questions that have implied consequences for protected classes.

Interviewee Reaction

As much as possible, only ask job-related questions that are relevant to the position. Be prepared to explain why a question is relevant.
Consider whether asking the question would make the interviewee suspicious of your motives or intent.
Consider whether asking the question would cause applicants to lower their opinion of you or the company.

Question / Analysis / Revised Question
Example:
What are your three greatest strengths? / Information Value
Example: FAIR. Provides a moderate amount of information. Their perceived strengths may help you determine who is best, but you may get similar responses from all candidates because it’s a question they might have all prepared for. / Example:
How do you think your personal strengths will benefit you in this position?
Legality
Example: GOOD. No legal risks. Doesn’t directly or indirectly refer to any protected class.
Interviewee reaction
Example: GOOD. Low risk of negative interviewee reactions. This is a question applicants often expect.
Information Value
Legality
Interviewee reaction
Information Value
Legality
Interviewee reaction
Information Value
Legality
Interviewee reaction
Information Value
Legality
Interviewee reaction
Information Value
Legality
Interviewee reaction