🔄 #2 Techniques for changing closed questions to open questions

Closed Questions vs Open Questions #2

Problem Solving

Improve Your Interviews

Closed Question 1: “Have you had conflicts in a team?”

First example of open question ❓🤔

“Could you describe a team conflict situation and how you resolved it?”

Second example of open question 🗣️💭

“What strategies have you found most effective for handling disagreements at work?”

Third example of open question 🤷‍♂️❓

“How have you helped other team members resolve their conflicts?”

Why are these open questions better?

“Could you describe a team conflict situation and how you resolved it?”

This question invites telling a real story. Instead of a simple yes or no, the candidate can explain the context, involved parties, their role, and the concrete actions they took. This reveals not only their conflict resolution skills but also their ability to reflect and learn from experience.

“What strategies have you found most effective for handling disagreements at work?”

Here we seek to understand the candidate’s methodology. Not just whether they’ve had conflicts, but how they approach them. This allows us to evaluate if their approach is constructive, if they have real tools for handling delicate situations, and if they can adapt to different types of conflicts.

“How have you helped other team members resolve their conflicts?”

This question evaluates the candidate’s empathy and leadership ability. By asking for examples of how they’ve mediated others’ conflicts, they’re given the opportunity to show communication, negotiation, and teamwork skills. It also reveals their level of commitment to the group’s wellbeing.

Closed Question 2: “Have you handled projects that failed?”

First example of open question ❓🤔

“Could you share an example of a project that didn’t go as planned and what you learned?”

Second example of open question 🗣️💭

“How do you handle situations when things don’t go as expected?”

Third example of open question 🤷‍♂️❓

“What strategies have you developed to prevent problems in future projects?”

Why are these open questions better?

“Could you share an example of a project that didn’t go as planned and what you learned?”

With this question, we seek to understand the candidate’s learning ability. Not just whether they’ve had failures, but how they’ve experienced them and what they’ve done to improve. This reveals their resilience, honesty, and willingness to grow professionally from mistakes.

“How do you handle situations when things don’t go as expected?”

This question evaluates the candidate’s adaptability. In a changing world, it’s crucial to know if they can adjust their approach, stay calm, and find alternative solutions. The answer can show creativity, leadership, and decision-making ability under pressure.

“What strategies have you developed to prevent problems in future projects?”

Here we seek proactivity. A good professional not only solves problems but also anticipates potential difficulties. This question allows us to understand if the candidate has a preventive mindset, analyzes risks, and has implemented improvements based on past experiences.

Closed Question 3: “Can you work under pressure?”

First example of open question ❓🤔

“How do you handle multiple deadlines and competing priorities?”

Second example of open question 🗣️💭

“Could you describe a particularly stressful situation and how you handled it?”

Third example of open question 🤷‍♂️❓

“What techniques have you developed to maintain work quality during high-pressure moments?”

Why are these open questions better?

“How do you handle multiple deadlines and competing priorities?”

This question evaluates the candidate’s organization and management ability. It’s not enough to just say yes; you have to demonstrate how you act in practice. It allows us to understand if the candidate has effective techniques to maintain quality and composure during critical moments, and how they prioritize tasks.

“Could you describe a particularly stressful situation and how you handled it?”

With this question, we seek a concrete methodology. It allows us to understand if the candidate can maintain composure, has strategies for managing stress, and can clearly communicate how they overcame a difficult situation. It’s key to evaluating their emotional resilience.

“What techniques have you developed to maintain work quality during high-pressure moments?”

This question delves into the candidate’s self-assessment. By asking for specific techniques, they’re given the opportunity to show professional maturity, identify strengths and areas for improvement, and demonstrate how they’ve evolved in their field. It also reveals their commitment to excellence.

🔍 Depth

Open questions allow exploring beyond the surface, revealing hidden thoughts, experiences, and skills.

🧠 Critical Thinking

They invite reflection, analysis, and structuring responses, showing how the candidate processes information and makes decisions.

💬 Communication

They reveal the ability to express oneself clearly, organize ideas, and convey messages effectively.

🌟 Authenticity

They allow the candidate to show their true self, without fitting into prefabricated responses or clichés.

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